Section 1
A. The Parties recognize that telework arrangements may (a) protect environmental quality and conserve energy by reducing traffic congestion and vehicle emissions; (b) improve employees' work lives by allowing a better balance of work and family responsibilities and reduce work-related stress; (c) improve the Employer’s ability to recruit and retain a high-quality workforce in a competitive job market; and (d) provide for continuity of operations during emergencies. Eligible employees may participate in the telework program to the maximum extent possible without diminished employee performance (Public Law 106-346, §359 of October 23, 2000).
B. While telework is not an entitlement, the Employer will consider an employee’s request to participate in the Program consistent with law, regulations, and the provisions of this article. Moreover, while telework should provide greater options to employees seeking to balance their work and family demands, telework may not be used for dependent or family care, nor may it be used to conduct other personal business while the employee is in official duty status at an approved alternative work site.
Section 2
For purposes of this Article, the terms “telework” and “telecommuting” are synonymous and include arrangements that will allow employees to work at their home or at another approved alternative work site.
Section 3
A. All employees may request a telework arrangement.
B. The Employer will consider an employee’s request for a telework arrangement in the following circumstances:
1. when there is a recurring opportunity to perform work at the employee’s home or another approved alternative work site for a maximum of two (2) days a week (a “recurring telework arrangement”); and
2. on an occasional basis, to work on a specific assignment on a short-term basis (an “ad hoc telework arrangement”). Typically, the assignment will require uninterrupted concentration and will result in measurable work outputs (e.g., reviewing court opinions, writing opinions, or drafting reports). An ad hoc telework arrangement normally will last for one, two, or three days, but may be for up to five days under exceptional circumstances.
C. Participation in the telework program is voluntary.
D. If the Employer approves an employee’s request for a recurring telework arrangement, the employee’s telework schedule will remain fixed, unless and until changed in accordance with this Article.
Section 4
A. The Employer’s decision to grant or deny an employee’s request for a recurring or ad hoc telework arrangement will be based on the nature and content of the employee’s job, whether the arrangement interferes with the Employer’s ability to meet mission, staffing and workload requirements, and whether the employee’s request is otherwise consistent with this Article.
B. An employee is eligible to request a recurring telework arrangement if:
1. the employee’s work does not require frequent face-to-face interaction with supervisors, co-workers, or others. If the employee’s work does require frequent face-to-face interaction, the Employer will consider whether the use of telephone and/or e-mail communications, or adjustments to employees’ schedules, is an appropriate substitute;
2. the employee does not require specialized equipment or reference materials that are only available at the Official Duty Station, or access to specialized equipment or reference materials can be grouped and scheduled when the employee is at the Official Duty Station (ODS);
3. the employee can function independently, without frequent or close oversight or supervisory consultation; and
4. the employee’s work does not require frequent access to confidential or sensitive data or information which is not attainable from home, such as: personnel and/or payroll records, or information protected from unauthorized disclosure by the Privacy Act of 1974 and its implementing regulations. The Employer will consider, however, whether the security of data or information, including sensitive and Privacy Act material, can be adequately assured.
C. The Employer may limit or exclude an otherwise eligible employee’s participation in a telework arrangement if he or she:
1. is on a performance improvement plan (PIP) or has significant performance weaknesses previously communicated to the employee;
2. has documented time or attendance issues previously communicated to the employee in the prior six (6) months;
3. has received any disciplinary or adverse action in the preceding twelve (12) months;
4. is undergoing training in a new job, or is serving a probationary period;
5. has work that requires him or her to be at his or her Official Duty Station in order to accomplish his or her duties (e.g., answering office telephones, receiving visitors, sorting or delivering mail, making copies of or binding documents, or providing on-site computer support); or
6. is requesting a recurring telework arrangement and he or she proposes an alternative work site so far away from the official duty station that reporting to the official duty station would be impractical.
D. An employee and his supervisor may meet to discuss any issues relating to the employee’s performance while on telework. This discussion may include identifying any problems or obstacles, which may be interfering with the employee’s ability to perform required work.
E. Consistent with its staffing, workload and mission requirements, a Division/Office/Regional Office may adopt and rely on numerical staffing requirements (such as minimum percentages of staff scheduled to be at work at the official duty station each workday). The Employer may deny a request for a particular telework schedule based on the business need to maintain minimum coverage requirements.
