District of Columbia Administrative Code

402 GENERAL SUITABILITY SCREENING 402.1 After the issuance of an offer of employment, and to the extent practicable before actual employment commences, all individuals shall undergo a general suitability screening. The personnel authority shall conduct a general suitability scree…

403 CONDUCTING GENERAL SUITABILITY SCREENING 403.1 The personnel authority for each agency shall verify the following information, and shall record the date, time, means, and results of such verification: Past employment; Residency (if a preference is claimed); Military service (…

404 [RESERVED] SOURCE: Final Rulemaking published at 51 DCR 11591 (December 24, 2004); as amended by Final Rulemaking at 56 DCR 4346 (June 5, 2009); as amended by Final Rulemaking published at 62 DCR 13820 (October 23, 2015). District of Columbia Municipal Regulations Government …

405 [RESERVED] SOURCE: Final Rulemaking published at 51 DCR 11591 (December 24, 2004); as amended by Final Rulemaking published at 55 DCR 724 (January 25, 2008); as amended by Final Rulemaking at 58 DCR 531 (January 21, 2011); as amended by Final Rulemaking published at 62 DCR 13…

406 ENHANCED SUITABILITY SCREENING – GENERAL PROVISIONS 406.1 In addition to a general suitability screening, appointees, volunteers, and employees shall be subject to one (1) or more of the following enhanced suitability screenings, as dictated by the applicable position: Pre-em…

407 ENHANCED SUITABILITY SCREENING – RECRUITMENT REQUIREMENTS 407.1 In the case of competitive recruitment for a position requiring an enhanced suitability screening, the vacancy announcement and subsequent offer letter to the appointee shall state that: (a) The position for whic…

408 ASSESSING GENERAL SUITABILITY SCREENINGS 408.1 The appropriate authority shall evaluate any derogatory information received during a general suitability screening and determine whether an individual is suitable for the specific position for which he or she has applied. If an …

409 POSITIONS SUBJECT TO ENHANCED SUITABILITY SCREENING 409.1 The types of positions that are subject to enhanced suitability screenings for appointees, volunteers, and employees are positions with duties and responsibilities that shall be categorized as follows: Safety sensitive…

410 SAFETY SENSITIVE POSITIONS – GENERAL PROVISIONS 410.1 In addition to the general suitability screening, individuals applying for or occupying safety sensitive positions are subject to the following checks and tests: Criminal background check; Traffic record check (as applicab…

411 PROTECTION SENSITIVE POSITIONS – GENERAL PROVISIONS 411.1 In addition to the general suitability screening, individuals applying for or occupying protection sensitive positions are subject to the following checks and tests: Criminal background check; Traffic record check (as …

412 SECURITY SENSITIVE POSITIONS – GENERAL PROVISIONS 412.1 In addition to the general suitability screening, individuals applying for or occupying positions deemed security sensitive are subject to the following checks and tests: Criminal background check; Traffic record check (…

413 [RESERVED] SOURCE: Final Rulemaking published at 55 DCR 724 (January 25, 2008); as amended by Final Rulemaking published at 62 DCR 13820 (October 23, 2015). District of Columbia Municipal Regulations Government Personnel 6-B DCMR § 413

414 VOLUNTEERS 414.1 Individuals providing voluntary services to the District government shall be subject to general and enhanced suitability screening, specified in Sections 402 and 406, as applicable. 414.2 Notwithstanding Sections 410 and 411, volunteers performing duties and …

415 CRIMINAL BACKGROUND CHECKS – GENERAL PROVISIONS 415.1 The program administrator shall conduct any required criminal background checks. 415.2 Appointees, employees, or volunteers subject to criminal background checks shall submit to a criminal background check by means includi…

416 CRIMINAL BACKGROUND CHECK – AUTHORIZATION PROCESS 416.1 As a condition of employment, each individual subject to a criminal background check shall execute an acknowledgement and consent to the criminal background checks required by this chapter. 416.2 Prior to each criminal b…

417 ASSESSING CRIMINAL HISTORIES 417.1 Upon receipt, the program administrator shall review an individual’s criminal history. 417.2 The program administrator shall assess any derogatory information within the criminal history and determine whether the individual, if serving in th…

418 [RESERVED] SOURCE: Final Rulemaking published at 55 DCR 724 (January 25, 2008); as amended by Final Rulemaking at 58 DCR 531 (January 21, 2011); as amended by Final Rulemaking published at 62 DCR 13820 (October 23, 2015). District of Columbia Municipal Regulations Government …

