District of Columbia Administrative Code

2207 DESCRIPTION OF BENEFITS UNDER DCEGLI 2207.1 Each insured employee and annuitant shall be provided a policy or a summary of benefits to include all of the following: (a) The benefits to which entitled; (b) The procedures for obtaining benefits; and (c) The principal provision…

2208 BASIC INSURANCE AMOUNT (BIA) UNDER DCEGLI 2208.1 An employee’s basic insurance amount (BIA) shall be the greater of: His or her annual rate of basic pay, rounded to the next higher $ 1,000, plus $ 2,000; or (b) A minimum of ten thousand dollars ($ 10,000). 2208.2 The BIA of …

2209 ANNUAL RATES OF PAY FOR PURPOSES OF DCEGLI 2209.1 An insured employee's annual pay is his or her annual rate of basic pay as fixed by the appropriate pay authority. 2209.2 A pay rate expressed in terms other than annual salary shall be converted to an annual rate by multiply…

2210 OPTIONAL INSURANCE COVERAGE UNDER DCEGLI 2210.1 An eligible employee who has basic insurance coverage may elect one (1) or more of the following optional forms of insurance coverage: (a) Option A - Standard; (b) Option B - Additional; and (c) Option C - Family. 2210.2 Option…

2211 WITHHOLDINGS FOR DCEGLI 2211.1 During each pay period in which an insured employee is in a pay status for any part of the period, an amount to be determined by the Director of the DCHR, shall be withheld from the biweekly pay of the employee, except that the amount withheld …

2212 DISTRICT CONTRIBUTIONS FOR DCEGLI 2212.1 For each pay period in which an employee is insured, there shall be contributed from the respective appropriation or fund which is used for the payment of his or her pay an amount equal to no more than one-half (1/2) the amount withhe…

2213 ACCIDENTAL DEATH AND DISMEMBERMENT UNDER DCEGLI 2213.1 Each employee who has basic insurance shall also have coverage for accidental death and dismemberment. 2213.2 Each employee who elects Option A - Standard optional insurance coverage described in § 2210.1 shall also have…

2214 TERMINATION AND CONVERSION OF DCEGLI COVERAGE 2214.1 The basic insurance of an employee and any optional insurance elected by the employee shall stop at the end of the day on which the employee separates, subject to a thirty-one-day (31-day) extension of coverage at no cost …

2215 FILING A CLAIM UNDER DCEGLI 2215.1 The Director of the DCHR shall establish procedures for the filing of claims by the assignee, if any, or the beneficiary when death of an employee or annuitant occurs. 2215.2 If an employee has elected Option C - Family coverage described i…

2216 DEATH CLAIMS-ORDER OF PRECEDENCE-DCEGLI 2216.1 The amount of group life insurance in force on an employee or annuitant at the date of his or her death shall be paid, on the establishment of a valid claim, to the person or persons surviving at the date of the death of the emp…

2217 DESIGNATION OF BENEFICIARY 2217.1 A designation of beneficiary shall be either in writing or through electronic submission and received by the personnel authority (or the applicable retirement system office in the case of an annuitant or retiree whose basic DCEGLI coverage i…

2218 CONTRACTING AUTHORITY FOR DCEGLI 2218.1 Subject to the requirements of Subsection 2218.3 of this section, the Director of the DCHR may select a policy or policies from one (1) or more life insurance companies to provide the benefits set forth in this chapter. The life insura…

2219 ANNUAL ACCOUNTING REPORTS FOR DCEGLI 2219.1 For the purpose of this section, the following term has the meaning ascribed: Risk charges - an insurance charge to compensate the insurer for its risk under the contract. 2219.2 Each contract entered into under Section 2218 of thi…

2220 SPECIAL CONTINGENCY RESERVE FOR DCEGLI 2220.1 Any amount of premiums collected (as reported in Subsection 2219.1(c)(1) of this chapter) in excess of the sum of the costs incurred (as reported in Subsection 2219.1(c)(2) and (3) of this chapter) shall be held by the company is…

2221 VIATICAL SETTLEMENT 2221.1 An insured employee or annuitant who is terminally ill may make a viatical settlement in accordance with these rules and procedures to be issued by the Director of the DCHR. 2221.2 An insured individual who elects to viaticate must assign all of hi…