F. An employee requesting to work a recurring or ad hoc telework arrangement will submit a signed “Telework Request and Agreement Form” to his or her supervisor. The agreement specifies the terms and conditions of participation in the telework program. The Employer will respond to a complete request for a recurring telework arrangement within fourteen (14) calendar days. In the event of a denial, the Employer will provide the employee with reason(s) for the denial in writing.
G. If multiple employees in the same branch request similar telework arrangements and not all can be accommodated by the Employer, such requests will be evaluated by the Employer based on grade and Agency seniority.
Section 5
A. If an employee seeks to discontinue his or her telework arrangement, he or she may notify his or her supervisor at any time.
B. An employee may submit a written request to change his or her established recurring telework arrangement once each calendar quarter. The Employer will respond to the request within fourteen (14) calendar days.
C. In exceptional circumstances, an employee may submit a written request to change his or her recurring telework schedule more than once each quarter. The Employer will consider such requests if consistent with mission, staffing and/or workload requirements.
Section 6
A. The Employer reserves the right to direct an employee scheduled for telework to report to his or her Official Duty Station in circumstances deemed necessary by the Employer to meet mission, staffing and/or workload requirements such as: meetings, receiving work assignments, training, travel, unscheduled absences of other employees, emergency situations, or other situations deemed necessary by the Employer to meet mission, staffing and/or workload requirements. The Employer will give the employee as much notice as possible of the need to report to the Official Duty Station.
B. When the Employer directs the employee to report to his or her Official Duty Station (or to a temporary duty location, if applicable) on the employee’s scheduled telecommuting day in a given week, the Employer will grant or deny an employee’s request to work a different telecommuting day during that same week based on mission, staffing and/or workload requirements.
C. An employee may request to change his or her scheduled telecommuting day to another day in the work week because of mission, staffing and/or workload requirements. In the event of denial, upon the employee’s written request, the Employer will provide the employee with reasons for the denial in writing.
D. There will be no “carryovers” of “missed” telework days from week-to-week.
Section 7
If an employee on a recurring telework arrangement is promoted, reassigned or detailed, he or she must request approval from his or her new supervisor to continue on that telework arrangement, or, must submit a request to the new supervisor for a new recurring telework arrangement.
Section 8
A. The Official Duty Station of an employee participating in a telework arrangement (teleworking employee) under this Article is his or her assigned Federal office site.
B. A teleworking employee will be available to supervisors, co workers, and the public by telephone, voicemail, e mail, or other communications media during his or her scheduled daily tour of duty. An employee must provide his or her supervisor with a telephone number where he or she can be reached. The employee must check his or her voicemail frequently, both at the Official Duty Station and at the alternative work site. Where available, employees are expected to forward their office telephone to his or her alternate work site. The following are additional Call Forwarding provisions:
1. The Employer will take reasonable steps to ensure that the private residential or cellular telephone numbers of telework participants who have their calls forwarded will not be available to the public.
2. Employees are expected to forward their office telephone to their alternative work site before their scheduled telework duty hours and turn off Call Forwarding at the end of their telework day.
3. The Employer will not preclude an employee from participating in telework arrangements because Call Forwarding is not available in his or her area.
4. Employees will be permitted to forward their calls to either a private residential telephone number or a cellular telephone number.
5. When office calls have been forwarded, the employee will answer the telephone at his or her Alternate Work Site in the same professional manner as he or she would at his or her Official Duty Station. However, employees will only be required to field these business phone calls while on duty. In the event that the employee misses a telephone call, he or she will return the call in a timely fashion.
6. If only a single telephone line is available for both voice and data at the employee’s alternative work site, or if the primary telephone at the employee’s alternative work site is a cellular telephone, the teleworker is authorized to have the office line forwarded to a cellular telephone in an effort to ensure telephone communication is available while the teleworker is working online. Under these circumstances, the Employer will reimburse the teleworker for official telephone calls made to and from the cellular telephone.
C. The Employer will consider an employee’s request to use a telecommuting center, subject to budgetary considerations, as well as consistency with Sections 3 and 4, above.
Section 9
A. The Employer will consider an employee’s request to use his or her own computer equipment to perform his or her official duties at the alternative work site. However, an employee using his or her own computer equipment may not have access to all services of the Employer’s network using non-government-provided equipment. The employee is responsible for maintenance and repair of personally owned equipment.
B. If the Employer determines that an employee requires a computer to perform his or her official duties, subject to budgetary considerations, the Employer will strive to provide a laptop computer to the employee when working at the approved alternative work site. An employee must ensure that government-provided property is used only for approved purposes. The Employer will service the government equipment provided to an employee at the Official Duty Station.
