Local NTEU email update on RTO and other related matters (Andover IRS)

Good Afternoon NTEU Chapter 68 Members,

Things are rapidly changing and management does not have many answers at this time. The NTEU Chapter 68 office staff has been working at responding to member questions and concerns over the last week and asks for patience as there is an overabundance of emails throughout this week. Although I am in official travel status and have had limited access to my emails, I wanted to provide an update on various issues and questions I have raised locally in Andover and that National NTEU has raised. This is an extremely stressful time for all federal employees and is a very fluid situation.

Ad-Hoc Telework - Some operations are offering Ad-Hoc telework agreements. You are in no way required to sign an Ad-Hoc agreement and it is strictly voluntary. Right now, NTEU National is reviewing the Ad-Hoc agreement as the agency has completely changed the telework agreement form and language on the form. Should you choose to sign an Ad-Hoc agreement it would be completely one sided (as stated in my email earlier this week). This means that if the bldg closed due to weather/safety or there was a delayed opening you would be required by management to telework. Also keep in mind that with Ad-Hoc each instance you telework must be requested by you and approved in advance by management. Management also has sole discretion to approve or deny and is under no obligation to say yes.

We are still awaiting guidance, as is management about overtime being able to be worked at home if one signs an Ad-Hoc agreement. As of now that question is unanswered in many operations. It would make perfect sense to allow overtime to be worked on telwork, but again none of this makes sense as the contract is being violated by removing telework. And to be up front, having the ability to work overtime at home on a Saturday or after your shift sounds like the only potential benefit of signing an Ad-Hoc agreement. Please also know that, If you sign an Ad-Hoc agreement, it would not cause any harm to NTEU's national grievance that was filed on our behalf.

Reasonable Accommodation (RA) - Chapter Secretary Barbara Thomas has been assisting members with the RA process. Employees who do not already have an RA in place or were not approved before 03/03/2025, may submit an RA request. NTEU National is reviewing the changes the agency has made to the entire process and will take actions needed to hold the IRS accountable to the law and the contract. The RA process is not a quick process and never has been. ONce an RA is filed it goes to a reasonable accommodation coordinator (RAC), an initial meeting is scheduled, and the RAC will complete documentation for the deciding official. Management may offer a 10 business day interim accommodation, however medical documentation must be submitted. If the interim accommodation exceeds 10 business days it must be approved by the Treasury and not the IRS. If your RA is for temp or perm telework then your manager, your DM, OPS manager, or even the director can no longer approve your RA on their own and it must go to an Executive the Treasury.

RIF - Late today an email was sent to all of us at our .gov advising us to log-in to HRConnect and make sure certain information is correct in preparation for a RIF. We do not know when this would happen or what would happen. What we know is that it requests you verify your information by 03/12/2025. If you need assistance with getting this completed or there are any inconsistencies in HRConnect, please contact your manager right away.

RTO - We have had many questions about hardships for RTO next week ranging from childcare issues, residing a considerable distance away, bus schedules, etc. Please note there are zero hardships allowed for RTO. Regarding mileage, the 50 mile radius is only applicable to those who are on remote work and not telework. Remote work was a very limited pilot program the agency had where your home becomes your POD so those employees have had no office to report to. The language in the RTO memo is as follows: "In phase 1, all regular/recurring telework agreements will be cancelled by March 8, 2025, and employees will be required to report to the office 100% of the time as of March 10, 2025. In addition, the remote work agreements of employees that permit them to work from a location that is within 50 miles of their office will also be cancelled by March 9; such employees will be reassigned to an office that day. The mileage for teleworkers per Article 50 Sec 1 of the contract has been 200 miles to be allowed to telework. When you no longer have a telework agreement there is no mileage that comes into play. Unfortunately, the mileage from Andover is not a hardship per the agency, because when working in bldg there is no mileage limitation as you can live anywhere. With telework you are limited to living within 200 miles of your POD and with remote work you give up your POD but must live within 50 miles of any POD. We understand that many employees took their positions here as it was a teleworking position where you only needed to commute once or twice per week and that it will absolutely be a hardship for you to spend money on gas and mileage on your car. NTEU agrees with you which again, is why the national grievance for telework was filed.

We will keep you posted on things as they change.

Regards, Beth Willwerth President NTEU Chapter-68