Unscheduled Telework. Unscheduled telework is not scheduled in advance. Unscheduled telework is performed when the Agency announces changes to its operating status, including changes to dismissal and closure procedures pursuant to the, Agency, OPM and/or Federal Executive Board operating status announcements. Any telework- ready employee must perform unscheduled telework, pursuant to Section 17 of this Article.
Unscheduled Telework. A form of telework that allows employees to telework in response to specific announcements by OPM or other local government deciding/authorizing officials regarding emergency situations. Employees must be CBP Telework ready, notify and seek approval prior to using the unscheduled telework option.
Unscheduled Telework. Employer has the discretion to authorize “unscheduled telework” on inclement weather workdays. The Office of Personnel Management (OPM) defines unscheduled telework as working from home on non-scheduled telework days. Judges are not entitled to unscheduled telework days; the approval is solely at the discretion of management.
Unscheduled Telework. A form of situational telework that allows a telework-ready employee to perform work when DLA offices are either:
Unscheduled Telework. Telework that is authorized in response to specific duty status announcements issued by the Office of Personnel Management or other authorized Agency officials for use during periods of inclement weather, a pandemic or public health crisis, or other emergency situations, or with prior supervisory approval, telework used to maintain productivity during short-term disruptions to normal operating procedures.
Unscheduled Telework. An employee with an approved telework agreement is required to telework on a non-scheduled telework day at an ADS. Employee- initiated telework is not permitted.
Unscheduled Telework. A term applied in the context of OPM’s Washington, DC, Area Dismissal and Closure Procedures, in reference to telework that occurs on day(s) that a telework approved employee was not scheduled in advance to telework. This is considered a type of situational telework and applies to all FEMA locations.
Unscheduled Telework. Ad-hoc or situational telework arrangements that can be used on a temporary basis for allowing telework-ready employees to work from alternative work sites during periods of inclement weather, emergency situations or for encouraging productivity during other short-term agency or employee needs.
Unscheduled Telework. A variety of emergency situations can affect the status of the organization requiring the announcement of work closures, early dismissals, late arrivals, unscheduled leave and unscheduled telework. If the employee is scheduled to telework on the affected day, they will be expected to begin teleworking at their regular time or continue to work in case of early dismissal, unless circumstances at their alternate worksite/telework site prohibit them from performing regular telework. If a teleworker is not scheduled to telework on an affected day, and unscheduled telework is announced, the employee must utilize the following procedures to receive approval to perform unscheduled telework:
Unscheduled Telework. The Agency will make every effort to permit Employees to telework to the maximum extent possible on unscheduled telework when such conditions warrant. The Parties agree that an Employee must be approved to telework to use unscheduled telework. An Employee shall, to the extent practicable, notify their supervisors that they are taking the unscheduled telework option. If an Employee’s request is denied then the supervisor must provide the specific reasons in writing and in a timely fashion to the Employee. In emergency situations, if an Employee has made a good faith effort to reach his or her supervisor for telework approval, but is unable to obtain advance approval, then the Employee should proceed according to his or her best judgment. The Employee will then follow normal procedures for telework scheduling and leave requests as soon as conditions permit.
