[NCASG] Question re: Remote Work policies and child care

[Perry , Kristina (HRD)]

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Good afternoon Ellen,

Below I have inserted and bolded some useful segments of the Commonwealth of Massachusetts' Executive Branch telework policy<https://protect-us.mimecast.com/s/DUHZC5y4wLFpJWM7SzBsSG?domain=mass.gov>:

"Employees who participate in a telework arrangement are considered to be in an official duty status during the employee's designated work schedule. Employees must ensure they have the appropriate work environment for telework, including but not limited to, connectivity, technology, resource access, and security authority to conduct their job duties while remote. Telework employees are prohibited from providing dependent or adult care while working from home."
And here is the Telework Flexible Work Program (TFWP) language:
"Telework Flexible Work Program (TFWP):  Upon request, agencies are encouraged to establish a TFWP that provides expanded periods of time during which employees with caregiving responsibilities may perform telework to facilitate the successful performance of work despite their caregiving responsibilities. A TFWP allows an employee to complete their required number of hours of work by determining their own work schedule within the limits set by the agency and upon supervisory approval. "

Also below are some of the telework program requirements:
"Program Requirements: Agencies shall develop and issue their program requirements consistent with this policy and their operational need.

  1.  Telework is not a replacement for dependent care. Employees shall make arrangements to have care of dependent children or elders as if they were reporting to the office.

  1.  Telework is not intended to be used in place of vacation, sick, family and medical, or other types of leave. Requests for time must be approved in advance in accordance with standard operating procedures within their Agency.

  1.  Teleworkers will not be excused from working because workers at their regular work location are dismissed due to an emergency. For example, if a snow emergency is declared on the day an employee is scheduled to telework, the employee is not excused from work and must work as scheduled at home on the approved telework day.  Any typical limitations on telework regarding dependent care will be suspended under these circumstances.

  1.   Employees who have the capability to telework and who are scheduled to go to their regular work location but are unable due to a state of emergency or office closure will be expected to telework to the extent possible. Any typical limitations on telework regarding dependent care will be suspended under these circumstances... continued on the telework policy page"

If you would like to review Massachusetts' complete telework policy please visit this link: https://protect-us.mimecast.com/s/DUHZC5y4wLFpJWM7SzBsSG?domain=mass.gov
I hope that this information is helpful. Thank you and have a nice day!


Best regards,
Kristina Perry Jessup
Senior Classification & Compensation Analyst
The Commonwealth of Massachusetts, Human Resources Division
100 Cambridge Street, Suite 600, Boston, MA 02114

Kristina.Perry at Mass.Gov<mailto:Kristina.Perry at Mass.Gov>



From: Zeller, Ellen <Ellen.Zeller at state.sd.us>
Sent: Friday, September 9, 2022 12:59 PM
To: NCASG (dhr_ncasg_survey_list at admws.idaho.gov) <dhr_ncasg_survey_list at admws.idaho.gov>
Subject: [NCASG] Question re: Remote Work policies and child care

CAUTION: This email originated from a sender outside of the Commonwealth of Massachusetts mail system.  Do not click on links or open attachments unless you recognize the sender and know the content is safe.

CAUTION: This email originated outside the State of Idaho network. Verify links and attachments BEFORE you click or open, even if you recognize and/or trust the sender. Contact your agency service desk with any concerns.

________________________________
We are looking at some issues with our remote work policy and are wondering if any other states address remote work and not allowing it to be a replacement for child care? Currently, ours says this:

Dependent Care. Remote work hours are regular work hours and are not a substitute for dependent care.

Thanks for any information you can provide!



Ellen Zeller |Director HR Centers of Excellence
South Dakota Bureau of Human Resources
500 East Capitol Avenue | Pierre, SD 57501
Ellen.Zeller at state.sd.us<mailto:Ellen.Zeller at state.sd.us> | 605.773.3148
[cid:image001.png at 01D8CCF2.7780A0A0]<https://protect-us.mimecast.com/s/tbRWC68Nx9U0NGPvu62laK?domain=urldefense.com>




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