reglab/housing_qa huggingface dataset:
DC Code § 1-615.56 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XV-A - Whistleblower Protection|§ 1-615.56. Election of remedies

(a) The institution of a civil action pursuant to § 1-615.54 shall preclude an employee from pursuing any administrative remedy for the same cause of action from the Office of Employee Appeals or from an arbitrator pursuant to a negotiated grievance and arbitration procedure or an employment contract. (b) An employee may bring a civil action pursuant to § 1-615.54 if the aggrieved employee has had a final determination on the same cause of action from the Office of Employee Appeals or from an arbitrator pursuant to a negotiated grievance and arbitration procedure or an employment contract. (c) Except as provided in subsections (a) and (b) of this section, nothing in this subchapter shall diminish the rights and remedies of an employee pursuant to any other federal or District law.  (Mar. 3, 1979, D.C. Law 2-139, § 1556; as added Oct. 7, 1998, D.C. Law 12-160, § 102(c), 45 DCR 5147; Apr. 12, 2000, D.C. Law 13-91, § 109(b), 47 DCR 520; Mar. 11, 2010, D.C. Law 18-117, § 2(e), 57 DCR 896.)  Prior Codifications 1981 Ed., § 1-616.16. Effect of Amendments D.C. Law 13-91 validated a previously made technical amendment in subsec. (c). D.C. Law 18-117, in subsec. (b), substituted “An employee may bring a civil action” for “No civil action shall be brought”. Emergency Legislation For temporary addition of subchapter, see note to § 1-615.51.
DC Code § 1-615.57 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XV-A - Whistleblower Protection|§ 1-615.57. Posting of notice

The District shall conspicuously display notices of employee protections and obligations under this subchapter in each personnel office and in other public places, and shall use all other appropriate means to keep all employees informed, including but not limited to the inclusion of annual notices of employee protections and obligations under this subchapter with employee tax reporting documents and in a letter provided to employees upon commencement of employment.  (Mar. 3, 1979, D.C. Law 2-139, § 1557; as added Oct. 7, 1998, D.C. Law 12-160, § 102(c), 45 DCR 5147; Apr. 12, 2000, D.C. Law 13-91, § 109(c), 47 DCR 520; Mar. 11, 2010, D.C. Law 18-117, § 2(f), 57 DCR 896.)  Prior Codifications 1981 Ed., § 1-616.17. Effect of Amendments D.C. Law 13-91 validated a previously made technical amendment. D.C. Law 18-117 substituted “reporting documents and in a letter provided to employees upon commencement of employment” for “reporting documents”. Emergency Legislation For temporary addition of subchapter, see note to § 1-615.51.
DC Code § 1-615.58a (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XV-A - Whistleblower Protection|§ 1-615.58a. Salary restriction for interfering with Council whistleblowers

District funds shall not be available for the payment of the salary of any officer or employee of the District who: (1) Prohibits or prevents, or attempts or threatens to prohibit or prevent, any other officer or employee of the District from having any direct oral or written communication or contact with any member, committee, or subcommittee of the Council in connection with any matter pertaining to the employment of the other officer or employee or pertaining to the department or agency of the other officer or employee in any way, irrespective of whether the communication or contact is at the initiative of the other officer or employee or in response to the request or inquiry of the member, committee, or subcommittee, of the Council except where the communication or contact would be unlawful; or (2) Removes; suspends from duty without pay; demotes; reduces in rank, seniority, status, pay, or performance rating; denies promotion to; relocates; reassigns; transfers; disciplines; or discriminates in regard to any employment right, entitlement, or benefit, or any term or condition of employment, of any other officer or employee of the District, or attempts or threatens to commit any of the foregoing actions with respect to the other officer or employee, by reason of any communication or contact of the other officer or employee with any member, committee, or subcommittee of the Council as described in paragraph (1) of this section.  (Mar. 3, 1979, D.C. Law 2-139, § 1558a; as added Mar. 11, 2010, D.C. Law 18-117, § 2(g), 57 DCR 896.)
DC Code § 1-615.59 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XV-A - Whistleblower Protection|§ 1-615.59. Applicability