C. An employee must comply with all relevant information technology security measures, including password protection and data encryption, so that Privacy Act and other security standards are not compromised.
D. An employee will ensure that his or her alternative work site is safe and has adequate workspace, lighting, ventilation, temperature controls, telephone service, power, smoke alarms, and security. The Employer may require the employee to complete the SEC Self-Certification Safety Checklist.
E. The Employer reserves the right to inspect the alternative work site during an employee’s regularly scheduled tour of duty or at another agreed upon time to ensure proper maintenance of government-owned property and conformance with safety standards. The Employer will give reasonable advance notice to the employee of an inspection, generally not less than two (2) workdays.
F. An employee must protect all government records and data against unauthorized disclosure, access, mutilation, obliteration, and destruction.
G. The Employer will provide a teleworking employee participating in recurring telework arrangements with a phone card for making business-related long-distance telephone calls.
H. The Employer will provide a teleworking employee on a recurring schedule with necessary and routine office supplies. Necessary and routine office supplies include pens, paper, paper clips, file folders, etc., but do not include such items such as fax machines, hole punchers, printer cartridges, etc.
I. A teleworking employee may schedule his or her work hours and earn/use credit hours consistent with the provisions of the Article 7 (Work Schedules) of this Agreement.
Section 10
A. The Employer may suspend or terminate an employee’s telework arrangement if the Employer finds that:
1. the employee’s continued participation in the telework arrangement is inconsistent with Sections 3 or 4, above;
2. the employee’s performance has declined (for example, where the employee fails to meet established deadlines or fails to progress satisfactorily on assignments, but not insignificant fluctuations or declines in performance);
3. the employee fails to adhere to the provisions of his or her Telework Agreement or otherwise fails to meet his or her obligations under the program;
4. the employee fails to truthfully report time worked; or
5. the Employer receives and communicates to the employee verifiable information from co-workers, the public, or others, indicating dissatisfaction with the employee’s availability while performing telework assignments.
B. The Employer will give an employee reasonable advance notice of a suspension or termination of the employee’s telework arrangement. The employee will have an opportunity to meet with the Employer to discuss the reason(s) for suspending or terminating the employee’s telework arrangement. Where appropriate, the Employer will provide that opportunity prior to the Employer’s action.
C. The suspension or termination of an employee’s telework arrangement pursuant to this section is not a disciplinary action.
D. An employee who has had his or her telework arrangement terminated may reapply for such an arrangement six (6) months from the date of termination, consistent with the requirements of this Article.
Section 11
A. A teleworking employee will follow established procedures for requesting and obtaining approval of leave.
B. A telework employee will not be excused from work because employees at the Official Duty Station are dismissed or not required to work due to an emergency, unless the emergency prevents the telework employee from performing his or her work at the employee’s alternative work site.
If an emergency occurs at the telework employee’s alternative work site that impacts on his or her ability to perform official duties, the employee will immediately notify the Employer. In such an emergency, the Employer may direct the employee to report to the Official Duty Station, or approve annual leave, administrative leave, or leave-without-pay.
C. The Employer will not be responsible for operating costs, home maintenance, insurance, or any other costs (e.g., utilities, internet service) associated with the use of an alternative work site.
The Employer will reimburse a teleworking employee for appropriate and authorized expenses incurred while conducting official duties at the approved alternative work site, as provided for by law and regulations.
D. A teleworking employee is covered by the applicable provisions of the Federal Employee’s Compensation Act if injured while performing official duties at his or her approved alternative work site. An employee will notify his or her supervisor immediately of any such accident or injury and will complete any required forms. The Employer will investigate such an incident promptly.
E. The Employer will not be liable for damages to a telework employee’s personal or real property while the employee is working at an alternative work site, except to the extent the Employer is held liable under the Federal Tort Claims Act or the Military Personnel and Civilian Employees Claims Act.
F. The Employer will provide underutilized computers or other equipment for use by teleworkers.
Section 12
Within sixty (60) days of the end of each Fiscal Year, the Employer will report to the NTEU the number of bargaining unit employees participating in the telework program broken down by Name, Division/Office/Regional Office; type of telework (e.g., recurring or ad hoc), days per pay-period, effective dates. In order to accurately collect this data, employees may be required to report the number of hours teleworked each pay-period.
