The mayor’s new policy on telework which was implemented back in January constituted a change in working conditions for many of our AFSCME Local 2401 members. Because telework falls under “management rights” (like tour of duty, work location, etc.) it is not subject to grievances or any other Union demands  However, our contract does state that we have the right to negotiate “Impact and Effect” (or “I&E”) bargaining to mitigate some of the new policy and request changes on behalf of the Union membership.  The District is in no way obligated to change anything in the policy, only to listen to our concerns and theoretically work with us. 

Right after implementation, AFSCME Council 20 Executive Director Wayne Enoch requested I &E bargaining, gathered information/input from all the AFSCME Locals in Council 20, and negotiated a Memorandum of Understanding (MOU), which is the document attached. Here are some guidelines for members:

1. The MOU is Policy: This MOU, negotiated by the Union and the District, should be followed as though it’s a formal policy.

2. Broad Application with Grey Areas: Given the MOU covers all agencies within AFSCME Council 20 and various roles, some terms (like "outreach," "home visits," or "service delivery") are intentionally broad, so job-specific details will influence how it's applied.

3. Interpret with Caution: Members should be careful not to make assumptions about their eligibility based on one task they perform, as the vague terminology in the MOU means eligibility isn’t always straightforward.

4. Varying Agency Responses: Different agencies may interpret and implement the MOU differently, with some managers potentially using it to restrict telework while others may allow more flexibility.

5. Seek Guidance from Stewards: If members have questions about telework eligibility, they should consult their agency Steward, who may ask for details about their duties to provide guidance. Tracking these cases will also help identify any areas where grievances may be necessary.

6. Long-Term Focus: The MOU is a positive step toward improving the workplace, but patience is needed as the Union monitors implementation and potentially develops additional strategies.

This MOU represents an initial achievement from Council 20’s bargaining efforts, and members should feel supported in understanding how it applies to them while also recognizing that further action may evolve based on the policy’s impact.