D.C. Mun. Regs. tit. 8, r. 8-B1506

Current through Register Vol. 72, No. 2, January 10, 2025

Rule 8-B1506 - CORRECTIVE ACTION: WRITTEN REPRIMAND

1506.1

A Corrective Action is a Written Reprimand or a Suspension of less than ten (10) days.

1506.2

When counseling (admonishing or warning) fails to correct conduct or performance issues, or where such 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, one formal response is a Written Reprimand, and it represents a corrective action.

1506.3

A Written Reprimand is a document issued by the Proposing Official that identifies specific conduct and/or performance deficiencies by an employee. At a minimum, a Written Reprimand includes:

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

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

(c) A brief narrative describing how the employee should conduct himself or herself prospectively to correct the conduct and/or performance deficiency;

(d) The potential consequences if the conduct and/or performance requirements are not met;

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

(f) Notification to the employee of his or her right to grieve the Final Administrative Decision pursuant to the provisions of this chapter or any applicable labor agreement, but not both.

1506.4

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

1506.5

Within fifteen (15) days of receipt of the Written Reprimand, an employee may elect to submit a written response to the Deciding Official.

(a) An employee's written response may clarify, expand on, or take exception to the statements or conclusions made in the Written Reprimand. Once submitted, the response will be maintained and treated as an attachment to the Written Reprimand.

1506.6

The Deciding Official will consider any written response submitted by the employee. The Deciding Official may sustain, modify, or rescind the Written Reprimand, based on the employee's response, and will issue a written determination within fourteen (14) days of receipt of the employee's response.

1506.7

If the Written Reprimand is modified, it will be served on the employee, who will be provided an opportunity to submit a supplemental response consistent with § 1506.4.

1506.8

Unless modified or rescinded pursuant to § 1506.5, a Written Reprimand will constitute the Final Administrative Decision upon either the issuance of the Deciding Official's final determination, or the expiration of t he fifteen (15) day employee response period as specified in § 1506.4, whichever is later.

1506.9

A Written Reprimand may be considered in determining whether additional and/or more severe disciplinary action is warranted in any subsequent instances of conduct or performance deficiencies when such disciplinary action is initiated within three (3) years of t he Written Reprimand.

D.C. Mun. Regs. tit. 8, r. 8-B1506

Final Rulemaking published at 64 DCR 12703 (12/15/2017)