Section 13 -- Expanded Telework Trial Program
A. For the purposes of the expanded telework trial program, this enhancement addresses employees who support the Employer’s objectives through collaborative work using electronic media, primarily from a remote location. The enhancement provides two additional telework options:
1. “3-day and 4-day telework” where the participants work either 3 or 4 days per week in a home office or other remote location and work the remaining day(s) in a traditional office at their Official Duty Station; and
2. “5-day telework” where participants operate almost exclusively from a home office or other remote location. 5-day telework participants normally will not have assigned office space in a traditional office at their Official Duty Station.
B. This program will commence within 90 days of the effective date of this agreement and cover a 24-month trial period from the date of this agreement. Following that period, the enhanced telework program will be reviewed by the employer based on the performance measures in G. below to determine if it meets mission, staffing and/or workload requirements and promotes the goals of the employer. This program will remain in effect until that determination is made. If this trial program does not become a permanent telework program, the reasons will be provided to NTEU.
C. The enhanced trial program may be terminated or modified if the Employer determines it is adversely affecting the Employer’s ability to meet mission, staffing and/or workload requirements or the goals of the employer. If the Employer terminates or modifies this trial program, notice will be provided in accordance with Article 6 (Mid-Term Bargaining).
D. 3-Day and 4-Day Telework
1. Participation is strictly voluntary.
2. Employees working a 5-4/9 schedule are not eligible to participate under this program in the 4-day telework option. Employees working a 4-10 schedule are not eligible to participate under this program in either the 3-day or the 4-day telework option.
3. All employees meeting the following criteria are eligible to apply:
a. The employee is not undergoing training in a new job or serving a probationary period;
b. The employee has completed at least one year of recurring telework;
c. The employee’s performance was acceptable while participating in recurring telework;
d. The employee is not on a performance improvement plan (PIP);
e. The employee’s work does not require frequent face-to-face interaction with supervisors, co-workers, or others. If the employee’s work does require frequent face-to-face interaction, the Employer will consider whether the use of telephone, email, or the equipment provided is an appropriate substitute;
f. The employee does not require specialized equipment or reference materials unavailable except at the official duty station, unless access to specialized equipment or reference materials can be grouped and scheduled when the 3-day or 4-day employee is at the traditional office;
g. The employee demonstrated the ability to function independently during his or her previous participation in recurring telework, without frequent or close oversight or supervisory consultation;
h. The employee’s work does not require frequent access to confidential or sensitive data or information which is not attainable from home, such as: personnel and/or payroll records, or information protected from unauthorized disclosure by the Privacy Act of 1974 and its implementing regulations. The Employer will consider, however, whether the security of data or information, including sensitive and Privacy Act material, can be adequately assured; and
i. The employee either has access to broadband Internet connectivity or is willing to obtain and maintain broadband Internet connectivity access.
4. Even if an employee meets all of the criteria in 3 above, the Employer’s decision to grant or deny a 3-day or 4-day arrangement will be based on the nature and content of the employee’s job, whether the arrangement interferes with the Employer’s ability to meet its mission, staffing, workload requirements and/or minimum coverage requirements.
5. Volunteers will be considered according to the following 3-step process:
a. Step 1: Employee Notification.
An email explaining 3-day and 4-day telework and requesting volunteers will be sent to all employees and shall be signed by representatives from the NTEU and the Employer. The email will contain general information regarding the program and a cut-off date for applying.
b. Step 2: Participant Selection Criteria.
Final selection criteria for participation will be based upon a combination of the following:
i. Performance – Employees must be performing at an acceptable level.
ii. Technology – Employees must have a fundamental understanding of computer and communications technology that would be required to perform their duties remotely. If multiple employees in the same branch demonstrate the same level of performance and technological understanding, the Employer will give preference in order of grade and SEC seniority.
c. Step 3: Review and Approval. The Director of the division or office, or the Director’s designee, will review the applications and provide final approval. The Employer will respond to a complete request for a telework arrangement under this program within twenty-one (21) calendar days. In the event of a denial, the Employer will provide the employee with reason(s) for the denial in writing.
