Situational Telework. Employees perform their duties at an alternative work location on a non-routine, occasional, emergency, or ad hoc basis.
(1) Situational telework may be used to complete short-term special assignments or to accommodate special circumstances and must be for a defined, finite period.
(2) Situational telework cannot be used in a routine manner which appears to extend an employee’s regular telework schedule.
(3) An employee must have an approved situational telework agreement in place.
(4) Management has the sole authority to approve/disapprove all situational telework requests.
(5) An employee must have explicit advanced approval before any telework is worked.
(6) An employee may be approved for both situational and regular telework, consistent with Section B.2. above.
(7) In limited circumstances, supervisors may approve employees to work at an alternative work location that is outside of the employee’s local commuting area. This determination must be made by management on a case-by-case basis. The employee must meet all eligibility requirements contained in this Article. If the employee does not physically report to the regular office/worksite at least twice each biweekly pay period, the employee’s locality pay may be impacted per 5 C.F.R. 531.605.
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.
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:
B. Situational telework is 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 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, etc. (which may or may not be associated with a COOP event Emergency Situation).
C. In the event of an infrequent, temporary emergency situation of an employee, if a business need exists and the employee is willing and able to perform their duties, the supervisor may approve situational telework at a location other than the approved location in the telework agreement.
D. Telework must be part of all agency emergency planning. The Telework Enhancement Act of 2010 (Public Law 111-292) requires that all executive agencies incorporate telework into their Continuity of Operations (COOP) plans. Management must be committed to implementing remote work arrangements as broadly as possible to take full advantage of the potential of telework for this purpose and ensure that:
1. Equipment, technology, and technical support have been tested
2. Employees are comfortable with technology and communications methods
3. Managers are comfortable managing a distributed workgroup
E. Teleworker Responsibilities:
1. Maintain a current telework agreement detailing any emergency telework responsibilities specified for a continuity and/or pandemic event, as appropriate.
2. Be familiar with the agency's emergency plans (continuity plan, pandemic plan, etc.) and your manager's expectations for how you will telework during such events.
3. When the emergency is at the duty station location the employee is to call the HUD hotline (866-INFO-HUD or 866-463-6483) for instructions regarding emergency telework status. When the emergency or closure is at the duty station, all employees with an approved telework agreement in place will be required to telework or take unscheduled leave and are not subject to administrative leave.
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Situational Telework. An arrangement where an employee requests to telework for a period of time from an Alternative Worksite or Approved Temporary Work Location.
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. 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. Telework that is approved on a case-by-case basis, or that is not part of a 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 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.