This subchapter shall apply to actions taken after July 13, 1998.  (Mar. 3, 1979, D.C. Law 2-139, § 1559; as added Oct. 7, 1998, D.C. Law 12-160, § 102(c), 45 DCR 5147.)  Prior Codifications 1981 Ed., § 1-616.19. Emergency Legislation For temporary addition of subchapter, see note to § 1-615.51.
DC Code § 1-616.01 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XVI - Adverse Actions; Grievances. [Repealed]|§ 1-616.01. Adverse actions. [Repealed]

Repealed.  (Mar. 3, 1979, D.C. Law 2-139, § 1601, 25 DCR 5740; Sept. 26, 1980, D.C. Law 3-109, § 4(a), 27 DCR 3785; Sept. 5, 1985, D.C. Law 6-19, § 14(a), 32 DCR 3590; Feb. 24, 1987, D.C. Law 6-177, § 3(t), 33 DCR 7241; Mar. 24, 1990, D.C. Law 8-98, § 2, 37 DCR 1058; May 15, 1990, D.C. Law 8-128, § 2(a), 37 DCR 2099; Aug. 1, 1996, D.C. Law 11-152, § 302(s), 43 DCR 2978; June 10, 1998, D.C. Law 12-124, § 101(r), 45 DCR 2464.)  Prior Codifications 1981 Ed., § 1-617.1. 1973 Ed., § 1-346.1. Cross References Office of police complaints, authority, complaint processing procedures, see § 5-1107. Office of police complaints, referral to the United States Attorney, see § 5-1109. Procurement, criteria for Council review of multiyear contracts and contracts in excess of $1 million, see § 2-301.05a. Emergency Legislation For temporary amendment of § 401 of the Omnibus Personnel Reform Amendment Act of 1998 (D.C. Law 12-124), see § 2 of the Personnel Reform Technical Amendment Emergency Act of 1998 (D.C. Act 12-520, December 4, 1998, 45 DCR 9049). Editor's Notes Applicability of § 101(r) of D.C. Law 12-124: Section 401(c) of D.C. Law 12-124, as amended by § 60 of D.C. Law 12-264, provided that § 101(h), (l), (m), (n), (o)(2) through (5), (q), (r), (t), (u), (w), and (y) of the act shall apply as of October 21, 1998.
DC Code § 1-616.02 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XVI - Adverse Actions; Grievances. [Repealed]|§ 1-616.02. Grievances. [Repealed]

Repealed.  (Mar. 3, 1979, D.C. Law 2-139, § 1602, 25 DCR 5740; Feb. 24, 1987, D.C. Law 6-177, § 3(u), 33 DCR 7241; May 15, 1990, D.C. Law 8-128, § 2(b), 37 DCR 2099; Aug. 1, 1996, D.C. Law 11-152, § 302(t), 43 DCR 2978; June 10, 1998, D.C. Law 12-124, § 101(r), 45 DCR 2464.)  Prior Codifications 1981 Ed., § 1-617.2. 1973 Ed., § 1-346.2. See Historical and Statutory Notes following § 1-603.01. Editor's Notes Applicability of § 101(r) of D.C. Law 12-124: Section 401(c) of D.C. Law 12-124, as amended by § 60 of D.C. Law 12-264, provided that § 101(h), (l), (m), (n), (o)(2) through (5), (q), (r), (t), (u), (w), and (y) of the act shall apply as of October 21, 1998. See note to § 1-616.01.
DC Code § 1-616.03 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XVI - Adverse Actions; Grievances. [Repealed]|§ 1-616.03. Procedures and appeals. [Repealed]

Repealed.  (Mar. 3, 1979, D.C. Law 2-139, § 1603, 25 DCR 5740; May 15, 1990, D.C. Law 8-128, § 2(c), 37 DCR 2099; June 10, 1998, D.C. Law 12-124, § 101(r), 45 DCR 2464.)  Prior Codifications 1981 Ed., § 1-617.3. 1973 Ed., § 1-346.3. Emergency Legislation See Historical and Statutory Notes following § 1-616.01. See Historical and Statutory Notes following § 1-603.01. Editor's Notes Applicability of § 101(r) of D.C. Law 12-124: See Historical and Statutory Notes following § 1-616.01. Applicability of § 101(r) of D.C. Law 12-124: Section 401(c) of D.C. Law 12-124, as amended by § 60 of D.C. Law 12-264, provided that § 101(h), (l), (m), (n), (o)(2) through (5), (q), (r), (t), (u), (w), and (y) of the act shall apply as of October 21, 1998.
DC Code § 1-616.52 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XVI-A - General Discipline and Grievances|§ 1-616.52. Disciplinary grievances and appeals