6. The Employer may limit an employee’s participation, exclude an employee from participating, or terminate an employee’s participation for the following reasons:
a. The employee is on a performance improvement plan (PIP) or has significant performance weaknesses previously communicated to the employee;
b. The employee’s performance has declined (for example, where the employee fails to meet established deadlines or fails to progress satisfactorily on assignments, but not insignificant fluctuations or declines in performance) after going to the 3-day or 4-day telework option;
c. The employee has documented time or attendance issues communicated to the employee;
d. The employee has received any disciplinary or adverse action in the preceding twelve (12) months;
e. The employee is undergoing training in a new job, or is serving a probationary period;
f. The employee has work that requires him or her to be at his or her Official Duty Station in order to accomplish his or her duties (e.g., answering office telephones, receiving visitors, sorting or delivering mail, making copies of or binding documents, or providing on-site computer support);
g. The employee is requesting a recurring telework arrangement and he or she proposes an alternative work site so far away from the official duty station that reporting to the official duty station would be impractical;
h. For reasons addressed under D.3. above;
i. The employee fails to maintain broadband access and call forwarding procedures;
j. The employee fails to adhere to the provisions of his or her Telework Agreement or otherwise fails to meet his or her obligations under the program;
k. The employee fails to truthfully report time worked; or
l. The Employer receives and communicates to the employee verifiable information from co-workers, the public, or others, indicating dissatisfaction with the employee’s availability while performing telework assignments.
7. Those employees currently teleworking 4 days per week under the Virtual Workforce Pilot Program will automatically be participants in this enhanced trial program and may continue using the Employer-provided equipment, but they now are subject to the requirements listed under this program.
8. Participants may be required to share office space on the days they are in the traditional office regardless of their seniority or office arrangement at the time they apply. If they end their participation in 3-day or 4-day telework, they are not guaranteed their own office. They must follow the agreed upon (most current agreement between NTEU and the Employer) office selection process when office space becomes available.
9. The employee’s official duty station will be the site of the traditional office for the 3-day and 4-day telework.
E. 5-Day Telework
1. 5-day telework will be utilized at the discretion of the Employer when it supports the efficiency of service.
2. Participation decisions rest solely with the Employer, but will be made in a manner that is consistent with Article 3, Section 4 of this Agreement.
3. A list will be maintained by each Division/Office of employees who are interested in 5-day telework. Any interested employee may add his or her name to the list, however, being on the list does not guarantee current or future participation. The date an employee adds his or her name to the list will not be used in any way in selection decisions. The list’s sole purpose is to alert the Employer to an employee’s desire to participate. A person does not have to be on the list to participate.
4. When an employee’s participation in 5-day telework is terminated, the Employer will use the eligibility requirements listed herein and in Article 11 of the Collective Bargaining Agreement to determine whether the employee would be eligible for one of the other telework options.
5. If the employee’s participation in 5-day telework ends, he or she is not guaranteed their own office. They must follow the agreed upon (most current agreement between NTEU and the Employer) office selection process when office space becomes available.
6. If an employee’s participation is terminated, he or she will be given written notice stating the reason(s) for termination. A copy of the notice will be provided to the President of NTEU Chapter 293.
7. The 5-day telework employee’s official duty station will be his or her home office or remote location.
8. Unless the participant and the Employer agree to the contrary on a case-by-case basis, the Employer will reimburse 5-day telework participants as follows:
a. 100% of broadband installation/upgrade costs for participants who do not have upgraded broadband access as of their start date in the program;
b. 100% of broadband disconnect/downgrade costs when participants are no longer participating in 5-day telework;
c. The Employer will reimburse participants 100% of reasonable costs for supplies;
d. In the event of Employer equipment malfunction, participants will coordinate with a designated OIT representative for replacement or repair. In these cases, costs for replacement or repair will not be the burden of participants unless malfunction is determined to be the result of equipment abuse. Should the Employer incur a cost for repair or replacement of Employer provided equipment as a result of a participant’s violation of Employer policy regarding the use of Employer equipment or participant negligence, the participant shall be indebted to and shall reimburse the Employer for such costs. Any such determination of debt may be appealed in accordance with the procedures found in 17 C.F.R. Part 204, Subpart B or through the grievance procedures of the Collective Bargaining Agreement. The choice of one procedure shall constitute the irrevocable waiver of the right to appeal using the other procedure. The collection of any such indebtedness by the Employer under this provision will be stayed if grieved under the Collective Bargaining Agreement until the grievance has been finally resolved.
e. The Employer will not be responsible for any costs associated with the employee’s participation incurred by the employee after the employee’s participation ends.
