reglab/housing_qa huggingface dataset:
DC Code § 1-614.02 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XIV - Performance-Rating Plans. [Repealed]|§ 1-614.02. Content requirements. [Repealed]

Repealed.  (Mar. 3, 1979, D.C. Law 2-139, § 1402, 25 DCR 5740; June 10, 1998, D.C. Law 12-124, § 101(q), 45 DCR 2464.)  Prior Codifications 1981 Ed., § 1-615.2. 1973 Ed., § 1-344.2. Editor's Notes Applicability of § 101(q) of D.C. Law 12-124: See Historical and Statutory Notes following § 1-614.01.
DC Code § 1-614.03 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XIV - Performance-Rating Plans. [Repealed]|§ 1-614.03. Ratings. [Repealed]

Repealed.  (Mar. 3, 1979, D.C. Law 2-139, § 1403, 25 DCR 5740; June 10, 1998, D.C. Law 12-154, § 101(q), 45 DCR 2464.)  Prior Codifications 1981 Ed., § 1-615.3. 1973 Ed., § 1-344.3. Editor's Notes Applicability of § 101(q) of D.C. Law 12-124: See Historical and Statutory Notes following § 1-614.01.
DC Code § 1-614.04 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XIV - Performance-Rating Plans. [Repealed]|§ 1-614.04. Review of ratings. [Repealed]

Repealed.  (Mar. 3, 1979, D.C. Law 2-139, § 1404, 25 DCR 5740; Mar. 5, 1981, D.C. Law 3-158, § 10(i), 27 DCR 5127; Sept. 26, 1995, D.C. Law 11-52, § 803(a), 42 DCR 3684; June 10, 1998, D.C. Law 12-124, § 101(q), 45 DCR 2464.)  Prior Codifications 1981 Ed., § 1-615.4. 1973 Ed., § 1-344.4. Editor's Notes Applicability of § 101(q) of D.C. Law 12-124: See Historical and Statutory Notes following § 1-614.01.
DC Code § 1-614.05 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XIV - Performance-Rating Plans. [Repealed]|§ 1-614.05. Other rating procedures prohibited; exception. [Repealed]

Repealed.  (Mar. 3, 1979, D.C. Law 2-139, § 1405, 25 DCR 5740; May 16, 1995, D.C. Law 11-16, § 2(a), 42 DCR 1394; June 10, 1998, D.C. Law 12-124, § 101(q), 45 DCR 2464.)  Prior Codifications 1981 Ed., § 1-615.5. 1973 Ed., § 1-344.5. Editor's Notes Applicability of § 101(q) of D.C. Law 12-124: See Historical and Statutory Notes following § 1-614.01.
DC Code § 1-614.11 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XIV-A - Managers Accountability|§ 1-614.11. Definitions

For the purposes of this subchapter, the term: (1) “Agency” means any office, department, division, board, commission, or other agency of the District government, including both subordinate agency and independent agency, required by law or by the Mayor or Council to administer any law or any rule adopted under the authority of a law. The term “agency” does not include the Superior Court of the District of Columbia or the District of Columbia Court of Appeals. (2) “Performance measures” means the methods of gauging the outcomes and outputs of publicly funded activities through procedures and devices, including, but not limited to, existing agency records, citizen surveys, and trained observer ratings. (3) “Performance plan” means the strategic description of how an agency’s mission and goals will be accomplished and shall consist of functions, activities, operations, and projects and both qualitative and quantitative measures required for effective implementation. The performance plan shall also include the following: (A) Mission statement: A statement of central purpose of the organizational entity; (B) Objectives: Broad statements of the desired benefits from the performance of the central purpose; and (C) Goals: Target levels of performance expressed as a tangible, measurable objective, against which actual achievement can be compared, including a goal expressed as a quantitative standard, value, or rate. (4) “Performance report” means the annual device by which District agencies report to the Council on the progress of management employees and other personnel toward achieving the objectives and goals in the performance plan. (5) “Management employee” means any person whose functions include responsibility for project management and supervision of staff and the achievement of the project’s overall goals and objectives. (6) “Nonmanagement personnel” means any person whose functions do not include responsibility for project management or supervision of staff, and are subject to the control and supervision by management employees. (7) “Significant activities” means activities that are central to the functions, goals, and services of the agency, program, or project. (8) “Publicly funded” or “public funds” means support by any governmental source.  (Mar. 3, 1979, D.C. Law 2-139, § 1411; as added May 16, 1995, D.C. Law 11-16, § 2(b), 42 DCR 1394; Apr. 12, 2000, D.C. Law 13-91, § 106, 47 DCR 520.)  Prior Codifications 1981 Ed., § 1-615.11. Section References This section is referenced in § 1-609.52, § 1-609.58, and § 4-1345.03. Effect of Amendments D.C. Law 13-91, in subd. (3)(C), substituted “measurable” for “measureable”.
DC Code § 1-614.12 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XIV-A - Managers Accountability|§ 1-614.12. Performance plan