419 TRAFFIC RECORD CHECKS – GENERAL PROVISIONS 419.1 As a condition of employment, each individual subject to a traffic record check shall execute an acknowledgement and consent to the checks required by this chapter. 419.2 The program administrator shall be responsible for condu…

420 TRAFFIC RECORD CHECKS – ASSESSING HISTORIES 420.1 The program administrator shall evaluate any derogatory information obtained from a traffic record check and determine whether the individual is suitable for the position he or she occupies or for which he or she has applied. …

421 [RESERVED] SOURCE: Final Rulemaking published at 55 DCR 724 (January 25, 2008); as amended by Final Rulemaking at 58 DCR 531 (January 21, 2011); as amended by Final Rulemaking published at 62 DCR 13820 (October 23, 2015). District of Columbia Municipal Regulations Government …

422 CONSUMER CREDIT CHECKS – GENERAL PROVISIONS 422.1 Consumer credit checks shall be conducted for appointees to finance related security sensitive positions. 422.2 Prior to conducting a consumer credit check, and as a condition of employment, an appointee subject to the check s…

423 CONSUMER CREDIT CHECKS − ASSESSING HISTORIES 423.1 The program administrator shall evaluate any derogatory information obtained from a credit report and determine whether the individual is suitable for the position he or she occupies or for which he or she has applied. 423.2 …

424 CLARIFYING DEROGATORY INFORMATION 424.1 Whenever a general and enhanced suitability screening reveals derogatory information the program administrator shall: (a) Notify the individual as to the source, nature, and potential impact of the derogatory information; and (b) Allow …

425 DRUG AND ALCOHOL TESTING – GENERAL PROVISIONS 425.1 Each program administrator with safety or protection sensitive positions shall contract with a professional testing vendor(s) to conduct required drug and alcohol testing. The vendor(s) shall ensure quality control, chain-of…

426 DRUG AND ALCOHOL TESTING – NOTIFICATION REQUIREMENTS 426.1 Each appointee or employee in a covered position shall be provided a copy of the District’s drug and alcohol policy, and any additional requirements imposed by his or her respective agency. The policy shall state at a…

427 DRUG AND ALCOHOL TESTING ─ TESTING METHODOLOGY 427.1 The vendor(s) selected to conduct the testing shall conduct the alcohol and drug testing at a location designated by the program administrator for such purposes. 427.2 In general, testing for drugs shall be conducted by uri…

428 POSITIVE DRUG OR ALCOHOL TEST RESULTS 428.1 Unless otherwise required by law, and notwithstanding § 400.4, an employee shall be deemed unsuitable and there shall be cause to separate an employee from a covered position as described in §§ 436.9 and 440.3 for: A positive drug o…

429 POSITIVE TEST RESULTS FOR CANNABIS (EMPLOYEES) 429.1 Employees who test positive for cannabis following a reasonable suspicion or post-accident or incident drug test pursuant to §§ 432 or 433 shall be presumed impaired by cannabis, regardless of their participation in any med…

430 PRE-EMPLOYMENT DRUG AND ALCOHOL TESTING 430.1 As a condition of employment, appointees to safety and protection sensitive positions shall be required to pass a pre-employment drug test in accordance with this section. In addition, the program administrator may require a pre-e…

431 RANDOM DRUG AND ALCOHOL TESTING 431.1 Employees in safety sensitive positions shall be subject to random drug and alcohol testing. Such employees shall be placed in a random drug and alcohol testing pool. 431.2 Each year, the program administrator shall conduct a number of ra…

432 REASONABLE SUSPICION DRUG AND ALCOHOL TESTING 432.1 All District employees, including employees in independent agencies, are subject to, and shall be referred by a trained supervisor or manager for, drug and alcohol testing when there is a reasonable suspicion that the employ…

433 POST-ACCIDENT AND INCIDENT DRUG AND ALCOHOL TESTING 433.1 All District employees shall be subject to post-accident and incident drug and alcohol testing when they are involved in accidents or incidents under the following conditions: (a) The employee is involved in an on-the-…

434 RETURN-TO-DUTY AND FOLLOW-UP DRUG AND ALCOHOL TESTING 434.1 Employees in safety sensitive positions who acknowledge a drug or alcohol problem and complete a counseling or rehabilitation program, as provided in § 426.4, shall be subject to return-to-duty and follow-up tests, e…

