D.C. Mun. Regs. tit. 6, r. 6-B1612

Current through Register Vol. 71, No. 44, November 1, 2024

Rule 6-B1612 - REPRIMANDS

1612.1

When counseling fails to correct conduct or performance issues, or where verbal counseling is an inadequate disciplinary response to address the conduct or performance that fails to meet expectations, a more formal response may be required. Within the progressive disciplinary model, this formal response is a reprimand and represents a corrective action.

1612.2

A reprimand is a written document issued by an employee's supervisor that identifies a specific conduct fault by an employee. At a minimum, a reprimand shall include:

(a) A short narrative concerning the factual circumstances warranting the reprimand;

(b) A description of the conduct standards at issue and how these standards were not met;

(c) A brief narrative on how the employee should conduct himself or herself prospectively to alleviate the conduct fault;

(d) The potential consequences if the conduct requirements are not met;

(e) A notice informing the employee that he or she may submit a written response to the reprimand; and

(f) Notification to the employee of his or her right to grieve the final decision pursuant to Sections 1626 through 1637, or pursuant to an applicable labor agreement.

1612.3

The employee against whom a reprimand is issued shall be asked to acknowledge its receipt in writing. If the employee refuses to acknowledge receipt in writing, a witness to the refusal shall provide a brief written statement that the employee refused to acknowledge receipt in writing, which shall be signed and dated by the witness.

1612.4

When an employee chooses to submit a written response to the reprimand, he or she must do so within ten (10) workdays of receipt of the reprimand. Such a response shall be in writing and submitted to the person issuing the reprimand. An employee's written response may clarify, expand on, or take exception to the statements or conclusions made in the reprimand. Once submitted, the response shall be maintained and treated as an attachment to the reprimand.

1612.5

The official who issued the reprimand shall consider any written response submitted by the employee. The official may sustain, modify or rescind the reprimand, based on an employee's response. If the reprimand is modified, the modified reprimand shall be served and the employee given an opportunity to submit a supplemental response consistent with §§ 1612.2 through 1612.4.

1612.6

Unless modified or rescinded pursuant to § 1612.5, a reprimand shall be final upon receipt of an employee written response, or the expiration of the ten days specified in § 1612.4, whichever is later.

1612.7

A reprimand may be considered in establishing a corrective or adverse action, when the action is initiated within three (3) years of the reprimand.

1612.8

Repealed.

D.C. Mun. Regs. tit. 6, r. 6-B1612

As amended by Final Rulemaking published at 47 DCR 7094 (September 1, 2000); and as amended by Final Rulemaking published at 49 DCR 11781 (December 27, 2002); Amended by Final Rulemaking published at 63 DCR 1265 (2/5/2016); amended by Final Rulemaking published at 64 DCR 4623 (5/12/2017)