D.C. Mun. Regs. tit. 8, r. 8-A1800

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

Rule 8-A1800 - REDUCTION IN FORCE: GENERAL PROVISIONS

1800.1

The provisions of this chapter shall apply to all employees of the School of Law in the Educational Service, except as provided otherwise in this section.

1800.2

This reduction in force provisions of this chapter does not cover employees of the School of Law in the Career Service or the Excepted Service. Employees in the Career Service are subject to the reduction in force regulations and procedures set forth in the D.C. Personnel Regulations and the D.C. Personnel Manual adopted by the Mayor.

1800.3

The need to apply reduction in force procedures when a determination is made that there is a surplus of employees shall not suspend the authority and responsibility of the School of Law to discipline, remove, demote, or reassign any employees under any other chapter of this title. These actions may be taken before, during, or after a reduction in force.

1800.4

The provisions of §§ 1800 -1829 of this chapter shall be applied when releasing a competing employee from his or her competitive level by separation or reassignment requiring displacement under a reduction in force.

1800.5

A reduction in force using the procedures set forth in this chapter shall be conducted when the Dean determines that one (1) or more positions will be abolished due to any of the following reasons:

(a) Lack of work;

(b) Shortage of funds;

(c) Reorganization or realignment;

(d) Reduction or elimination of duties or programs; or

(e) The exercise of restoration rights as provided in Title 38, U.S. Code §§ 2021, et seq.

1800.6

The reduction in force procedures set forth in this chapter shall not apply to any of the following:

(a) The termination of a temporary promotion;

(b) The return of an employee to the position from which the employee was promoted on a temporary or term basis;

(c) Reassignment or demotion to a different position that is not at a lower grade than the position from which an employee was temporarily promoted;

(d) The return to a former position, or comparable position, of a supervisor or manager who failed to satisfactorily complete the required probationary period in the supervisory or managerial position;

(e) Termination of a term appointment on its expiration date or otherwise in accordance with the terms of the appointment;

(f) Termination of a temporary appointment;

(g) Reduction in grade or pay as a result of a position classification action affecting the employee's position;

(h) Demotion as a result of change in classification standards or error in the application of either of the following:

(1) Classification or qualification standards; or

(2) Time-in-grade requirements for promotion;

(i) The separation of an employee or a change in an employee's position, rank, grade, or pay as a result of an adverse action; or

(j) Separation of an employee who is not within reach for release from his or her competitive level for refusal to accept a reassignment either to a vacant position or to an encumbered position in his or her competitive level through displacement action.

1800.7

The inclusion of probationary, temporary, or intermittent employees in tenure categories or for other purposes under this chapter related to reduction in force retention procedures shall not be deemed to establish or attribute any rights or entitlements, substantive or procedural, to any employee that is not otherwise specifically established under law or regulation.

D.C. Mun. Regs. tit. 8, r. 8-A1800

Final Rulemaking published at 42 DCR 1210 (March 10, 1995) incorporating by reference the text of Proposed Rulemaking published at 42 DCR 884 (February 17, 1995)