Official CBA Page 43
ARTICLE 15: TELEWORK
A. PURPOSE: Although the duties of a bargaining unit employee generally must be performed
in-person, the Parties recognize that there are certain tasks (e.g., certain special assignments,
representational duties performed by union representatives) which may successfully be
performed at an Alternative Worksite. Therefore, the purpose of this Article is to address
telework for eligible bargaining unit employees.
B. DEFINITIONS:
1. Telework: For the purposes of this Article, telework is a flexible work arrangement under
which an employee performs the duties and responsibilities of such employee’s position,
and/or other authorized activities, from an approved alternative worksite other than the
location from which the employee would otherwise work.
2. Alternative Worksite: A location where management has approved an employee to perform
official duties away from the employee’s regular worksite. An alternate worksite is the
approved telework location (e.g., employee’s residence, another TSA worksite, etc.).
3. Official Worksite: The location where the work activities of an employee’s position of
record are based, as determined by the employing office. An employee’s official worksite
is the “duty station” documented on the employee’s Notification of Personnel Action,
Standard Form 50 (SF-50).
C. GENERAL:
1. In addition to this Article, the Parties understand that TSA MD 1100.30-5, Telework
Program, and the associated Handbook provide TSA policy and procedures for TSA’s
Telework Program. In the event of a conflict, the provisions of this Article shall govern.
2. The Parties understand telework participation is at the discretion of management and
subject to management approval. Telework participation is not an employee entitlement or
right.
3. Bargaining unit employee participation in the telework program is voluntary.
4. Performance standards and performance management practices for employees
participating in telework and those who do not participate in telework must be the same
and consistent with TSA’s performance management system.
5. Teleworkers may not provide dependent care (e.g. childcare, eldercare) during work hours
while participating in a telework arrangement; teleworkers must make arrangements for
dependent care. This provision will not be interpreted to mean that such dependents may
not be present in the teleworker’s Alternative Worksite during times of telework.