9. Unless the participant and the Employer agree to the contrary on a case-by-case basis, the Employer will provide equipment and training as follows for 5-day telework participants:
a. The Employer will provide each participant with, at a minimum, VPN-equipped laptop with required software, SecurID token, flat panel monitor, keyboard and mouse, docking station, router and hub. Note: the final configuration may change based on OIT testing and recommendation;
b. As determined by the Employer, each participant will be provided the necessary software programs to perform his or her duties;
c. The Employer will provide voice communication (Voice over Internet Protocol) capability for each participant; and
d. The Employer will provide initial set-up of all equipment and training for participants to understand collaborative capabilities and be able to report technical issues to technical support personnel.
10. The employee has access to broadband Internet connectivity and is willing to maintain broadband access.
11. Those employees currently teleworking 5 days per week under the Virtual Workforce Pilot Program will automatically be participants in this enhanced trial program under their current telework arrangement and may continue using the Employer-provided equipment, but they are now subject to the requirements listed under this program.
F. Participant expectations:
1. Adhere to the requirements of all Employer policies, guidelines and agreements;
2. Adhere to all other Employer standards relating to computer usage and document safe-guarding identical to employees at the traditional office;
3. The Employer will not be responsible for providing or troubleshooting broadband or Internet service issues beyond the scope of OIT-provided equipment; and
4. Return to the Employer all OIT-provided equipment if participation is terminated.
5. The Employer reserves the right to direct an employee scheduled for telework to report to his or her Official Duty Station in circumstances deemed necessary by the Employer to meet mission, staffing and/or workload requirements such as: meetings, receiving work assignments, training, travel, unscheduled absences of other employees, emergency situations, or other situations deemed necessary by the Employer to meet mission, staffing and/or workload requirements. The Employer will give the employee as much notice as possible of the need to report to the Official Duty Station.
6. For 3-day or 4-day telework participants, when the Employer directs the employee to report to his or her Official Duty Station (or to a temporary duty location, if applicable) on the employee’s scheduled telecommuting day in a given week, the Employer will grant or deny an employee’s request to work a different telecommuting day during that same week based on mission, staffing and/or workload requirements.
G. Performance Measures
1. It is important to measure progress throughout an employee’s participation in each of the expanded telework trial program options. It is also important to assess the overall success of the program. Therefore, work product measures of groups of participants in this program may be examined against comparable measures of similar groups of non-participants in the same office and from other telework options (e.g. 1-day and 2-day telework participants will be measured against 3-day and 4-day telework participants). However, such productivity measures are not intended as additional standards for rating employees under the Employer’s performance management system. A copy of all evaluation forms, studies, and surveys will be given to NTEU and the union will have an opportunity to comment.
2. Such metrics should be based upon verifiable and objective standards and will incorporate the following dimensions of performance:
a. Work product quantity and timeliness. The simplest measure, consisting of the amount of like work a participant completes and time expended from assignment to completion.
b. Work product quality. Measured in terms of accuracy and completeness of the end product. This measure is provided within the existing Employer performance management system.
c. Participant satisfaction. Measured in terms of how well the participant adjusts to the office environment.
d. Additional office workload. Measured in terms of type and amounts of additional workload created or placed on Division/Office staff as a result of a co-workers’ participation in the expanded telework trial program.
3. The Employer and NTEU agree to discuss matters related to Expanded Telework Trial Program during meetings of the Labor-Management Relations Committee to improve it and ensure its success.
H. Commitment to Telework
With this expanded telework trial program, the Employer and NTEU jointly make a commitment to develop a successful telework program that includes an expansion of options and participation. The goal of this program is to expand the number of recurring telework participants and/or expand the number of days for the current recurring teleworker population. Over the 24-month period following the effective date of this agreement, it is our goal to increase the number of people entering into a new recurring telework agreement combined with the number of people increasing the number of days in which they telework. To illustrate what is considered to be expansion, if an employee moves from an ad hoc to a 1-day telework agreement, he or she counts as one person towards the goal. If an employee moves from a 1-day agreement to a 2-day agreement, he or she counts as one person towards the goal. If an employee moves from a 2-day agreement to a 4-day agreement, he or she counts as one person towards the goal.
Both the Employer and NTEU realize that internal and external factors may prohibit us from reaching our goal. What this program does enforce is a commitment by participants, NTEU, and the Employer to develop a successful telework program.
I. Dispute Resolution.
Disputes arising out of the application and/or interpretation of this Section may be addressed using the rules and procedures enumerated under Articles 32 and 33 of the Collective Bargaining Agreement.