Some in-house mobile employees work in the office every day, while others also work from home for part of the week. Not all jobs are better supported by the fact that the employee works at the same fixed workplace every day. Has anyone managed to negotiate a better deal? UPDATE – Remote Work and Mask RequirementWe are pleased to inform you that the British Columbia Public Service has accepted our request – see Monday`s newsletter and letter here – to allow employees working from home to continue to do so beyond the September 7 deadline without an approved telework agreement until at least October 12. Our union will continue to advocate for health and safety precautions that protect members and will actively challenge any premature relaxation. of these measures. Click here to read the letter from the Head of the British Columbia Public Service. NOTE: Members who wish to work remotely on a long-term basis (beyond October 12) must still have an approved telework agreement by September 7, but the hours of operation of the agreement will not come into effect until the offices are fully reopened. The key to occasional telework is the prior approval of the supervisor. If, due to the circumstances, you assume that you do not want to work from home, arrange a conversation with your supervisor.

Telework: Work done outside the office, also known as telework. Most telework activities are done at home. No news. As far as I know, we all need to be back in the office at least three days a week from the 22nd. (Unless you have a pre-Covid WFH agreement) Technology and new ways of working allow employees to increase their mobility. A better work-life balance and reduced transport costs are two advantages of working outside the office or « working from home ». The most common form of telework is working from home. Flexibility in the workplace also fosters an inclusive environment and opens up opportunities for people with disabilities. In-house mobile employee: Works in different locations in the workplace and can also work outside the office as a temporary or casual teleworker. I signed a telework contract for 2 days WFH and the rest in function. Not too worried because everyone will be doubly vaxxed. But yes, it`s a bit of a burden haha Here are the different mobile work options and information about working with mobile colleagues.

Talk to your supervisor about what might work for you. For every time you work from home, you and your supervisor must also sign a B.C. The government`s re-issuance of an indoor mask requirement starting August 25 will further protect public sector workers who provide essential services to the public. Your Public Service Bargaining Committee will continue to monitor these guidelines and keep you informed as new information becomes available. If you have any questions about implementation or other concerns in your workplace, please contact your BCGEU union representative. In solidarity, your Public Service Bargaining Committee bcgeuStephanie Smith, PresidentPaul Finch, TreasurerKari Michaels, Executive Vice-PresidentDean Purdy, Vice-President – Component 1Kusam Doal, Vice-President – Component 5Judy Fox-McGuire, Vice-President – Component 6Cynthia Mepham-Egli, Second Vice-President of Component 6Maria Middlemiss, Vice-President – Component 12Matt Damario, First Vice-President of Component 12Robert Davis, Vice-President – Component 20Doug Dykens, Director – Field Services and NegotiationsMike Eso, SecretaryLisa Lane, Support Staff Remember – they were preparing to send us back before a single vaccine had ever been given in Canada. If you think they won`t send you back after you`ve been doubly vaxxed, you`re wrong. Every worker is different. Some work well in an office with a lot of activity. Others work better in silence. Internal mobile employees don`t have a dedicated workspace in the office or at home.

They work from different rooms in the office and sometimes at home, depending on the needs of the day. Personally, I would end up going to the office to sit at a desk and work entirely online again. It`s a physical location change for no reason and only at the expense of commute time, money spent on fuel, and the environmental damage caused by my daily 2-hour commute to work. I advocated for the WFH 5/5 days and they didn`t hear it. The moment I gave them my letter of resignation as an ultimatum, I received my approval for a permanent WFH 5/5 days a week. What really matters is the level of disrespect that is implicit when they don`t see the logical conclusion that working from home is a viable long-term solution. I know that in management meetings, some managers really push to allow more permanence at the WFH, but the higher the chain goes, the more it becomes « status quo ». It is these people who must embrace change and realize that the world is changing. and they have to catch up. Since employees who live or work in another province are generally subject to different tax regulations and labour laws, out-of-province work arrangements may result in unforeseen obligations and responsibilities for the employer.

There are many departments that offer employees the opportunity to work from home up to 5 days a week. For example, workers` compensation may not be available or the employee may need to be equipped to meet the various health safety requirements of the jurisdiction in which he or she is located. Not all mobile work options are suitable for everyone. The adequacy of work tasks, operational requirements, employee preferences, performance objectives and work style must be correct. The learning center supports mobile workers. Consult the @Work Learning Catalogue in the British Columbia Public Service for courses on privacy and information sharing. These courses provide best practices for managing government information wherever you are. I am doubly vaxxed and I have no safety concerns. I just can`t stand how they try to justify their return to the office.

I don`t care about the little chatter with my colleagues at the water cooler. I am not « depressed » at home, as the ADM suggested in one of our recent calls to review the policy. It`s just insulting. They can`t give you a good reason why working in the office is more beneficial than the WFH. They don`t talk about anything in a circle. Some social butterflies agree with them and they take as a reinforcement that the direction is generally well received. Look, I`m all for people who go to the office when they want to do that. But don`t force it as a mandate. A resident worker is an employee who has a dedicated workspace in a specific location for their exclusive use while working. Many public sector employees are resident employees. Workpoint (PDF, 3.4 MB) defines an internal mobile employee as « an employee who is at their desk for less than 60% of the workday, who does not have a dedicated workspace, but who needs access to a physical space in the office to interact with direct employees or customers. » Live Meeting Fundamentals and Live Meeting for Presenters are other short courses that support mobile work. After a few weeks, contact your supervisor as a sales representative.

MyPerformance has tips for maintaining a successful relationship between supervisors and employees. If you and your supervisor agree to an external mobile work option, including occasional ones, you must establish a mutual understanding of the agreement. Temporary or casual worker in the field: Works temporarily or occasionally from home, with the prior authorization of the supervisor. Signed an agreement on teleworking. External Mobile Worker: Works primarily from home or outside the office. Signed an agreement on teleworking. Our managers have told us that November 22 is the real deal and that we need to mentally prepare to return to the office. Personally, I`m upset about the seemingly arbitrary decision to return to the office when we were told we were working well remotely (speaking only for my section). I talked to bcGEU about it and I think others have done the same? This week, the BCGEU sent out a survey that asked, among other things, the importance of work-from-home privileges in future negotiations. Check your emails! When considering mobile options, including internal and external mobile work (see below), consider these guiding principles.

You`ll be more successful in achieving your work goals, you`ll be more risk-free, and safer in terms of mobile work schedules. The mandatory office days policy is the old way of thinking, and they simply can`t care about the benefits of the WFH. Management is unwilling or unable to solve this problem so far. To justify the space and allow more micromanagement, they want to go back to the old way. All it tells me is that they don`t care about the individual; we should all be just docile little sheep. I love my job, I really get up every day and I can`t wait to get things done. I just want to be treated with respect and not as if I was 5 years old. Some employees work temporarily or occasionally outside the office. They work for part of their work week in an alternative or remote workplace, by . B at home, and spend the remaining time in the office. An employee may work from home due to circumstances (p.B. blizzard) or depending on the needs of a project (need for intensive writing within a tight deadline).

Workpoint defines the external mobile employee as one « whose work does not require a dedicated workspace, spends short periods in the office to work from home or other off-site locations, and uses mobile devices as their primary content point.