(a) Not later than January 1, 1996, and coincident with annual budget submissions to the Council in succeeding years, each agency of the District of Columbia shall develop and submit to the Council a performance plan that covers all publicly funded activities of the agency. (b) The performance plan shall state measurable, objective performance goals and objectives for all significant activities of the government of the District of Columbia, including activities supported in whole or in part by public funds, but performed in whole or in part by some other public or private entity. (c) Control center and responsibility center budgetary information shall be organized along specific program lines with corresponding statements of goals and objectives included in the performance plan. (d) For each agency and major program covered by the performance plan, there shall be one or more measures of performance, that addresses both quantity and quality. The performance measures may include program outputs and activity levels, but should also include measures of program outcomes and results. (e) The performance plan shall state the name and position of the management employees most directly responsible for the achievement of each performance measure, and the immediate supervisor or superior of the management employees. (f) Any change in resources or reprogramming within the agency shall require appropriate revision to the performance plan by the agency.  (Mar. 3, 1979, D.C. Law 2-139, § 1412; as added May 16, 1995, D.C. Law 11-16, § 2(b), 42 DCR 1394; Oct. 19, 2000, D.C. Law 13-172, § 1802, 47 DCR 6308; Oct. 19, 2000, D.C. Law 13-172, § 1802(a), 47 DCR 6308.)  Prior Codifications 1981 Ed., § 1-615.12. Effect of Amendments D.C. Law 13-172 rewrote subsec. (e), which previously read: “For each measure of performance there shall be at least 2 stated objectives, one designated as an acceptable level of performance and the other designated as a superior level of performance. The performance plan shall also state the position, and immediate supervisor or superior of the District of Columbia management employee, and the identity of nonmanagement personnel who are most directly responsible for the achievement of each performance measure.” Emergency Legislation For temporary (90-day) amendment of section, see § 1802(a) of the Fiscal Year 2001 Budget Support Emergency Act of 2000 (D.C. Act 13-376, July 24, 2000, 47 DCR 6574). For temporary (90 day) amendment of section, see § 1802(a) of the Fiscal Year 2001 Budget Support Congressional Review Emergency Act of 2000 (D.C. Act 13-438, October 20, 2000, 47 DCR 8740). Mayor's Orders Government Managers Accountability Act of 1995—FY 96 Performance Report and FY 98 Performance Plan: See Mayor’s Order 97-8, January 14, 1997 ( 44 DCR 490).
DC Code § 1-614.13 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XIV-A - Managers Accountability|§ 1-614.13. Performance report

(a) Not later than January 1, 1997, and on January 15th in subsequent years, each agency of the District of Columbia government shall develop and submit to the Council of the District of Columbia a performance report covering all major programs of the agency. (b) The performance report shall indicate, for each performance measure stated in the previous fiscal year’s performance plan, the actual level of performance as compared to the stated goal or objective for performance. The performance report shall also state the name and position of the management employee or employees most directly responsible for the achievement of each performance measure, and the immediate supervisor or superior of the management employee or employees.  (Mar. 3, 1979, D.C. Law 2-139, § 1413; as added May 16, 1995, D.C. Law 11-16, § 2(b), 42 DCR 1394; Oct. 19, 2000, D.C. Law 13-172, § 1802(b), 47 DCR 6308.)  Prior Codifications 1981 Ed., § 1-615.13. Section References This section is referenced in § 47-308.02. Effect of Amendments D.C. Law 13-172, in subsec. (a), substituted “on January 15th in subsequent years” for “coincident with annual agency budget submissions in subsequent years”; and rewrote subsec. (b), which previously read: “The performance report shall, for each performance measure stated in the previous fiscal year’s performance plan, indicate the actual level of performance achieved as compared to the stated goal or objective for an acceptable level of performance and the goal or objective for a superior level of performance. The performance report shall also state the position and the immediate supervisor or superior of the District of Columbia management employee most directly responsible for the achievement of each performance measure, as well as the names of the nonmanagement personnel responsible for the accomplishment of the performance measure under management’s supervision.” Emergency Legislation For temporary (90-day) amendment of section, see § 1802(b) of the Fiscal Year 2001 Budget Support Emergency Act of 2000 (D.C. Act 13-376, July 24, 2000, 47 DCR 6574). For temporary (90 day) amendment of section, see § 1802(b) of the Fiscal Year 2001 Budget Support Congressional Review Emergency Act of 2000 (D.C. Act 13-438, October 20, 2000, 47 DCR 8740).
DC Code § 1-614.14 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XIV-A - Managers Accountability|§ 1-614.14. Development of plans and reports

