D.C. Mun. Regs. tit. 8, r. 8-B1599
As used in this chapter the following meanings apply:
Adverse action - a suspension of ten (10) work days or more, or demotion, or a termination.
Cause - a reason that is neither arbitrary nor capricious, such as misconduct or performance deficits, that warrants administrative action, including corrective and adverse actions. The classes of conduct and performance deficits outlined in § 1503 of this chapter constitute cause for corrective and adverse actions.
Conduct - the act, manner or process taken by an employee to carry out duties and responsibilities. This can include the failure to act when required to do so.
Corrective action - a written reprimand or a suspension of less than ten (10) workdays.
Days - calendar days unless otherwise specified.
Deciding Official - an employee's 2nd level manager, or a management official within the employee's chain of command who is designated by the Vice President for Human Resources, who issues a final decision on the proposed corrective action, proposed adverse action, or notice of summary disciplinary action.
Disciplinary action - a corrective or adverse action taken for cause to address an employee's conduct or performance deficiencies.
Final Administrative Decision - a decision rendered by the Deciding Official on a proposed corrective or adverse action or on a summary disciplinary action.
Grievance Official - the Cabinet member to whom the Deciding Official reports, except if the Cabinet member is the Deciding Official, in which case the Grievance Official is the President..
Progressive Discipline Model - refers to the incremental steps to correct either misconduct or systemic performance deficits. Typically, the process may include verbal counseling, corrective action (to include written reprimands and suspensions of less than 10 days) and adverse action (suspensions of ten (10) days or more, demotions and terminations).
Proposing Official - an employee's immediate supervisor, or a management official in the employee's chain of command who is designated by the Vice President for Human Resources, who issue s a written Notice of Proposed Corrective Action, Notice of Proposed Adverse Action or Notice of Summary Disciplinary Action.
Demotion - an involuntary adverse action that changes an employee to a lower grade level, typically with lower pay.
Removal or Termination - the involuntary separation of an employee from University service.
Supervisor - an individual who supervises another employee or his or her activities.
Summary disciplinary action - an action taken to immediately suspend or separate an employee pursuant to § 1510.
Suspension - the temporary placing of an employee in a non-duty, non-pay status.
Written Reprimand - a written, official censure of an employee that is placed in the employee's Official Personnel Folder.
D.C. Mun. Regs. tit. 8, r. 8-B1599