Congressional Research Employees Association

 
CREA and CRS management met last week to discuss telework implementation issues that employees have brought to CREA’s attention since the announcement of the CRS Telework Progam. The Questions and Answers below reflect the consensus reached by CREA and CRS management on those issues.

Q. Why do employees who are already approved to work from home [based on the health and/or ad hoc off-site work provisions of the Collective Bargaining Agreement], have a CRS issued laptop, and have been approved to telework, need to participate in the allocation of laptops pool before beginning to telework?

A. The laptops currently in circulation are unlikely to have the latest configuration that the Information Management and Technology Office (IMT) has determined is necessary for effective and secure off-site work. Therefore, according to IMT, all previously distributed laptops must be examined and their configuration updated as needed before they can be used for telework on a regular basis. Therefore, those employees already with laptops who have been approved to telework still must wait their turn with IMT. However, whatever off-site work arrangement an employee is currently working under may continue.

Q. Must an employee be able to get to the office in two hours or less in order to be accepted into the telework program?

A. No. The Agreement states that: “Normally, an employee will be given a minimum of two hours notification [if required by management to return to the office in order to accomplish the work].” Employees who live more than two hours away should be given more notification; e.g., three hours if it will take them more than two hours to return to the building.

Q. Are probationary employees excluded from the telework program?

A. No. Per the terms of the Agreement “all” employees are eligible. Reasonableness must be applied. It may not be appropriate for an employee to telework immediately upon joining CRS. Training requirements and time needed to demonstrate the ability to work independently may keep a probationary period employee from the program initially. Once those matters have been dealt with, any employee may be permitted to telework.

Q. May an employee have a different fixed telework day each week of the pay period?

A. No, the same day must be taken each week.

Q. If an employee needs to submit documentation for repayment of long distance telephone calls, what documentation is required?

A. The employee must submit a copy of the telephone bill showing the calls for which the employee seeks reimbursement. All other information may be redacted for privacy concerns.

As implementation moves forward, employees are encouraged to bring to CREA’s attention any issues or questions that may arise. You may contact CREA directly by email or phone, or through your division/office representatives.