Title 1, Government Organization.

For purposes of §§ 1-612.04 through 1-612.10, the term: (1) “Agency” shall have the meaning provided in § 1-603.01(1). (2) “Employee” shall have the meaning provided in § 1-603.01(7), except that it shall mean only an employee who is eligible to accrue annual leave. (3) “Leave do…

(a) There is established within the District of Columbia (“District”) government an annual leave bank. An employee may donate annual leave to the bank and withdraw annual leave from the bank in accordance with §§ 1-612.06, 1-612.07, and 1-612.08 and under guidelines promulgated b…

(a) A potential leave donor may submit a voluntary written request to the potential leave donor’s personnel authority that a specified number of hours of the employee’s accrued annual leave be donated to the annual leave bank. The donation shall be made to the annual leave bank i…

An application for withdrawal shall proceed as follows: (1) An employee who has been affected by a medical emergency may make written application to the employee’s personnel authority to become a leave recipient; (2) If the employee is not capable of making application on the emp…

(a) The potential leave recipient’s personnel authority shall review an application to become a leave recipient under procedures established by the Mayor pursuant to § 1-612.11. (b) Before approving an application to become a leave recipient, the personnel authority shall determi…

A leave recipient may use annual leave received from the leave bank in the same manner and for the same purposes as if the leave recipient had accrued the leave, except that any annual leave and, if applicable, any sick leave accrued or accumulated to the leave recipient, or any …

The medical emergency affecting a leave recipient shall terminate when: (1) The leave recipient’s employment terminates; or (2) The leave recipient is no longer affected by the medical emergency.

The Mayor shall issue proposed rules to implement the provisions of §§ 1-612.04 through 1-612.10. The proposed rules shall be submitted to the Council for a 45-day period of review, excluding Saturdays, Sundays, legal holidays, and days of Council recess. If the Council does not …

For purposes of this subchapter, the term: (1) “Agency” shall have the meaning provided in § 1-603.01(1). (2) “Child” means any person: (A) Under 21 years of age; (B) Twenty-one years of age or older and is substantially dependent upon the recipient employee by reason of physical…

(a) Each agency or independent agency shall establish a voluntary leave transfer program under which annual or universal leave accrued or accumulated by an employee may be transferred on an hour-for-hour basis within the agency to the annual or universal leave account of any othe…

(a) An employee who expects to experience a prolonged absence may make written application to the agency head or designee to become a recipient employee. (b) If the employee is not capable of making an application, another employee of the agency may make written application on th…

(a) A potential leave contributor may, by written application to the agency head or designee, request that a specified number of hours be transferred from the annual or universal leave account of the employee to the annual or universal leave account of a potential recipient emplo…

(a) Before approving an application, the agency head or designee shall determine that the request to become a recipient employee has been necessitated by a prolonged absence due to the employee’s serious health condition or the employee’s responsibility to provide personal care t…

(a) Each agency or independent agency shall maintain an accounting of the voluntary leave transfer program and the leave records of the recipient employee and the leave contributor. (b) A recipient employee may use contributed annual or universal leave transferred under this sect…

An employee shall not directly or indirectly intimidate, threaten, or coerce any other employee for the purpose of interfering with any right that the employee may exercise to contribute, receive, or use annual or universal leave.

On or before February 1 of each year, the Office of Personnel shall provide a Voluntary Transfer of Leave Program Report to the Council. The report shall include: (1) A comprehensive list of all voluntary leave bank contributors; (2) A comprehensive list of all transfer of leave …

(a) The Mayor and the District of Columbia Board of Education shall each install and maintain programs for the training and development of their respective employees through planned courses, systems, or other instruction or education in fields which are or will be related to the …

There is established a comprehensive performance management system designed to: (1) Inform employees of work expectations; (2) Hold employees accountable for their performance, which shall include a direct relationship between the rating received pursuant to § 1-613.52 and the re…

The performance management system shall provide for: (1) The development of individual performance plans for all employees; (2) Ratings based on one or more of the following performance management components: (A) Standards; (B) Objectives; (C) Real-time tasks and assignments; and…

(a) Until regulations are issued by the Mayor, the Board of Education and the Board of Trustees of the University of the District of Columbia to implement the provisions of this subchapter for their respective employees, the performance evaluation systems in effect on June 10, 19…

For the purposes of this subchapter, the term: (1) “Agency” means any office, department, division, board, commission, or other agency of the District government, including both subordinate agency and independent agency, required by law or by the Mayor or Council to administer an…

(a) Not later than January 1, 1996, and coincident with annual budget submissions to the Council in succeeding years, each agency of the District of Columbia shall develop and submit to the Council a performance plan that covers all publicly funded activities of the agency. (b) T…

