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.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
