D.C. Mun. Regs. tit. 21, r. 21-5202

Current through Register Vol. 71, No. 49, December 6, 2024

Rule 21-5202 - RECRUITING AND HIRING

5202.1

Authority staff shall be employed in the following employment categories:

(a) At-Will - Positions that serve at the pleasure of the General Manager. At-will positions are not covered by the disciplinary, non-union appeals, and reduction in force regulations and policies and procedures. The General Manager may designate any non-union position as "at-will."

(b) Regular - All positions that are not at-will.

(c) The Authority may add additional employment categories as may be needed from time to time.

5202.2

Employee classifications:

(a) Temporary - Employees who are hired to perform work for a specified period of time or for a specific project. Temporary employee's assignment may end at any time, with or without cause and with or without notice. Temporary employees are not covered by the Authority's disciplinary, non-union appeals, and reduction in force regulations and policies and procedures.

(b) Intern - High school or college students on a work-study or other formal learning and work experience program who may receive course credit and/or pay for limited periods of employment. Interns are not covered by the Authority's disciplinary, non-union appeals, and reduction in force regulations and policies and procedures.

(c) Full-time - An employee who is hired to work a regularly scheduled workweek of forty (40) or more hours or regularly scheduled to work 80 hours in a two workweek pay period.

(d) Part-time - An employee who is hired to work a regularly scheduled workweek of less than twenty (20) hours, or works 1,040 hours per year or less. Part-time employees are not covered by the Authority's disciplinary, non-union appeals, and reduction in force regulations and policies and procedures.

(e) Probationary - All new full-time employees in regular positions and all full-time employees who accept a regular position must serve a probationary period of not less than twelve (12) months. Any employee hired is a new Authority employee and must satisfy the probationary period requirement regardless of prior government service. Completion of the probationary period means that, in the judgment of the Authority, the employee has performed in an acceptable manner for a minimum of twelve (12) months. The Authority, in its discretion, may extend a probationary period up to ninety (90) days. If an employee does not complete the probationary period, the Authority may terminate his/her employment. A decision to terminate a probationary employee is not subject to appeal.

5202.3

Vacancies will generally be posted for a minimum of ten (10) working days before a job is offered. Vacancies for positions designated as scarce skills, or in situations where posting of the vacancy for ten (10) working days is determined by the General Manager to be impossible or impractical, a vacancy may be posted for less than ten (10) working days before a job is offered. The General Manager may appoint senior management staff, executive staff, and make emergency staff appointments without the necessity of posting the vacancy or competing the position.

5202.4

The Authority's Human Resources Department is responsible for recruiting candidates to fill new and vacant positions including, but not limited to, recruitment, applicant processing, screening interviews, reference checks, medical examinations, job offers, compensation and benefits processing, and employment records. These responsibilities may be delegated by the General Manager to another organizational component, as deemed appropriate.

5202.5

As part of the selection process, all applicants who have been conditionally offered employment with the Authority will undergo a pre-employment medical evaluation that will include, among other things, drug screening. Any applicant whose medical evaluation indicates the presence of illegal drugs or an inability to perform the essential functions of a position due to mental and/or physical conditions which cannot be reasonably accommodated, will not be employed by the Authority.

5202.6

Relatives of employees are eligible for employment by the Authority provided that such employment does not create a supervisory relationship in which the employees are in one another's chain of command. For purposes of this section, "relative" is defined as spouse, parent, parent-in-law, child, step-child, sister, brother, brother-in-law, sister-in-law, step-parent, daughter-in-law, son-in-law, niece, nephew, first cousin, grandparent or grandchild, or any other related or unrelated individual that resides in the same household as the employee. If a supervisory relationship is created between employees who are related, at the Authority's discretion, one employee may be reassigned noncompetitively to another position selected by the Authority for which the employee is qualified where involuntary displacement of another employee does not result. This reassignment may be conducted without regard to any posting or recruitment requirements. If a position cannot be identified, or reassignment is impossible or impractical, one employee will be required to separate from his or her Authority employment.

D.C. Mun. Regs. tit. 21, r. 21-5202

Final Rulemaking published at 55 DCR 6868 (June 20, 2008)