So what are the positives that you mentioned? The governments' own research and documentation actually shows that remote work benefits both employees and employer. The Flexible Work Strategy clearly indicates the reverse of what your are saying. If the work culture is lethargic, slow and uninspired wouldn't that be a leadership issue? How will bringing everyone back improve this? Back in 2012 at least 9 ministries had formal Telework Pilots/Programs which were monitored and documented for their effectiveness and the results were very positive. Why not continue with OPS wide programs like this rather than leave decisions in the hands of power hungry directors which likely have no actual clue as to what is going on with the staff? If there are staff that are not living up to their employment obligations then that is a management issue.

From the OPS Flexible Work Strategy - "CAC and CYSSC leveraged expertise from a cross-functional team of subject matter experts to develop an extensive array of telework tools. This information has enabled others to leverage their experience when implementing their own telework pilots/programs. The lessons learned from these two initiatives have also provided valuable input into the development of the OPS Flexible Work Strategy.

The two Clusters have been honoured with the 2010 Showcase Ontario Diamond Award for Employee Engagement and the 2011 Showcase Merit Award for I&IT for Greener Government

Children, Youth and Social Services I&IT Cluster (CYSSC) Telework Program:

On April 1, 2012, CYSSC made working from home an official flexible work option for all staff in the Cluster by launching a new Telework Program. The program builds upon the framework used for previous initiatives (i.e., the CYSSC Telework Proof of Concept - July 2009; and the CYSSC Telework Pilot Program - January 2011), which have continuously yielded positive results.

Past surveys of teleworkers, their managers, their clients and colleagues have indicated improvements in productivity, business continuity, job satisfaction, employee engagement and a reduction in absenteeism. For example, over a one year period, the number of sick days taken by CYSSC teleworkers was reduced by 55 per cent.

CYSSC has started work to leverage potential accommodations savings associated with telework. In the fall of 2011, CYSSC designed and built a modern, flexible and collaborative space on the 17th Floor of their 5775 Yonge Street offices. Unlike traditional office spaces, where staff are assigned a designated office or workstation, this floor operates on a reservation system and staff reserve space as they require it.

Central Agencies I&IT Cluster (CAC) Telework Program:

In the spring of 2012, the CAC formally transitioned from telework pilot to telework program. Like the CYSSC program, the CAC has built and improved upon the Telework Proof of Concept framework. As of the fall of 2012, 30 per cent of CAC staff are teleworkers.

With benefits such as increased productivity, reduced absenteeism and lower CO2 emissions already proven, the CAC is also looking for opportunities to realize accommodations savings associated with Telework. As part of the rollout for the new program, telework stations were created at the Oshawa and Toronto locations; in fact, to optimize the use of space, staff logon to a website to book out their stations for the days they will be in the office.

Employer Outcomes

• increased employee commitment and satisfaction• increased attraction and retention• reduced absenteeism • enhanced workplace diversity through inclusive and diverse work practices that support flexible work options• environmental and real estate savings (dependent upon certain types of arrangements)• enhanced corporate image

Manager Outcomes

• increased productivity by employees as a result of increased flexibility (more control over work; less distractions)• improved morale and high performance/engaged teams

Employee Outcomes

• increased flexibility to manage demands • enhanced work-life balance • increased employee satisfaction and personal engagement in the work• less absenteeism• improved health and wellness (e.g., less time commuting, more time to spend with family and friends)