2299 DEFINITIONS For the purposes of this chapter, the following terms have the meaning ascribed: Accidental death and dismemberment - a provision added to an insurance policy for payment of an additional benefit in case of death or dismemberment by accidental means. Annuitant - …

2400 APPLICABILITY 2400.1 The provisions of sections 2400 through 2499 of this chapter shall apply to: All employees appointed in the Career Service under the authority of section 801 of the District of Columbia Government Comprehensive Merit Personnel Act of 1978 (CMPA), effecti…

2401 ACTIONS COVERED 2401.1 Each personnel authority shall follow these regulations when releasing a competing employee from his or her competitive level when the release is required by any of the following: (a) Lack of work; (b) Shortage of funds; (c) Reorganization or realignme…

2402 ACTIONS NOT COVERED 2402.1 This chapter shall not apply to the following: (a) The termination of a temporary promotion; (b) The return of an employee to the position from which the employee was promoted on a temporary or term basis; (c) Reassignment or demotion to a differen…

2403 AGENCY CONSIDERATIONS PRIOR TO PLANNING A REDUCTION IN FORCE 2403.1 Planning the work program and organizing the work force to accomplish the work program within available resources shall be the responsibilities of the agency. 2403.2 An agency may, within its budget authoriz…

2404 JOB SHARING AND REDUCED WORKING HOURS 2404.1 An employee may be assigned to job sharing or reduced working hours, provided the following conditions are met: (a) The employee is not serving under an appointment with a specific time limitation; and (b) The employee has volunta…

2405 GENERAL PROVISIONS 2405.1 Each personnel authority and agency head shall apply the rules set forth in sections 2400 through 2431 of this chapter when conducting a reduction in force. 2405.2 Personnel authorities and agencies may, in order to minimize the adverse impact of a …

2406 CONDUCTING A REDUCTION IN FORCE 2406.1 If a determination is made that a reduction in personnel is to be conducted pursuant to the provisions of sections 2400 through 2431 of this chapter, the agency shall submit a request to the appropriate personnel authority to conduct a …

2407 UNAUTHORIZED DETAILS 2407.1 Any agency head initiating a reduction in force shall assure that no covered employee in the affected competitive area is serving on an unauthorized detail. SOURCE: As amended by Final Rulemaking published at 40 DCR 2114 (March 26, 1993); as amend…

2408 DETERMINING RETENTION STANDING 2408.1 The retention standing of each competing employee shall be determined on the basis of tenure of appointment, length of creditable service, veterans preference, residency preference, and relative work performance, and on the basis of othe…

2409 COMPETITIVE AREA 2409.1 Except as provided in this section, each agency shall constitute a single competitive area. 2409.2 Lesser competitive areas within an agency may be established by the personnel authority. 2409.3 An agency head may request the personnel authority to es…

2410 COMPETITIVE LEVELS 2410.1 Each personnel authority shall determine the positions which comprise the competitive level in which employees shall compete with each other for retention. 2410.2 Assignment to a competitive level shall be based upon the employee’s position of recor…

2411 SEPARATE COMPETITIVE LEVELS 2411.1 Separate competitive levels shall be established for the following: (a) Positions under different pay schedules; (b) Positions filled on a seasonal basis; (c) Positions filled on a part-time basis; (d) Positions filled on an intermittent ba…

2412 RETENTION REGISTER 2412.1 A retention register shall be established by the appropriate personnel office whenever a competing employee is to be released from his or her competitive level. 2412.2 A separate retention register shall be prepared for each competitive level in the…

2413 RETENTION STANDING: TENURE GROUPS 2413.1 The name of each competing employee shall be listed on the retention register in the order of his or her retention standing. 2413.2 Competing employees shall be categorized on a retention register in the groups listed in subsection 24…

2414 NONCOMPETING EMPLOYEES 2414.1 An employee serving under a temporary appointment shall be a non-competing employee in a reduction in force and shall be terminated ahead of any competing employee in his or her competitive level without regard to length of creditable service or…