435 DRUG AND ALCOHOL RELATED TRAINING 435.1 Agencies shall be responsible for providing training in drug abuse detection and recognition, documentation, intervention, and any other appropriate topics, for supervisors and managers in agencies with covered employees. SOURCE: Final …

436 SUITABILITY DETERMINATIONS 436.1 The information contained in this section shall only apply to enhanced suitability screenings. 436.2 The program administrator shall establish and maintain written suitability assessment determinations for enhanced suitability screenings. 436.…

437 APPOINTEE, VOLUNTEER, AND EMPLOYEE RIGHTS 437.1 In the interest of transparency, applicants, appointees, volunteers, and employees have a right to understand and challenge the sources of derogatory information that results in employment disqualification. The purpose of this s…

438 [RESERVED] SOURCE: Final Rulemaking published at 62 DCR 13820 (October 23, 2015); as amended by Final Rulemaking published at 67 DCR 10946 (September 11, 2020). District of Columbia Municipal Regulations Government Personnel 6-B DCMR § 438

439 APPEALS BEFORE THE COMMISSION ON HUMAN RIGHTS 439.1 The purpose of this section is to promulgate rules and procedures for the efficient and uniform administration of suitability determination appeals before the Commission. 439.2 If an applicant or volunteer applying for a pro…

440 PROGRAM MANAGEMENT 440.1 This section shall apply to the enhanced suitability screening provisions contained in Sections 406 through 438 of this chapter. 440.2 The Mayor's authority to make suitability determinations under this chapter is delegated to the Director of the DCHR…

441 REPORTING AND AGENCY POLICIES 441.1 Each program administrator for agencies covered by this chapter shall prepare and submit compliance reports to the Mayor every six (6) months following the effective date of this chapter. 441.2 Each report shall be submitted to the Mayor an…

442 CONFIDENTIALITY 442.1 Unless publicly available, all records received pursuant to this chapter shall be confidential and are for the exclusive use of making a suitability determination. The records shall not be released or otherwise disclosed to any person except when: Requir…

443 SUITABILITY RECORDS 443.1 Records created and maintained pursuant to this chapter shall be subject to the following: (a) Information related to suitability screening and suitability determinations shall be kept in strict confidence in accordance with this section and with Cha…

444 DRIVERS OF COMMERCIAL MOTOR VEHICLES 444.1 Pursuant to Section 2011 of the District of Columbia Government Comprehensive Merit Personnel Act of 1978 (CMPA), effective March 3, 1979 (D.C. Law 2-139; D.C. Official Code § 1-620.11 (2014 Repl.)), the federal regulations issued pu…

499 DEFINITIONS 499.1 When used in this chapter, the following meanings apply: Administrative action – official reprimands, suspensions, reductions in grade, or removals under the corrective and adverse action provisions for the Career Service contained in Chapter 16 of Subtitle …

PURPOSE AND APPLICABILITY This chapter establishes procedures for requesting, approving, and reimbursing travel expenses incurred by employees for authorized District government purposes. The provisions in this chapter apply to all employees of the District government under the M…

GENERAL POLICY AND STANDARDS Travel expenses are necessary, in general, to effectively operate the District government. For specific employee travel expenses to be reimbursable by the District government, the expenses must be for: (a) Travel deemed necessary for District governme…

TRAVEL OFFICERS Agency heads shall designate an employee to serve as the agency’s travel officer. In the absence of such a designation, the agency head shall be the travel officer. Travel officers are responsible for verifying that employee travel and training expenses are reason…

TRAVEL EXPENSES AND REIMBURSEMENT, IN GENERAL 4003.1 For the purposes of this chapter, travel expenses include: Transportation expenses; Lodging expenses; Meal and incidental expenses; and Miscellaneous expenses. Travel expenses must be reasonable and necessary in order to be pai…

TRAVEL APPROVALS All District government travel must be approved in writing. Approval of training does not itself constitute approval of travel associated with the training. Travel approval requests shall be submitted, reviewed, and approved using a form approved by the personnel…

TRANSPORTATION EXPENSES The District shall pay for or reimburse transportation expenses incurred for approved employee travel to the extent authorized by the employee’s agency and consistent with this chapter. Allowable transportation expenses include: Transportation from the emp…