(a) An official reprimand or a suspension of less than 10 days may be contested as a grievance pursuant to § 1-616.53 except that the grievance must be filed within 10 days of receipt of the final decision on the reprimand or suspension. (b) An appeal from a removal, a reduction in grade, or suspension of 10 days or more may be made to the Office of Employee Appeals. When, upon appeal, the action or decision by an agency is found to be unwarranted by the Office of Employee Appeals, the corrective or remedial action directed by the Office of Employee Appeals shall be taken in accordance with the provisions of subchapter VI of this chapter within 30 days of the OEA decision. (c) A grievance pursuant to subsection (a) of this section or an appeal pursuant to subsection (b) of this section shall not serve to delay the effective date of a decision by the agency. (d) Any system of grievance resolution or review of adverse actions negotiated between the District and a labor organization shall take precedence over the procedures of this subchapter for employees in a bargaining unit represented by a labor organization. If an employee does not pay dues or a service fee to the labor organization, he or she shall pay all reasonable costs to the labor organization incurred in representing such employee. (e) Matters covered under this subchapter that also fall within the coverage of a negotiated grievance procedure may, in the discretion of the aggrieved employee, be raised either pursuant to § 1-606.03, or the negotiated grievance procedure, but not both. (f) An employee shall be deemed to have exercised their option pursuant to subsection (e) of this section to raise a matter either under the applicable statutory procedures or under the negotiated grievance procedure at such time as the employee timely files an appeal under this section or timely files a grievance in writing in accordance with the provision of the negotiated grievance procedure applicable to the parties, whichever event occurs first.  (Mar. 3, 1979, D.C. Law 2-139, § 1652; as added June 10, 1998, D.C. Law 12-124, § 101(s), 45 DCR 2464; Apr. 12, 2000, D.C. Law 13-91, § 108(b), 47 DCR 520.)  Prior Codifications 1981 Ed., § 1-617.52. Section References This section is referenced in § 1-606.07, § 1-616.53, and § 1-616.54. Effect of Amendments D.C. Law 13-91 validated previously made technical amendments in subsecs. (d) and (e). Editor's Notes Applicability of § 101(s) of D.C. Law 12-124: See Historical and Statutory Notes following § 1-616.51.
DC Code § 1-616.53 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XVI-A - General Discipline and Grievances|§ 1-616.53. Grievances

(a) The Mayor, the District of Columbia Board of Education, and the Board of Trustees of the University of the District of Columbia shall issue rules and regulations providing procedures for the prompt handling of grievances of employees and applicants for employment. The grievance system shall be made known to all employees and shall provide for an alternative dispute resolution mechanism. The grievance system shall provide for the expeditious adjustment of grievances and complaints. (b) Except when an employee is grieving a disciplinary action pursuant to § 1-616.52, no employee or applicant shall present a grievance pursuant to this section more than 45 days, not including Saturdays, Sundays, or legal holidays, after the date that the employee knew or should have known of the act or occurrence that is the subject of the grievance.  (Mar. 3, 1979, D.C. Law 2-139, § 1653; as added June 10, 1998, D.C. Law 12-124, § 101(s), 45 DCR 2464.)  Prior Codifications 1981 Ed., § 1-617.53. Section References This section is referenced in § 1-603.01 and § 1-616.52. Editor's Notes Applicability of § 101(s) of D.C. Law 12-124: See Historical and Statutory Notes following § 1-616.51.
DC Code § 1-617.02 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XVII - Labor-Management Relations|§ 1-617.02. Labor-management relations program established; contents; impasse resolution

