Absolutely positively not to what is recommended for social
Workers in child welfare. They want us to go nack fulk time
Innthe office. Im never innthe fofice because of mandates to see children. Also to write court reports that are 15 plus pages, ky
Concentration is better at a quiet place like
Home. There is notbibg wrong woth the work that has been done for 5 years. Traffic is now the worst in the country inbthe DMV. If they want us inbthe office full time. I aill jeed a raise of at least 15%. I will meed a 20 year retire ment full benefits. I will also no longe take my laptop home ever and I will not take my cell phone phone home eother. You want the benefits of telework such as andwering my phone after 5pm or working on an assignment ypu have to authorize the way it has been done. The work has been complete. In social work there are no social worjwra in grad school. Plus this is still a field needing workers in provate online therapy. Dumb move by the county.
hello, i understand the need for in person work providided there is an interaction with the public.but my job duties are strictly on the computer providing budgets, audits for medicaid billing. I’ve been trying to get a response to make it make sense to me why my physical body is needed in a cubicle that I haven’t occupied in 5 years. Productivity has gone up and why ? because there is no distraction from other office employees or being too cold or hot in a building that is constantly being band-aide. The ventilation is horrible and has caused me as well other constant sinus issues. The weekly/monthly emails are proof enough that I’M POINTING OUT REAL ISSUES. MY STRESS AND ANXIETY HAS BEEN VERY LOW NOT DEALING WITH TRAFFIC AND SPENDING ALMOST 2 HOURS OF MY DAY ON THE ROAD. i HOPE MY CONCERNS ARE HEARD AND THE COUNTY LOOKS INTO EVERY ASPECT OF AN EMPLOYEES JOB DUTIES AND REQUIREMENTS THAT IS NEEDED IN OR OUT OF AN OFFICE.
The proposed Telework Schedule for TBS OBP Voice Services is absolutely unaccptable! We’ve been 100% Teleworking since March of 2020 and to cut that down to 1 day per week is rediculous, and not acceptable!
Lead worker/ohep: telework made our unit more productive, stress free, less call outs when teleworking still productive, we transitioned to paperless/digital process which helps staff keep up with work from home, meet deadlines, respond to customers complains by phone/avaya, 311/crm, and use teams for in real time meetings. Also, due to LIMITED office space, telework allows to accomplish tasks, saves money on acquiring additional office space and equipment for staff and reduces IT complains. Telework decreased customer complains due to we PRIORITIZE emergency cases daily and address customer concerns as its come in utilizing staff who works from home in case staff who called out and not available in the office. Asking for staff to come to office more then 2 days a week will increase call outs, decrease QUALITY of service and productivity, increase customer COMPLAINS, and delay processing times due to have shortage on staffing on site. Staff being on site are more DISRUPTED and cant devote theor full attention to case processing and emergency resolution as they should. Request to keep 3 days telework policy(work from home)
Being in the office twice a week is okay, but Adopting a four-day teleworking policy for Lead Workers is a strategic and forward-thinking move that will significantly benefit the OESS. It is an investment in our leadership that directly addresses the need for enhanced productivity, improved morale, and better operational efficiency.
This policy empowers Lead Workers by providing more time for the focused, uninterrupted work their roles demand, such as analyzing reports, handling complex case escalations, and Policy refresher training. This increased efficiency leads directly to a higher quality of work. Furthermore, the flexibility of a four-day telework schedule is a powerful tool for boosting employee morale and retention, which is essential for maintaining a stable and experienced leadership team.
Crucially, this change does not eliminate the value of in-person collaboration; it optimizes it. By consolidating on-site work to a single dedicated day, supervisors can ensure Lead Workers are available for critical team meetings, in-person support, and client-facing matters. This model maximizes the benefits of both telework and in-person presence, making every moment in the office count.
Ultimately, shifting to a four-day telework schedule is not a compromise on service, but a smart, modern approach to management. It allows Lead Workers to better support our supervisors, enabling them to lead more effectively and, in turn, serve our community with greater efficiency and dedication.
ThERE SHOULD BE NO TELEWORK FOR SCHOOL hEALTH!!!
