1. Telework NTEU Chapter 128

2. This Presentation Overview of the telework program Commonly encountered barriers Elsewhere in CBP

3. Why? Telework has the potential to enhance the quality of work life for employees, while also maintaining productivity and mission accomplishment. Article 15 of the Collective Bargaining Agreement memorializes the Agency’s commitment to implement Telework for the bargaining unit.

4. How? Telework is a benefit that arose from the lobbying and the collective bargaining process. Collective bargaining and lobbying are just two of the ways that NTEU puts your hard earned dollars to work with union dues.

5. Where? Article 15 of the Collective Bargaining Agreement memorializes the Agency’s commitment to implement Telework for the bargaining unit. Contract at Chapter web site: http://www.nteuchapter128.org navigate to agreements, thence to National Collective Bargaining Agreement

6. Definitions Traditional Worksite is a worksite that is located where the employee regularly performs his or her duties absent a telework agreement and as long as the employee is scheduled to report physically at least once a week on a regular and recurring basis to that traditional worksite. Alternate Worksite is a place where official duties are performed away from the traditional worksite. An alternate worksite can be a designated area in a home- based office or other approved location. Core Telework is an arrangement that occurs on a routine, regular, and recurring basis one or more days per work week. Situational/Episodic Telework is an arrangement that occurs on an occasional, non-routine basis, such as during emergencies (i.e., inclement weather, natural or a man-made disaster, etc.) or temporary medical situation/condition.

7. General Policies An employee’s participation in a telework arrangement is voluntary Telework is appropriate for those positions whose assigned duties, tasks, or other work activities can be performed at an alternate worksite No recent disciplinary traffic Training Home self-inspection

8. General Policies (continued) Up to 5 days a week Can have both telework and a compressed work schedule Denials must be in writing Under no circumstances try to justify telework as a substitute for child care!

9. Position Eligibility Most positions that do not require the wearing of a CBP uniform are presumed to be appropriate for Telework Common exclusions – Work cannot be done remotely – Office/telephone support – Hands-on contact with machinery, equipment, etc. – Requires physical presence at all times – Adverse impact on Agency mission or other employees

10. Compensation and Benefits No change in pay unless telework changes the official duty station [100% telework] Reduction in Public Transportation Incentive Program (PTIP)

11. Leave Same as non-teleworkers, except: In emergency situations, which require the traditional worksite to close, the employee will continue to perform at his or her alternate worksite unless the work cannot be performed due to the closing of the traditional worksite. When an emergency affects only the alternate worksite for a major portion of the workday, the employee must consult with the supervisor for instructions as whether to report to the traditional worksite or request annual leave or leave without pay.

12. Alternative Worksite Costs The Agency will provide the supplies and equipment that are necessary for participating employees to perform their assigned duties. Technical administrative services such as photocopying, facsimile transmissions, mailing, etc. will normally be conducted during time at the traditional work site.

13. Agency Directed Return to Work & Changes to Telework Arrangements. Normally one day notice if “the employee’s presence is required.” Reasonable amount of time for return “on a temporary basis.” Option for employee to request a change in telework day

14. Employee Initiated Return to Work If a participating employee believes there is a need to return to the traditional worksite, the employee will normally provide their approving official with two (2) weeks advance notice. The notice will indicate if the return to the traditional worksite is temporary or permanent and also include a brief description of the reason(s) prompting the return to the traditional worksite.

15. Selection Order 1.Disability 2.Temporary or chronic health problem 3.All others, by seniority

16. Local Level Variations By mutual agreement of the parties at the local level, post-implementation bargaining concerning the impact of changes in office space, selection orders, and any other Telework matter not in conflict with this Article or Agreement is permitted, Short form—email to NTEU Chapter 128 President [NTEU.local.128@Gmail.com]

17. Problems Encountered Disparate treatment. The rule is to treat teleworkers the same as in-office workers. Not been providing the equipment necessary for telework Blanket prohibitions across organization

18. Problems Encountered Managers have not been approving telework applications Telework is an employee entitlement or right as long as the provisions of the CBA are met The CBA “trumps” DHS, CBP, and local policies Denial through not acting on telework application

19. Looking Ahead Directives on reducing the footprint, mostly in the National Capital Region – Smaller cubicles for all – One rule for GS-1 through SES, with cubicles running 24 to 63 square feet – A kennel at Front Royal remains unaffected at 15 square feet

20. Technology MobiKey® – Physical computer – Virtual computer Tablet/Laptop – RSA fob – Wireless connection Mobile Platform Blackberries are probably not part of the long term program

21. Office of Administration Mobile Workforce Initiative – Entry level MW is two days a week – Employees surveyed and agreed to trade a permanent cubicle for a guarantee of two or more days of telework per week – If one plans to be the office, one reserves a workplace Test site in 90K – Employees could opt-out and retain a standard cubicle – Agreement captured in a MOU

22. Questions