Return to Article: OPM report shows telework numbers far below goal
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8399
I agree with most of the comments that have been posted on this site. I have brought up telework several times to my supervisor who absolutely refuses to discuss it. Too bad I didn't know more about the subject when I worked for her predecessor because her predecessor was very much "for" the telework idea. I don't know if it's just the Medical Recruiting Battalion or if it's the Army as a whole, but my position could very easily telework. I even have all of the equipment at home--the Army wouldn't have to pay for a thing! Wake up people! It's time you get with the 21st Century and realize a good thing when it's staring you in the face!
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5144
After 9/11, our office was forced to telecommute. We were so productive that we outperformed our previous years' recoveries and had less absenteeism. Employee morale was high.
Once we were moved back into our permanent space, the telecommuting option was overlooked by senior management even though we proved sucessful. I guess, it all comes down to control. When you can have it, you take it.
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4980
Telecommuting should be enforced as a civil rights issue. Studies show that over 80 percent of disabled persons are unemployed. The EEOC has ruled that full-time work at home is considered a reasonable accommodation for people with disabilities, and greater use of telecommuting policies is an obvious solution.
Federal organizations responsible for combating workplace discrimination need to be much more aggressive enforcing nondiscriminatory policies for those who do telecommute. Despite best intentions, exclusion from training, meetings, promotional opportunities, and general communication run rampant. Poor managers who view telecommuting as a disadvantage pose their personal preferences as job requirements, promoting continuing discrimination and effecting a terrible toll on those who thrive on professional accomplishment and personal achievement. Ignorance and prejudice of uninformed coworkers who see telecommuting as a perk they are not receiving only compound the problem.
Telecommuting, properly used, can be a wonderful resource to promote an inclusive working environment for diverse groups, making it a win-win situation for all involved.
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4888
Someone needs to send these comments to GSA and/or EPA. Aren't they the ones who want to save on rent and pollution? As long as management is allowed to stop or control who is telecommuting, less people will work at home and there will be NO saving on rent and space or pollution. It appears there are plenty of people nationwide that would work at home on a more continual basis, if GSA and/or EPA would push the issue.
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4866
The flexiplace plan is great. However, management here in Dallas do not promote participating in it. Some managers here flexiplace themselves very often, but do not "allow" their agents to do so. They need to force the occupational not situational flexiplace if they want more participation and to save rent. Now there are people who have office and work 80+ hours as situational participants. My evaluations have suffered because I participate, and that is the only reason. There are two of us in my group on occupational flexiplace, and we have both been harrassed because of it. I close many more cases now without all the in-office distractions. I save sleep, over two hours in commuting, dry cleaning, gasoline, pollution, etc. Keep after management to accept this for everyone eligible.
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4818
Here at FSA in Kentucky telework is not allowed for anyone, even though a person's position would allow it. The reasons are not even discussed, as a matter of fact, the whole business of telework is not discussed at all. If an employee requests it, they are given a "NO" answer (usually by letter in a personal envelope - no verbal conversation at all). I wasn't even wanting to do it from home, I wanted to work a couple of days out of a local county office (which is already equiped).
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4809
Change is difficult to accept sometimes?!?!?!? GET OUTTA TOWN!!! I have had 3 different division directors along with their administrative staff, and literally have lost count of the number of branch chiefs/team leader changes since 1990!!! It appears managers are VERY acceptable to change, and so am I!! C'mon! The REAL issue is if I worked at home, their would be no need for an over-paid, under-worked babysitter sitting in a huge office with living room furniture!!
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4803
Our Executive in the Personnel Policy Office will not grant working at home. A statement was made that all employees need to be at work. And only under very unusual circumstances can anyone work at home. No flexible hours either. However, when it was convienient to management, a couple of employees have work at home for almost a year and several months (managements selected few). I think Congress needs to review these comments and have a inquiry to positions, grades and locations that allow working at home. I even have a telework office in my town.