(a) The Public Employee Relations Board (hereinafter in this subchapter referred to as the “Board”) shall issue rules and regulations establishing a labor-management relations program to implement the policy set forth in this subchapter. (b) The labor-management relations program shall include: (1) A system for the orderly resolution of questions concerning the recognition of majority representatives of employees; (2) The resolution of unfair labor practice allegations; (3) The protection of employee rights as set forth in § 1-617.06; (4) The right of employees to participate through their duly-designated exclusive representative in collective bargaining concerning terms and conditions of employment as may be appropriate under this chapter and rules and regulations issued pursuant thereto; (5) The scope of bargaining; (6) The resolution of negotiation impasses concerning matters appropriate for collective bargaining; and (7) Any other matters which affect employee-employer relations. (c) Impasse resolution machinery may include, but need not be limited to, the following: (1) Mediation; (2) Fact-finding; (3) Advisory arbitration; (4) Request for injunction; (5) Binding arbitration; (6) Final best offer binding arbitration; and (7) Final best offer binding arbitration item by item on noncompensation matters. (d) If, after a reasonable period of negotiation concerning the terms and conditions of employment to be incorporated in a collective bargaining agreement, further negotiation appears to be unproductive to the Board, an impasse shall be deemed to have occurred. Where deemed appropriate, impasse resolution procedures may be conducted by the Board, its staff or third parties chosen either by the Board or by the mutual concurrence of the parties to the dispute. Impasse resolution machinery may be invoked by either party or on application of the Board. The choice of the form(s) of impasse resolution machinery to be utilized in a particular instance shall be the prerogative of the Board, after appropriate consultation with the interested parties. In considering the appropriate award for each impasse item to be resolved, any third party shall consider at least the following criteria: (1) Existing laws and rules and regulations which bear on the item in dispute; (2) Ability of the District to comply with the terms of the award; (3) The need to protect and maintain the public health, safety and welfare; and (4) The need to maintain personnel policies that are fair, reasonable, and consistent with the objectives of this chapter.  (Mar. 3, 1979, D.C. Law 2-139, § 1702, 25 DCR 5740.)  Prior Codifications 1981 Ed., § 1-618.2. 1973 Ed., § 1-347.2. Section References This section is referenced in § 1-605.02.
DC Code § 1-617.03 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XVII - Labor-Management Relations|§ 1-617.03. Standards of conduct for labor organizations

(a) Recognition shall be accorded only to a labor organization that is free from corrupt influences and influences opposed to basic democratic principles. A labor organization must certify to the Board that its operations mandate the following: (1) The maintenance of democratic provisions for periodic elections to be conducted subject to recognized safeguards and provisions defining and securing the right of individual members to participate in the affairs of the organization, to fair and equal treatment under the governing rules of the organization, and to fair process in disciplinary proceedings; (2) The exclusion from office in the organization of any person identified with corrupt influences; (3) The prohibition of business or financial interests on the part of organization officers and agents which conflict with their duty to the organization and its members; (4) Fair elections; and (5) The maintenance of fiscal integrity in the conduct of the affairs of the organization, including provision for accounting and financial controls and regular financial reports or summaries to be made available to members. (b) The Board may accept any of the following as evidence that a labor organization’s operations meet the requirements of subsection (a) of this section: (1) A statement in writing that the labor organization is a member of the American Federation of Labor-Congress of Industrial Organizations and is governed by and subscribes to the American Federation of Labor-Congress of Industrial Organizations Codes of Ethical Practice; (2) A copy of the labor organization’s constitution and bylaws which contain explicit provisions covering these standards; (3) A copy of rules and regulations of the organization which have been officially adopted by the membership, which contain explicit provisions covering these standards; or (4) An official certification in writing from a labor organization stating that the labor organization subscribes to the standards of conduct for labor organizations, as set forth in this section. (c) The Board shall prescribe the rules and regulations needed to effect this section. Any complaint of a violation of this section shall be filed with the Board.  (Mar. 3, 1979, D.C. Law 2-139, § 1703, 25 DCR 5740.)  Prior Codifications 1981 Ed., § 1-618.3. 1973 Ed., § 1-347.3.
DC Code § 1-617.04 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XVII - Labor-Management Relations|§ 1-617.04. Unfair labor practices

