District of Columbia Administrative Code

7003 PET POLICIES FOR ALL DEVELOPMENTS 7003.1 Section 7003 contains the following pet policies that apply to all developments: Residents may obtain approval from DCHA for up to two (2) pets; The pet(s) must have been registered by a licensed veterinarian or district/local authori…

7004 PET DEPOSITS AND FEES 7004.1 [RESERVED] 7004.2 DCHA requires a resident to pay a pet deposit for each pet which will be placed in an account of the type required under applicable District law for pet deposits, or if there are no such requirements, for rental security deposit…

7100 SCOPE AND AUTHORITY 7100.1 This personnel policy and procedure manual supersedes all current District of Columbia personnel regulations which applied to the former Department of Public and Assisted Housing except when District of Columbia personnel regulations apply to emplo…

7101 THE DISTRICT OF COLUMBIA HOUSING AUTHORITY 7101.1 The District of Columbia Housing Authority (hereinafter referred to as the “Authority”) is a corporate body that has a legal existence separate from the District government but which is an instrumentality of the District gove…

7102 CATEGORIES OF EMPLOYEES 7102.1 DCHA employees shall be divided into the following categories of employees: (a) Exempt Employees: Personnel responsible for execution of policy. They may be Department Directors or individuals in charge of special phases of the Housing Authorit…

7103 EQUAL EMPLOYMENT/AFFIRMATIVE ACTION 7103.1 The DCHA is an equal opportunity employer. It is DCHA’s policy to select the best qualified person available for each job without regard to race, color, religion, national origin, sex, sexual orientation, marital status, age, vetera…

7104 JOB POSTING, RECRUITMENT, AND SELECTION 7104.1 The purpose of this chapter is to outline the procedures involved in filling position vacancies in all departments. 7104.2 No persons, including DCHA residents recruited for a specific vacancy, may begin work nor may anyone be h…

7105 PRE-EMPLOYMENT TESTING AND PHYSICAL EXAMINATIONS 7105.1 Medical examinations of persons offered employment may be required, as a part of the selection process when health is considered to be a bona fide occupational qualification. These medical examinations must be given aft…

7106 HOURS OF WORK AND OVERTIME 7106.1 The Authority shall have sole discretion in establishing hours of work and overtime procedures. 7106.2 Normal working hours for all full-time personnel are between the hours of 8:15 a.m. and 4:45 p.m., Monday through Friday. Part-time person…

7107 HOLIDAYS 7107.1 The Authority allows the following paid holidays: (a) New Year’s Day (January 1st); (b) Dr. M.L. King Jr.’s Birthday (3rd Monday in January); (c) President’s Day (3rd Monday in February); (d) Memorial Day (last Monday in May); (e) Independence Day (July 4th);…

7108 HIRING, INFLUENCES IN HIRING, SUPERVISION, ASSIGNMENT OF CLOSE RELATIVES OF EMPLOYEES 7108.1 Except in special circumstances, usually related to unique skills and qualifications, the hiring or influencing in hiring of close relatives of Authority employees is discouraged. A …

7109 NEW EMPLOYEE PROBATIONARY PERIOD 7109.1 A permanent employee hired to fill a full-time position must successfully complete a probationary period. 7109.2 The probationary period is the employee’s first twelve (12) months of employment. During this time, all probationary emplo…

7110 ORIENTATION OF NEW AND REHIRED EMPLOYEES 7110.1 The Authority will conduct an orientation program to introduce all new employees to their new positions and to the Authority. 7110.2 Photo ID cards will be processed and issued by the Office of Human Resource Management. SOURCE…

7111 TERMINATION OR REMOVAL OF EMPLOYMENT 7111.1 Employees may voluntarily terminate their employment relationship at any time, but are expected to provide not less than two (2) weeks advance notice of intent to vacate their position. 7111.2 The Executive Director shall conduct a…

7112 CLASSIFICATION AND COMPENSATION 7112.1 In compliance with Equal Employment Opportunity laws and regulations, the Authority maintains the following classifications of employment: (a) Executive - policy makers who exercise overall responsibility for execution of these policies…

7113 PERFORMANCE EVALUATIONS OR APPRAISALS 7113.1 The evaluation of an employee’s performance is intended to assist the employee to become a more effective worker through standards of performance established by the supervisor. In no event is an employee’s employment performance r…

7114 RATINGS 7114.1 Ratings shall be as follows: (a) Outstanding; (b) Exceptional; (c) Fully successful; (d) Partially successful; and (e) Unacceptable. SOURCE: Notice of Final Rulemaking published at 42 DCR 6914, 6925 (December 8, 1995).

