The DC Department of Human Resources announces a series of new rules modernizing the District government’s hours of work and leave policies to promote workforce flexibility and efficiency within District agencies.
The new rules, contained in Chapter 12 of the District Personnel Manual* and published in the DC Register (DCR) on Friday, November 30, 2007, include flexible and compressed scheduling, new funeral and sick leave benefits, and the ability for eligible employees to telecommute.
“We believe these new rules modernize the District government’s leave and scheduling policies and put the District in line with best practices from across the nation,” said DCHR Director Brender L. Gregory. “We are increasing the flexibility for employees but also giving management the tools to provide for strong oversight to prevent abuse while maximizing overall efficiency of employee work product.”
The new policies include:
Flexible Work Schedule (FWS)
Allows an employee to determine his/her own schedule within the designated hours (core hours) set by the employing agency, subject to the approval of agency management.
Compressed Work Schedule (CWS)
Allows an employee to schedule their 40-hour workweek on fewer than five (5) days; working hours in each day of the basic workweek need not be the same; and the basic non-overtime workday may exceed 8 hours, subject to approval by agency management.
Allows an employee to regularly perform officially assigned duties at home or other work sites geographically convenient to the residence of the employee, subject to certain criteria and management approval.
Entitles employee to one day of authorized leave without loss of or reduction in pay, or leave to which otherwise entitled, or credit for time or service (“administrative leave”), to make arrangements for or attend the funeral or memorial service of an immediate relative. Provided that the mission of the agency is not seriously impaired, the agency shall also grant the employee’s request for annual leave, sick leave, exempt time off or compensatory time up to three (3) days upon the death of an immediate relative.
An agency head may restrict an employee from using annual leave whenever there is sufficient evidence that an employee has engaged in a pattern or practice of abuse, such as requesting emergency annual leave in order to avoid certain work shifts or work assignments or consistently requesting emergency annual leave that results in the employee being unavailable immediately preceding or following the employee’s two consecutive days outside of the basic workweek.
Sick leave usage has been expanded to include the following new circumstances:
a. When the employee would jeopardize the health of others by his or her presence on the job because of exposure to a communicable disease (as determined by appropriate health authorities or by a health care provider);
b. When the employee’s absence is required to provide care for a family member who is incapacitated by a medical or mental condition or to attend to a family member receiving medical, dental or optical examination or treatment;
c. When the employee’s absence is required to provide care for a family member with a serious health condition;
d. Because of the birth, or the placement for adoption, of a son or daughter of the employee, and in order to care for such son or daughter; or
e. When the employee is absent because of the death of a family member, provided that such absence shall not exceed three (3) workdays (24 hours), and that the employee provides evidence that is acceptable to the agency.
Sick Leave Restrictions
An agency head may restrict an employee from using sick leave whenever there is sufficient evidence that an employee has engaged in a pattern or practice of abuse, such as:
a. Requesting emergency sick leave in order to avoid certain work shifts or work assignments; or
b. Frequent requests for emergency sick leave that results in the employee being unavailable immediately preceding or following the employee’s consecutive two (2) days outside of the basic workweek.
To review the complete rules, visit the DCHR website under District Personnel Manual.