(a) The District, its agents, and representatives are prohibited from: (1) Interfering with, restraining, or coercing any employee in the exercise of the rights guaranteed by this subchapter; (2) Dominating, interfering, or assisting in the formation, existence or administration of any labor organization, or contributing financial or other support to it, except that the District may permit employees to negotiate or confer with it during working hours without loss of time or pay; (3) Discriminating in regard to hiring or tenure of employment or any term or condition of employment to encourage or discourage membership in any labor organization, except as otherwise provided in this chapter; (4) Discharging or otherwise taking reprisal against an employee because he or she has signed or filed an affidavit, petition, or complaint or given any information or testimony under this subchapter; or (5) Refusing to bargain collectively in good faith with the exclusive representative. (b) Employees, labor organizations, their agents, or representatives are prohibited from: (1) Interfering with, restraining, or coercing any employees or the District in the exercise of rights guaranteed by this subchapter; (2) Causing or attempting to cause the District to discriminate against an employee in violation of § 1-617.06; (3) Refusing to bargain collectively in good faith with the District if it has been designated in accordance with this chapter as the exclusive representative of employees in an appropriate unit; (4) Engaging in a strike, or any other form of unauthorized work stoppage or slowdown, or in the case of a labor organization, its agents, or representatives condoning any such activity by failing to take affirmative action to prevent or stop it; and (5) Engaging in a strike or refusal to handle goods or perform services, or threatening, coercing or restraining any person with the object of forcing or requiring any person to cease, delay, or stop doing business with any other person or to force or to require an employer to recognize for recognition purposes a labor organization not recognized pursuant to the procedures set forth in § 1-617.06.  (Mar. 3, 1979, D.C. Law 2-139, § 1704, 25 DCR 5740; Sept. 18, 1998, D.C. Law 12-151, § 2(c), 45 DCR 4043; Oct. 1, 2002, D.C. Law 14-190, § 3832(b), 49 DCR 6968.)  Prior Codifications 1981 Ed., § 1-618.4. 1973 Ed., § 1-347.4. Effect of Amendments D.C. Law 14-190, in subsec. (a)(1), inserted “with” after “Interfering”. Emergency Legislation For temporary (90 day) amendment of section, see § 3732(b) of Fiscal Year 2003 Budget Support Emergency Act of 2002 (D.C. Act 14-453, July 23, 2002, 49 DCR 8026).
DC Code § 1-617.05 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XVII - Labor-Management Relations|§ 1-617.05. Strikes prohibited

It shall be unlawful for any District government employee or labor organization to participate in, authorize, or ratify a strike against the District.  (Mar. 3, 1979, D.C. Law 2-139, § 1705, 25 DCR 5740.)  Prior Codifications 1981 Ed., § 1-618.5. 1973 Ed., § 1-347.5.
DC Code § 1-617.06 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XVII - Labor-Management Relations|§ 1-617.06. Employee rights

(a) All employees shall have the right: (1) To organize a labor organization free from interference, restraint, or coercion; (2) To form, join, or assist any labor organization or to refrain from such activity; (3) To bargain collectively through representatives of their own choosing as provided in this subchapter; and (4) To refrain from any or all such activities under paragraphs (1), (2), and (3) of this subsection, except to the extent that such right may be affected by an agreement requiring membership in a labor organization as a condition of employment as authorized in § 1-617.11. (b) Notwithstanding any other provision in this chapter, an individual employee may present a grievance at any time to his or her employer without the intervention of a labor organization: Provided, however, that the exclusive representative is afforded an effective opportunity to be present and to offer its view at any meetings held to adjust the complaint. Any employee or employees who utilize this avenue of presenting personal complaints to the employer may not do so under the name, or by representation, of a labor organization. Adjustments of grievances must be consistent with the terms of the applicable collective bargaining agreement. Where the employee is not represented by the union with exclusive recognition for the unit, no adjustment of a grievance shall be considered as a precedent or as relevant either to the interpretation of the collective bargaining agreement or to the adjustment of other grievances.  (Mar. 3, 1979, D.C. Law 2-139, § 1706, 25 DCR 5740; Oct. 1, 2002, D.C. Law 14-190, § 3832(c), 49 DCR 6968.)  Prior Codifications 1981 Ed., § 1-618.6. 1973 Ed., § 1-347.6. Section References This section is referenced in § 1-617.02 and § 1-617.04. Effect of Amendments D.C. Law 14-190, in subsec. (a), made nonsubstantive changes in pars. (2) and (3), and added par. (4). Emergency Legislation For temporary (90 day) amendment of section, see § 3732(c) of Fiscal Year 2003 Budget Support Emergency Act of 2002 (D.C. Act 14-453, July 23, 2002, 49 DCR 8026).