​No. We will evaluate moving you back to your normal schedule as the protocols for social distancing change. However, the agency retains the authority to determine the appropriate schedule.

​It is possible, dependent on management’s ability to achieve proper social distancing within the AWS. 

​Not all staff will be required to change work schedules. Local management will work with all employees, and their unions where applicable, to alleviate these types of issues.  However, operational requirements inclusive of the need to achieve reduced foot traffic at entry points may ultimately decide requirements.

No, as work is available for you. Local management and your supervisor will work with you on alternate solutions.

​Requests for such leave will be considered and will be approved or denied based on management’s need to maintain efficient operations. Local management and your supervisor with work with you to explore alternative solutions. 

​Seniority is a factor to be considered for those job classes represented by a union.  If you are in job class that is represented by a union, local management will be working with your union to effect schedule changes and will act in a manner consistent with your collective bargaining agreement.  

​You may, dependent on whether the hours of your shift meet the criteria for shift differential.     

​Employees will continue to receive their base pay in accordance with the Personnel Rules and/or applicable collective bargaining agreements.  Depending on whether the criteria for shift differential are met, you may be eligible for shift differential payment.

​Local management, working in conjunction with the applicable union(s), will decide on those shift options necessary to support business operations while maintaining recommended social distancing guidelines.

​If schedule changes are deemed necessary by local management, employees may be given an opportunity to indicate their interest in the schedule options available. This will depend on what type of agreement has been reached with the applicable unions and the operational needs of the worksite.  

​Your supervisor will discuss these details with you. 

​Yes.  Employee schedules are approved based on work location coverage, operational need, and seniority, if applicable.  An employee must have supervisory approval before working any work schedule.   

​Your supervisor will discuss these details with you.

​Any work schedule changes that occur due to the pandemic are intended to be temporary.  Should you wish to change your work schedule on an ongoing basis, that request will need to follow your organization’s internal approval process.  

​Unless your worksite operates pursuant to the terms of an AWS that provides for flex schedules and said schedule will be continued upon the return to work, a flex schedule is not an option.     

​Your supervisor, in coordination with your agency HR Office, will contact you regarding schedule changes. 

Not all staff will be required to change work schedules. Local management will work with all employees, and their unions where applicable, to alleviate these types of issues.  However, operational requirements inclusive of the need to achieve reduced foot traffic at entry points may ultimately decide requirements. Local management will act in a manner consistent with the policy governing Supplementary Employment, Management Directive 515.18, and any conflicts of interest arising out of supplementary employment will be resolved in the favor of the Commonwealth. 

​If you were placed on a temporary telework agreement, it is only in effect during the emergency/pandemic event. Agencies will decide on the duration of the temporary telework agreements and whether any situations warrant consideration for permanent telework arrangements. 

​Yes, unless notified otherwise by your supervisor.

​If local management deems schedule changes to be necessary, employees will need to adhere to their new schedule.   

​The rules for overtime have not changed. Work schedule changes/substitutions will not impact how overtime is calculated.   

If you have leave already scheduled for less than a full day, your leave times may need to be adjusted.  For example, you have a doctor’s appointment, but you may no longer need the leave if the appointment now occurs outside of your adjusted work schedule.  Discuss these situations with your supervisor to determine whether adjustments to the times are required as a result of an adjusted work schedule.

​No.  Your adjusted work schedule will contain the same number of regular hours.  Your worksite will follow the normal procedures for overtime assignments, should they be necessary.     

Employees should contact the HR Service Center to amend their supplementary employment paperwork currently on file to reflect those days that aren’t already indicated on it.  As always, any conflicts of interest arising out of supplementary employment would be settled in favor of the Commonwealth, consistent with Management Directive 515.18.