7115 DISCIPLINARY PERFORMANCE PROBATION 7115.1 A permanent employee, who is not serving a promotion probationary period, may be placed on probation as a disciplinary measure or as a result of a less than a “fully successful” Performance Appraisal. The supervisor must state, in wr…

7116 MERIT INCREASES 7116.1 Within minimum and maximum ranges determined by the Executive Director, each supervisor shall recommend merit increases for deserving employees and submit requests to the Office of Human Resource Management. The Authority reserves the right to deny mer…

7117 STEP INCREASES 7117.1 No employee shall receive a step increase whose performance is rated less than fully successful. The performance of such employees shall be re-evaluated for up to three (3) months, in conjunction with the Disciplinary Performance Probationary period, un…

7118 LEAVE POLICY 7118.1 Except as provided in § 7125, leave is any authorized absence during regularly scheduled work hours approved by an appropriate authority. All leave must be requested in writing and approved by an appropriate authority. SOURCE: Notice of Final Rulemaking p…

7119 ANNUAL LEAVE 7119.1 Annual leave is scheduled paid leave earned by an employee for absence from duty without loss of pay for a vacation or time allowed for personal or emergency purposes. Annual leave will be accrued at the following rates: (a) Less than 3 years of service ½…

7120 SICK LEAVE 7120.1 Sick leave is paid leave granted to employees to be used when an employee is incapacitated by sickness or injury, or disability, as certified by a physician’s certificate, for disabilities caused, or contributed to, by pregnancy, miscarriage, abortion, chil…

7121 PERSONAL LEAVE INCENTIVE 7121.1 A full-time employee in a pay status for the Leave Year shall accrue: (a) Three (3) Personal Leave Days and one (1) day of Annual leave for utilizing a total of less than two (2) days of accrued sick leave. (b) Three (3) Personal Leave Days fo…

7122 PROFESSIONAL, ADMINISTRATIVE AND OFFICIAL LEAVE 7122.1 Professional, administrative, and official leave shall constitute the following: (a) The Authority may grant paid professional leave to employees to participate in seminars, institutes, examinations and other activities …

7123 COURT LEAVE 7123.1 Employees required to perform jury duty are entitled to their regular rate of pay for such absences, provided any payment received as jury compensation is tendered to the Authority’s payroll office, with the exception of remuneration for travel expenses. S…

7124 MILITARY LEAVE 7124.1 Any employee, other than a contract employee, may be granted paid leave not to exceed fifteen (15) days in a calendar year. An employee taking military leave must present his or her military orders to the Department Director at least two (2) weeks befor…

7125 LEAVE OF ABSENCE (LWOP) 7125.1 Leave of absence is leave without pay (LWOP) and may be granted to an employee for a good cause. The request shall be considered when the employee’s employment record reflects fully successful performance. Leave of absence may be granted for a …

7126 UNAUTHORIZED ABSENCE (AWOL) 7126.1 An employee absent from duty without approval shall not receive paid compensation for the duration of the absence. Denial of paid compensation shall not affect the right of the Authority to invoke any other appropriate form of disciplinary …

7127 BEREAVEMENT LEAVE 7127.1 Bereavement leave with pay for employees may be granted for up to three (3) scheduled workdays after the death of a member of the immediate family. Immediate family is defined as spouse, mother, mother-in-law, father, father-in-law, child, brother, b…

7128 UNION LEAVE 7128.1 A reasonable amount of leave will be granted to Union employees to conduct Union business in accordance with the Collective Bargaining Agreement. SOURCE: Notice of Final Rulemaking published at 42 DCR 6914, 6929 (December 8, 1995).