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4799
I was on a one-day a week flexiplace program. Then I found out last year that I had to remain off my feet due to a problem with my pregnancy. Consequently, I was approved to work at home 5 days a week and was extremely thankful since I knew I would not have enough leave to carry me the remaining 4 months of my pregnancy plus maternity leave. However, one month prior to the end of my pregnancy I was pressured into coming back to work. So, I did and further complicated my pregnancy. I performed all tasks assigned to me during this time period. My performance was not an issue. Once I returned to work from maternity leave, I assumed I would go back on my one-day a week at home. I was told that I could no longer work at home since my productivity could not be seen. That was bogus since I was producting the work requested of me and turning it in. Management wants to continue to keep a tight rein on all employees!
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4797
DUH! How much taxpayer money was wasted on this report? Telecommuting means a loss of management control over the daily movements of subordinates. If we still allow managers to micromanage everything instead of delegating minor stuff (and we do), how is telecommunting ever going to work?
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4793
I Love Flexiplace and appreciate the option. I am only a handful in Dallas/Ft. Worth who work occupational flexiplace. We have many managers who allow their employees to select situational (80 hours) and just ignore the hour limitation. Therefore, why would an employees choose between the office and home when they can ride the fence. My choosing to work at home has come at a cost. I have been harrassed by management, had my scores lowered, had snide comments made and had credit hours denied. I can work credit hours when I'm in the field or in an IRS office, but if I'm at home I must beg for approval. I save on sleep every day, save 2 hours commute, dry cleaning and gasoline. I have even been denied a transit pass, which would save on pollution when I do come in, because I am flexiplace. Alot of Management from the beginning talked their employees into choosing situational so the manager could keep their work stations.
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4788
During the reorganization, I transferred to the Department of Homeland Security's (DHS) Office of Inspector General. For several years prior to this transfer, I actively and successfully participated in a telework program, and I have the awards and promotions to prove it. However, my telecommuting has been met with resistance from the management at DHS. While the agency agreed on a tenative basis to allow me to continue telecommuting until a policy could be implemented, I have been told it is highly unlikely that I will be allowed to continue after the end of this FY. DHS may consider allowing personnel with illnesses to telecommute on a case by case basis, but micromanagement for everyone else seems to be the word of the day. The reasoning is primarily managers who fear they cannot control their teams. I requested a formal appeal only to find that the OIG has no formal appeals process. My senior managers have agreed to allow me to present a case for continuing telecommuting, but they do not offer a lot of hope that the overall opinion will change. The worst part to me is that transferring to the agency has added 1 hour a day to my commute. I commute approximately 2 hours each way. What quality of life does a person have that works like this? Telecommuters have no real advocate in these types of situations.
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4787
Interesting story. One problem i see is with my own agency. The agency will allot only a limited number of slots for each regional office for this type of work to occur on a regualr basis, and unless those in charge of the agency are forced to change, the trend will continue. If no one hold them accountable, they implement these type of programs as they see fit. If there are too many of us who want to get on "regular work at home", well then, someone gets knocked off.
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4783
Unless and until it's a formal mandate, it's not going to happen in many agencies. There are a number of employees in my office alone who could easily telecommute 1 or even 2 days a week but management just takes a NO TELECOMMUTING approach. They won't even try it. Most of us have computers, high-speed remote access, phone, printer, everything we have in the office. We just can't get through the management blockade.
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4776
I have the answer as to why Telework/Telecommuting isn't working. If Rep. Frank Wolf wants to know the answer have him send me an e-mail. If not he can go on guessing, but the facts come from the employees, not upper management.
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4772
Our manager said Yes, there is a policy. But don't even think about applying to telecommute. You can submit, but your request will be dis-approved, resubmit in 90 days for further disapproval.
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4769
This was supposed to be a policy of the Energy Department but there was little chance of getting telework even when it was medical. The numbers they report are phony also. It's mostly because if the Office Director can't see you they feel that they cannot control you.
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