(a) Not later than January 1, 1997, and on January 15th in subsequent years, each agency of the District of Columbia government shall develop and submit to the Council of the District of Columbia a performance report covering all major programs of the agency. (b) The performance …

(a) Agencies of the District of Columbia shall develop the performance plans and performance reports that are submitted by January 1, 1996, January 1, 1997, and succeeding years in consultation with the Office of the District of Columbia Auditor. (b) The Mayor shall order that th…

(a) For purposes of this section, “consumer protection law” shall include any law intended to protect, or which does in fact protect, individual consumers from unfair, deceptive, or misleading acts or practices; or the nondisclosure of product quality, weight, size, or performanc…

(a)(1) Any citizen shall have a right to commence a suit in the Superior Court of the District of Columbia on behalf of the District government to recover funds which have been improperly paid by the District government while there exists any conflict of interest on the part of t…

The Council finds and declares that the public interest is served when employees of the District government are free to report waste, fraud, abuse of authority, violations of law, or threats to public health or safety without fear of retaliation or reprisal. Accordingly, the Coun…

(a) For purposes of this subchapter, the term: (1) “Contract” means any contract for goods or services between the District government and another entity but excludes any collective bargaining agreement. (2) “Contributing factor” means any factor which, alone or in connection wit…

(a) A supervisor shall not take, or threaten to take, a prohibited personnel action or otherwise retaliate against an employee because of the employee’s protected disclosure or because of an employee’s refusal to comply with an illegal order. (b) Except in cases where the communi…

(a)(1) An employee aggrieved by a violation of § 1-615.53 may bring a civil action against the District, and, in his or her personal capacity, any District employee, supervisor, or official having personal involvement in the prohibited personnel action, before a court or a jury i…

(a) As part of the relief ordered in an administrative, arbitration or judicial proceeding, any person who is found to have violated § 1-615.53 or § 2-223.02 shall be subject to appropriate disciplinary action including dismissal. (b) As part of the relief ordered in a judicial p…

(a) The institution of a civil action pursuant to § 1-615.54 shall preclude an employee from pursuing any administrative remedy for the same cause of action from the Office of Employee Appeals or from an arbitrator pursuant to a negotiated grievance and arbitration procedure or a…

The District shall conspicuously display notices of employee protections and obligations under this subchapter in each personnel office and in other public places, and shall use all other appropriate means to keep all employees informed, including but not limited to the inclusion…

Employees shall have the following rights and responsibilities: (1) The right to freely express their opinions on all public issues, including those related to the duties they are assigned to perform; provided, however, that any agency may promulgate reasonable rules and regulati…

District funds shall not be available for the payment of the salary of any officer or employee of the District who: (1) Prohibits or prevents, or attempts or threatens to prohibit or prevent, any other officer or employee of the District from having any direct oral or written com…

This subchapter shall apply to actions taken after July 13, 1998.

The District of Columbia government finds that a radical redesign of the adverse and corrective action system by replacing it with more positive approaches toward employee discipline is critical to achieving organizational effectiveness. To that end, the Mayor, the District of Co…

(a) An official reprimand or a suspension of less than 10 days may be contested as a grievance pursuant to § 1-616.53 except that the grievance must be filed within 10 days of receipt of the final decision on the reprimand or suspension. (b) An appeal from a removal, a reduction …

(a) The Mayor, the District of Columbia Board of Education, and the Board of Trustees of the University of the District of Columbia shall issue rules and regulations providing procedures for the prompt handling of grievances of employees and applicants for employment. The grievan…

(a) Notwithstanding any other provision of this subchapter, a personnel authority may authorize the placing of an employee on annual leave or leave without pay, as provided in this section, if: (1) A determination has been made that the employee utilized fraud in securing his or …

(a) The District of Columbia government finds and declares that an effective collective bargaining process is in the general public interest and will improve the morale of public employees and the quality of service to the public. (b) Each employee of the District government has …

(a) The Public Employee Relations Board (hereinafter in this subchapter referred to as the “Board”) shall issue rules and regulations establishing a labor-management relations program to implement the policy set forth in this subchapter. (b) The labor-management relations program…

(a) Recognition shall be accorded only to a labor organization that is free from corrupt influences and influences opposed to basic democratic principles. A labor organization must certify to the Board that its operations mandate the following: (1) The maintenance of democratic p…

(a) The District, its agents, and representatives are prohibited from: (1) Interfering with, restraining, or coercing any employee in the exercise of the rights guaranteed by this subchapter; (2) Dominating, interfering, or assisting in the formation, existence or administration …

It shall be unlawful for any District government employee or labor organization to participate in, authorize, or ratify a strike against the District.

(a) All employees shall have the right: (1) To organize a labor organization free from interference, restraint, or coercion; (2) To form, join, or assist any labor organization or to refrain from such activity; (3) To bargain collectively through representatives of their own choo…