7129 FAMILY AND MEDICAL LEAVE POLICY 7129.1 It is the policy of the Authority to grant up to sixteen (16) weeks of family and medical leave during any twenty-four (24) month period to eligible employees, in accordance with the District of Columbia Family and Medical Leave Act of …

7130 FLEXI-PLACE 7130.1 The Authority may offer alternative workplace arrangements. Flexi-place is a management option rather than an employee benefit and does not change the terms and conditions of appointment. Employee participation is voluntary and subject to management approv…

7131 HEALTH CARE AND LIFE INSURANCE PLANS 7131.1 Benefits are available to all full-time employees, other than contract employees, as outlined in health and insurance plans, which may be obtained in the Office of Human Resource Management. Employees who are terminated may elect t…

7132 UNEMPLOYMENT COMPENSATION 7132.1 Claims for Unemployment Insurance shall be filed with the Unemployment Insurance representative at a local Employment Service Center in the District of Columbia. SOURCE: Notice of Final Rulemaking published at 42 DCR 6914, 6930 (December 8, 1…

7133 DISABILITY COMPENSATION 7133.1 Employees who sustain injury, occupational diseases, or death in the performance of their employment duties may be entitled to disability compensation. SOURCE: Notice of Final Rulemaking published at 42 DCR 6914, 6930 (December 8, 1995).

7134 DEFERRED COMPENSATION 7134.1 DCHA employees are currently eligible to participate in a deferred compensation program. SOURCE: Notice of Final Rulemaking published at 42 DCR 6914, 6930 (December 8, 1995).

7135 RETIREMENT 7135.1 The basic retirement program is a combination of a self-administered and outside insured plan. The Office of Human Resource Management provides information to employees on available plans, contribution amounts, and plan benefits. SOURCE: Notice of Final Rul…

7136 RULES AND CONDITIONS 7136.1 Employees of the Authority are required to conduct themselves in a professional, ethical, business-like manner and in full compliance with applicable laws while on the job. During non-working hours, employees are encouraged to refrain from activit…

7137 DISCIPLINARY ACTION 7137.1 Disciplinary action taken against a permanent employee shall be for cause, in accordance with this chapter. The incident(s) precipitating the disciplinary action must be documented in writing and have the concurrence of the employee’s Department Di…

7138 PROGRESSIVE DISCIPLINE 7138.1 Progressive disciplinary action against an employee is short of removal and must provide notice to the employee and the possible consequences of such discipline. The Disciplinary Action Notice must delineate the problem, the employee’s required …

7139 PROGRESSIVE DISCIPLINARY MEASURES 7139.1 The degree of discipline shall be reasonably related to the seriousness of the offense, and take into consideration the employee’s past record. Wherever practicable, disciplinary actions shall be progressive. The following measures ar…

7140 CORRECTIVE ACTIONS 7140.1 A corrective action is intended to correct and improve an employee’s job performance or behavior in a formal systematic manner. Corrective actions do not adversely affect the current base pay, status, or tenure of the employee. The following provisi…

7141 SUSPENSION AND/OR REMOVAL OR TERMINATION 7141.1 It is the aim of the Authority to make clear its expectations for performance and conduct of its employees and to address situations in which expectations are not met through a corrective action plan before formal discipline is…

7142 EMPLOYEE GRIEVANCE PROCEDURE 7142.1 Any permanent non-union employee has the right to appeal any personnel action. 7142.2 Grievances of permanent non-union employees must be submitted in writing within ten (10) days of the action to the Office of Human Resource Management. T…

7143 SEXUAL HARASSMENT 7143.1 The Authority strongly opposes sexual harassment in the workplace and has established reporting procedures for complainants. Sexual harassment of employees or residents, whether verbal, physical or graphic is unacceptable and will not be tolerated. S…

7144 EMPLOYEE HEALTH AND SAFETY 7144.1 The Authority shall designate a Safety and Occupational Health Coordinator to develop and administer the safety program. 7144.2 The Authority requires employees to follow all health and safety policies and procedures. SOURCE: Notice of Final…

7145 DRUG-FREE WORKPLACE 7145.1 As described in the Drug-Free Workplace Act, it is the policy of the Authority to provide a drug-free workplace and for all employees to abide by this policy. Accordingly, an employee of the Authority is prohibited from engaging in the unlawful man…

7146 EMPLOYEE ASSISTANCE PROGRAM (EAP) 7146.1 It is the policy of the Authority to provide an Employee Assistance Program (“EAP”) for employees to confidentially address substance abuse and personal problems. Employees are encouraged to voluntarily seek help for resolving their p…

7147 PERSONNEL RECORDS 7147.1 Personnel records will be centrally maintained by the Office of Human Resource Management and are the property of the Authority. Access to the official files is restricted. The individual personnel file is regarded as confidential. Only qualified, de…