D.C. Mun. Regs. tit. 5, r. 5-E1508
An employee may be furloughed if at the time of the furlough the Superintendent intends to recall the employee to duty, to the position from which furloughed, within one (1) year.
Furloughs shall be limited to one (1) year or less.
A decision to furlough may be due to either curtailment of work, reorganization of functions, budgetary, or other compelling reasons.
The determination regarding furlough shall be made by the Superintendent.
If all employees who are furloughed from the same competitive level and competitive area are not to be recalled at the same time, the Superintendent shall establish the method by which employees are returned.
If furloughed employees remain surplus at the expiration of the furlough period, a notice of separation by reduction-in-force shall be issued without the necessity for the employee's return to duty.
Where it is known sufficiently in advance that a furloughed employee's services will not be required, furloughed employees may be given the required notice of separation by reduction-in-force while still in a furlough status.
The provisions of §§ 1505 and 1506 shall be applicable to furloughed employees.
To avoid a break in service, employees shall be carried in a leave-without-pay status during the time of a furlough.
Life insurance and health insurance benefits shall continue uninterrupted during the period of furlough.
Although annual and sick leave shall continue to be accrued during periods of furlough, no employee shall use accrued sick leave or annual leave during a period of furlough.
If any gross salary is earned during a pay period in which a furlough is effected, deductions for taxes, retirement, tax-shelter annuities, and health and life insurance benefits shall be made.
The period of a furlough shall be credited as part of an employee's service computation date for the purpose of calculating the employee's eligibility for retirement and for purposes of subsequent reductions-in-force (if applicable).
D.C. Mun. Regs. tit. 5, r. 5-E1508