As of April 22, and as we formally transition to a hybrid workplace, permanent employees received notifications of their remote and telework eligibility determinations. Supervisors should be meeting with employees to answer questions or address concerns of any extenuating circumstances that may not allow an employee to return to the physical workplace.

As a reminder, remote and telework eligibility determinations were made by Forest Service executive leaders based on assessment of the duties of each position. Any requests to permanently change a telework designation to remote work will require elevation to these executive leaders. If circumstances are temporary in nature, or concerns are related to the number of days an employee can telework in a pay period, supervisors can resolve these at the lowest levels.

How to Initiate a Grievance

If employees disagree with their determination, they may file a grievance. Supervisors must contact Employee and Labor Relations upon receipt of a grievance. Employee Relations will guide supervisors through the administrative grievance process and Labor Relations will guide supervisors through the negotiated grievance process according to the applicable collective bargaining agreement.

• Employees can initiate a grievance under normal procedures if the requested relief is temporary in nature or involves the number of telework days allowed in a pay period.
  • NFFE bargaining unit employees will follow the procedures outlined in Articles 9.7 and 9.9 of the Master Agreement to initiate a step 1 grievance.
  • AFGE and NAGE bargaining unit employees should refer to their local collective bargaining agreements, available on HRM’s Labor Relations website.
  • Employees who are not part of a bargaining unit will follow the procedures outlined in the section 8 of the Administrative Grievance System and submit their informal grievance to their immediate supervisor.
• Employees requesting a permanent change to remote work must initiate their step 1 negotiated grievance or informal administrative grievance with the management officials listed below. Note: The following applies to NFFE-represented employees and non-bargaining unit employees. AFGE and NAGE represented employees should reference their local collective bargaining agreements for their negotiated grievance procedures.
  • National forests: forest supervisor
  • Regional office: staff director
  • Research station: program manager or station director
  • Job Corps: center director, or assistant director for national office employees
  • Law Enforcement & Investigations: special agent in charge or deputy director
  • Washington Office: staff director or your associate deputy chief if there is no staff director
  • Washington Office (Detached): staff director or the following:
    • CIO and B&F: deputy director
    • HRM: assistant director
    • Enterprise: director

Employees can file a request for reasonable accommodation if they have medical reasons that impact their ability to return to the workplace. The reasonable accommodation process is for an employee’s own disability, and not to care for family members. Employees should discuss family members’ needs with their supervisor as a personal hardship. Requests for permanent remote work through the reasonable accommodation or hardship process requires decisions to be elevated to executive leaders.

If you are unsure of your bargaining unit status, please visit the HRM Labor Relations website for instructions on how to get this information from your most recent SF-50 Notification of Personnel Action form. If you are unable to access your most recent SF-50, you can contact HR Help and ask the agent to help you obtain your bargaining unit status code. Codes 7777 and 8888 are not covered by a bargaining unit and employees will use the administrative grievance procedures.

Help is available

Open an HR Help case:

1. Call: 1-877-372-7248, Press 2
2. Email: hrm_contact_center@usda.gov
3. Self-Service: ConnectHR > HR Help link

For detailed instructions, visit the HR Help How-to Add a Case Guide.