D.C. Mun. Regs. tit. 8, r. 8-B1801

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

Rule 8-B1801 - REDUCTION IN FORCE: ALTERNATIVE ACTIONS

1801.1

The President and each vice president, dean, department chair, and director shall be responsible for planning work and organizing the work force within his or her area of supervision to accomplish the work program within available resources.

1801.2

The President may determine that any one (1) or more the following alternative actions will be taken prior to implementing a reduction in force when that action is in the best interests of the University and is consistent with the goals or reasons for a proposed reduction in force:

(a) Job sharing or reduced working hours, in accordance with the provisions of § 1801.3;

(b) Reassignment of qualified employees who are employed in positions that are to be eliminated under a reduction in force to vacant positions in any work unit which have been determined to be essential to the continued operation of the University;

(c) Filling vacancies with temporary employees to perform essential work, or contracting out essential work, until the reduction in force occurs;

(d) Freezing vacancies when reductions in funds are anticipated;

(e) Furloughing employees when temporary reductions in expenditures are required; or

(f) Other actions that will reduce the need for a reduction in force that are consistent with the best interests of the University.

1801.3

An employee may be assigned to share a position (Job sharing, as defined in § 1899) or may be assigned to fill a position with reduced working hours (as defined in § 1899) if the following conditions are met:

(a) The employee is not serving under an appointment with a specific time limitation; and

(b) The employee has voluntarily requested the assignment in response to the agency's request for volunteers for job sharing or working reduced working hours in order to preclude conducting, or to minimize the adverse impact of, a reduction in force.

1801.4

The University may, in order to minimize the adverse impact of a reduction in force, offer a released employee a vacant position for which he or she qualifies.

1801.5

An employee under consideration for reassignment may submit additional information or documents related to his or her qualifications for the position to which reassignment is being considered . Additional information provided by the employee shall be verified prior to use in making a reassignment.

D.C. Mun. Regs. tit. 8, r. 8-B1801