Absolutely positively not to what is recommended for social
Workers in child welfare. They want us to go nack fulk time
Innthe office. Im never innthe fofice because of mandates to see children. Also to write court reports that are 15 plus pages, ky
Concentration is better at a quiet place like
Home. There is notbibg wrong woth the work that has been done for 5 years. Traffic is now the worst in the country inbthe DMV. If they want us inbthe office full time. I aill jeed a raise of at least 15%. I will meed a 20 year retire ment full benefits. I will also no longe take my laptop home ever and I will not take my cell phone phone home eother. You want the benefits of telework such as andwering my phone after 5pm or working on an assignment ypu have to authorize the way it has been done. The work has been complete. In social work there are no social worjwra in grad school. Plus this is still a field needing workers in provate online therapy. Dumb move by the county.
hello, i understand the need for in person work providided there is an interaction with the public.but my job duties are strictly on the computer providing budgets, audits for medicaid billing. I’ve been trying to get a response to make it make sense to me why my physical body is needed in a cubicle that I haven’t occupied in 5 years. Productivity has gone up and why ? because there is no distraction from other office employees or being too cold or hot in a building that is constantly being band-aide. The ventilation is horrible and has caused me as well other constant sinus issues. The weekly/monthly emails are proof enough that I’M POINTING OUT REAL ISSUES. MY STRESS AND ANXIETY HAS BEEN VERY LOW NOT DEALING WITH TRAFFIC AND SPENDING ALMOST 2 HOURS OF MY DAY ON THE ROAD. i HOPE MY CONCERNS ARE HEARD AND THE COUNTY LOOKS INTO EVERY ASPECT OF AN EMPLOYEES JOB DUTIES AND REQUIREMENTS THAT IS NEEDED IN OR OUT OF AN OFFICE.
The proposed Telework Schedule for TBS OBP Voice Services is absolutely unaccptable! We’ve been 100% Teleworking since March of 2020 and to cut that down to 1 day per week is rediculous, and not acceptable!
i am not Teleworker
There has been no changes to The intended telework schedule for 2026-2027. Thank you.
Lead worker/ohep: telework made our unit more productive, stress free, less call outs when teleworking still productive, we transitioned to paperless/digital process which helps staff keep up with work from home, meet deadlines, respond to customers complains by phone/avaya, 311/crm, and use teams for in real time meetings. Also, due to LIMITED office space, telework allows to accomplish tasks, saves money on acquiring additional office space and equipment for staff and reduces IT complains. Telework decreased customer complains due to we PRIORITIZE emergency cases daily and address customer concerns as its come in utilizing staff who works from home in case staff who called out and not available in the office. Asking for staff to come to office more then 2 days a week will increase call outs, decrease QUALITY of service and productivity, increase customer COMPLAINS, and delay processing times due to have shortage on staffing on site. Staff being on site are more DISRUPTED and cant devote theor full attention to case processing and emergency resolution as they should. Request to keep 3 days telework policy(work from home)
Being in the office twice a week is okay, but Adopting a four-day teleworking policy for Lead Workers is a strategic and forward-thinking move that will significantly benefit the OESS. It is an investment in our leadership that directly addresses the need for enhanced productivity, improved morale, and better operational efficiency.
This policy empowers Lead Workers by providing more time for the focused, uninterrupted work their roles demand, such as analyzing reports, handling complex case escalations, and Policy refresher training. This increased efficiency leads directly to a higher quality of work. Furthermore, the flexibility of a four-day telework schedule is a powerful tool for boosting employee morale and retention, which is essential for maintaining a stable and experienced leadership team.
Crucially, this change does not eliminate the value of in-person collaboration; it optimizes it. By consolidating on-site work to a single dedicated day, supervisors can ensure Lead Workers are available for critical team meetings, in-person support, and client-facing matters. This model maximizes the benefits of both telework and in-person presence, making every moment in the office count.
Ultimately, shifting to a four-day telework schedule is not a compromise on service, but a smart, modern approach to management. It allows Lead Workers to better support our supervisors, enabling them to lead more effectively and, in turn, serve our community with greater efficiency and dedication.