§225d Transition Provisions for Employees of Hospital

Summary

When the District government takes over the Hospital’s programs, Hospital employees who qualify for immediate retirement under section 8336(d) of title 5 must be allowed to retire during the 30 days before the takeover. The system implementation plan must say how many and what types of jobs the District will need at the end of the transition, and Hospital employees can only be moved into District jobs under this law (not under section 3503 of title 5). While on retention or reemployment lists, employees get the first chance at District jobs they qualify for that are created under the plan, are in the District’s Department of Human Services, or are at the District of Columbia General Hospital. The Secretary will make retention registers, give them to the District, and the District will offer jobs based on each person’s place on those registers; appeals about the registers follow Federal rules, and appeals about District job offers follow the District of Columbia Government Comprehensive Merit Personnel Act of 1978. Employees on the Federal agency reemployment priority list also get first chance at comparable jobs in the Department of Health and Human Services in the Washington area, and any federal separations must follow federal reduction-in-force rules; the Secretary and the Office of Personnel Management will keep the federal lists and a displaced employees program. The Mayor must make a District reemployment list (with the Secretary) for those not offered jobs; people who refuse a District offer under the plan cannot join that list. Accepting nontemporary employment from any list ends severance pay on the job start date. If the District hires contractors for former Hospital mental-health services, those contractors must prefer qualified people on the District reemployment list for new jobs, and someone who takes a nontemporary contractor job may stay on the District list for no more than 24 months from the start date.