Earlier this month, I sent a message outlining what we knew at the time about the FAA’s reentry plans and the status of telework. Agency messaging, however, continues to be confusing, and I want to provide up-to-the minute clarity regarding telework as reentry continues.
PASS continues to actively discuss the reentry process with management. Policy is still in development amending some definitions of telework and remote work. We continue to negotiate those policies to best provide clear, measurable standards and ensure fair and consistent application throughout the bargaining unit.
The updates described here are a direct result of the issues and questions raised by you and your PASS representatives.
Remember that Policy Bulletin 112, which authorized employees to participate in maximum telework, was rescinded effective April 25, and all employees need to be accounted for either in an FAA facility (or leased space), on a formal telework agreement, on approved leave or accounted for consistent with agency policy (training, travel, etc.).
Telework is an employee-driven decision, requested through and approved by management. Now that maximum telework has ceased, management cannot force you to telework. Under our current collective bargaining agreement (CBA), employees who do wish to telework should request those arrangements and the agency should respond to any such requests in accordance with Article 51 of the CBA. Article 51 and the current HRPM WLB-12.3 still allow for the available telework options: full time, routine, situational, conditional or none.
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If you are seeking continued telework during and through the reentry process, you must have a valid telework agreement approved by your manager to do so. If you have already submitted and received approval for a telework agreement, don’t do anything at this time.
Following are updates to some of the common telework requests outlined in the previous message. Please put a summary of your telework discussions in writing so you can document what is agreed upon.
- UPDATE: If your Official Duty Station (ODS) is your home as indicated on block 39 of your SF-50, and you had that arrangement prior to March of 2020 and you wish to continue that arrangement, you can. Current HRPM WLB-12.3, “Full-Time Telework” refers to an employee who designated their telework location as their duty station of record and performs assigned duties every workday away from the FAA worksite. Under this arrangement, the employee may report to the FAA worksite as needed.
- UPDATE: If your ODS is not your home but another FAA facility and you normally worked full time from home as a teleworker prior to March of 2020, you may submit a conditional telework agreement for approval. We expect these submissions will be approved.
- NEW: If you onboarded during the pandemic and the agency intent was for you to be a remote employee with your home as your ODS, submit a full time or conditional telework agreement for approval. We expect these submissions will be approved. This intent was communicated by the FAA in the vacancy announcement, tentative and firm offer letters.
- NEW: If you wish to make your home your ODS based on your experience teleworking during the pandemic, submit a conditional telework agreement for approval. At this point, our understanding is that those determinations and approvals for a permanent agreement will come later.
We continue to expect that if a management team is conducting all-hands meetings to discuss these topics with your work unit, PASS will be invited. If you wish to have a PASS representative participate in your individual conversation with your frontline manager you have that right. Let your rep know you would like them there and advise your frontline manager.
If you have additional concerns, we encourage you to report those online via our coronavirus concern form. If there is something we haven’t addressed here, please email us.
Be safe; stay well!
Ben (& the Region IV Team)
Email the team
www.passnational.org
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