Situational Telework. Employees perform their duties at an alternative work location on a non-routine, occasional, emergency, or ad hoc basis.
Situational Telework. Employees telework on a case-by-case basis where the hours worked were not part of a previously approved, ongoing, and regular telework schedule.
Situational Telework. Work that is performed at a location away from the regular worksite on a non- routine, ad-hoc basis. This includes work performed to complete a short-term special assignment or to accommodate special circumstances, even though it may occur continuously for a specific period.
Situational Telework. Telework that is approved on a case-by-case basis, or that is not part of a regular telework schedule.
Situational Telework. In any week when the CDC COVID-19 Community Level is at a High status for the county where the HUD office is located, the employee has the option to work situational telework and it is voluntary to go into the HUD office. If the employee voluntarily works in the HUD office when the CDC COVID-19 Community Level is at a High status, the employee will follow the below masking protocols.
Situational Telework. Project-oriented, non-recurring, and/or irregular telework. Situational telework may be ideal for employees who encounter infrequent periods of time when projects/assignments have short turnaround times and/or require intense concentration. This includes but is not limited to, the following: non-recurring work away from the conventional office based on an emergency situation or need such as inclement weather (including heavy fog, flooding, snow, mudslides, etc.), natural disasters, or other needs such as office closure due to office and/or building repairs, an emergency event that affects office operations such as major transportation strikes and protests, riots, etc. (which may or may not be associated with a COOP event Emergency Situation). A supervisor or employee may initiate a request for situational telework.
Situational Telework. A. NFFE Local 1450 bargaining unit employees with a routine or situational telework agreement in place are eligible for unscheduled situational telework, as defined below:
Situational Telework the position’s duties are typically only able to be effectively performed at the USPTO office, but occasionally the employee’s duties and the USPTO’s needs are capable of being modified on a case-by-case basis to support non-routine performances of duties at an approved alternate worksite.
Situational Telework. A universal laptop (which will be used both at home and in the USPTO facility) and SecurID (FOB) or other means of alternate authentication. A monitor, webcam, telephone headset, SecurID (FOB) or other means of alternate authentication, keyboard, mouse, and other related peripherals may be issued if the immediate supervisor deems it necessary to perform assigned official duties. To ensure a seamless customer experience, participants are required to use USPTO assigned phone numbers for communication with colleagues and customers. Necessary equipment will be provided to the participant as soon as practicable after the approval of the telework request. The universal laptop and SecureID (FOB), or other designated authentication technology, is the minimum equipment required to begin teleworking.
