D.C. Mun. Regs. tit. 22, r. 22-B8306

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

Rule 22-B8306 - SEPARATION FROM EMPLOYMENT

8306.1

Policy: Employment with the PBC is "at will" unless otherwise provided in an applicable union-management collective bargaining agreement. As set forth in the employment-at-will policy in this manual, employment-at-will means that the PBC and the employee have the absolute right to terminate the employment relationship at any time, without prior notice, for any reason, and with or without cause. Nothing in this manual constitutes a promise or guarantee as to the duration of anyone's employment with the PBC or the terms and conditions of that employment. All employees shall be "at-will," unless otherwise provided by an applicable collective bargaining agreement or a written employment agreement.

8306.2

The following procedures apply to separation from employment:

(a) The following criteria apply to the resignation of an employee:

(1) Employees who choose to terminate their employment relationship must provide written notice to their immediate supervisor. The notice period shall, at a minimum, be equivalent to their initial paid time off entitlement or twenty (20) work days, whichever is less;

(2) The department manager must notify Human Resources immediately upon notification of employee's intent to terminate;

(3) Employees who give proper notification shall be paid for all accrued, unused paid time off in accordance with the paid time off policy; and

(4) The employee shall receive information regarding benefit continuation.

(b) Termination: Department managers shall consult with Human Resources prior to terminating an employee; and

(c) Exit Meeting: On or before the employee's last day of work, the department manager shall conduct a meeting to complete the termination process. A list of supplies and equipment utilized by the employee shall be retrieved or accounted for at this meeting. The PBC may take actions necessary to retrieve these items. These items include but are not limited to; identification badge, beeper, cellular phones, keys, door access card, and laptop computer. An exit interview with Human Resources may also be conducted.

D.C. Mun. Regs. tit. 22, r. 22-B8306

Final Rulemaking published at 45 DCR 7353, 7368 (October 9, 1998)