2415 RETENTION STANDING: LENGTH OF SERVICE 2415.1 Creditable service in determining length of service shall include all federal government, District government, and military service otherwise creditable for Civil Service Retirement System purposes under title 5 U.S.C. § 8332 or D…

2416 RETENTION STANDING: PERFORMANCE RATING 2416.1 Each employee who has a current performance rating of “Role Model,” which is Level 5 of the Performance Management system set forth in chapter 14 of these regulations, or a current performance rating at the level equivalent to “R…

2417 RETENTION STANDING: VETERANS PREFERENCE 2417.1 In accordance with section 2402(b)(1) of the CMPA (D.C. Official Code § 1‑624.02(b)(1) (2006 Repl. & 2011 Supp.)), veterans preference eligibility shall be determined in accordance with federal law and regulations issued by the …

2418 RETENTION STANDING: RESIDENCY PREFERENCE 2418.1 Three (3) years of additional service shall be credited to each competing employee who is eligible for a residency preference as provided in subsection 2418.2 of this section. 2418.2 Residency preference eligibility in a reduct…

2419 EFFECTIVE DATE OF RETENTION STANDING 2419.1 The retention standing of each employee released from his or her competitive level shall be determined as of the date of release. 2419.2 When the personnel authority discovers an error in the determination of an employee's retentio…

2420 RELEASE FROM COMPETITIVE LEVEL 2420.1 A competing employee shall not be released from a competitive level while any of the following is retained in that level: (a) An employee with a specifically limited temporary appointment; (b) An employee with a specifically limited temp…

2421 MANDATORY EXCEPTIONS 2421.1 When employees are released from their competitive levels under section 2420 of this chapter, the special retention preferences outlined in this section shall be applicable. 2421.2 Each group I or II preference eligible employee entitled to retent…

2422 NOTICE TO EMPLOYEES 2422.1 Each competing employee selected for release from his or her competitive level under this chapter shall be entitled to written notice at least thirty (30) full days before the effective date of the employee’s release. 2422.2 The notice required by …

2423 CONTENT OF NOTICE 2423.1 Each notice shall state the following: (a) The specific action to be taken and its effective date; (b) The employee’s competitive area, competitive level, tenure group, and reduction-in-force service computation date; (c) The place where the employee…

2424 RECORDS 2424.1 Each personnel authority shall maintain the correct records needed to determine the retention standing of competing employees. 2424.2 Each personnel authority shall allow inspection of retention registers and related records by the following: (a) An employee o…

2425 APPEALS 2425.1 An employee who has received a notice of reduction in force may file an appeal with the Office of Employee Appeals (OEA) under the provisions of OEA’s regulations if he or she believes that his or her agency has incorrectly applied the provisions of this chapt…

2426 PRIORITY PLACEMENT CONSIDERATION FOR ATTORNEYS IN THE LEGAL SERVICE AND EXCEPTED SERVICE 2426.1 The following attorneys shall be eligible for priority consideration under the agency reemployment priority program upon separation from their competitive level: (a) Line attorney…

2427 AGENCY REEMPLOYMENT PRIORITY PROGRAM 2427.1 The personnel authority shall establish and maintain a reemployment priority list for each agency in which it separates group I and II employees. 2427.2 As appropriate, when a reduction in force is conducted in a lesser competitive…

2428 APPOINTMENTS FROM AGENCY REEMPLOYMENT PRIORITY LISTS 2428.1 When a qualified person is available on the agency reemployment priority list, including a lesser competitive area reemployment priority list, as appropriate, a Career Service position within the competitive area sh…

2429 DISPLACED EMPLOYEE PROGRAM 2429.1 Each personnel authority shall establish and maintain a displaced employee program list for priority placement referral of its displaced employees to all agencies or any other identifiable organizational components within the personnel autho…

2430 APPOINTMENT FROM DISPLACED EMPLOYEE PROGRAM LIST 2430.1 When a qualified person is available on the personnel authority’s displaced employee program list, a Career Service position shall not be filled except as provided in Chapter 8 of these regulations concerning priority p…

2431 SEVERANCE PAY 2431.1 An employee separated by reduction in force pursuant to this chapter shall be entitled to severance pay not to exceed twenty-six (26) weeks’ pay at the rate received immediately before the separation, computed in accordance with the provisions of section…