(a) Agencies of the District of Columbia shall develop the performance plans and performance reports that are submitted by January 1, 1996, January 1, 1997, and succeeding years in consultation with the Office of the District of Columbia Auditor. (b) The Mayor shall order that the District of Columbia Office of Personnel amend its management and personnel laws and regulations to be in conformance with the provisions of this subchapter. (c) The Office of the District of Columbia Auditor shall conduct an audit of selected performance measures presented in performance reports of certain agencies each fiscal year. (d) The District may invite outside review of the process and the indicators upon the submission of the first performance plan and performance report to obtain recommendations concerning the process and the indicators, and after the initial review, on a biannual basis.  (Mar. 3, 1979, D.C. Law 2-139, § 1414; as added May 16, 1995, D.C. Law 11-16, § 2(b), 42 DCR 1394; Oct. 19, 2000, D.C. Law 13-172, § 2402(b), 47 DCR 6308.)  Prior Codifications 1981 Ed., § 1-615.14. Effect of Amendments D.C. Law 13-172 rewrote subsec. (c), which previously read: “The Office of the District of Columbia Auditor shall conduct an audit of the performance reports of the District of Columbia that are submitted in 1997 and 1998.” Cross References Mayor and Council members, coverage, see § 1-602.02. Organization for personnel management, rules and regulations, see § 1-604.04. Emergency Legislation For temporary (90-day) amendment of section, see § 2402(b) of the Fiscal Year 2001 Budget Support Emergency Act of 2000 (D.C. Act 13-376, July 24, 2000, 47 DCR 6574). For temporary (90 day) amendment of section, see § 2402(b) of the Fiscal Year 2001 Budget Support Congressional Review Emergency Act of 2000 (D.C. Act 13-438, October 20, 2000, 47 DCR 8740).
DC Code § 1-615.01 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XV - Employee Rights and Responsibilities|§ 1-615.01. Declaration of purpose. [Repealed]

Repealed.  (Mar. 3, 1979, D.C. Law 2-139, § 1501, 25 DCR 5740; Oct. 7, 1998, D.C. Law 12-160, § 102(b), 45 DCR 5147.)  Prior Codifications 1981 Ed., § 1-616.1. 1973 Ed., § 1-345.1. Emergency Legislation For temporary repeal of §§ 1-615.01 through 1-615.03, see § 102(b) of the Whistleblower Reinforcement Emergency Amendment Act of 1998 (D.C. Act 12-400, July 13, 1998, 45 DCR 5158) and § 102(b) of the Whistleblower Reinforcement Congressional Review Emergency Amendment Act of 1998 (D.C. Act 12-464, October 28, 1998, 45 DCR 7821).
DC Code § 1-615.02 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XV - Employee Rights and Responsibilities|§ 1-615.02. Employee bill of rights. [Repealed]

Repealed.  (Mar. 3, 1979, D.C. Law 2-139, § 1502, 25 DCR 5740; Oct. 7, 1998, D.C. Law 12-160, § 102(b), 45 DCR 5147.)  Prior Codifications 1981 Ed., § 1-616.2. 1973 Ed., § 1-345.2. Emergency Legislation See Historical and Statutory Notes following § 1-615.01.
DC Code § 1-615.03 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XV - Employee Rights and Responsibilities|§ 1-615.03. Complaints of criminal harassment for appearances and testimony before the Council. [Repealed]

Repealed.  (Mar. 3, 1979, D.C. Law 2-139, § 1503, 25 DCR 5740; Sept. 26, 1990, D.C. Law 8-169, § 2(a), 37 DCR 4835; Oct. 7, 1998, D.C. Law 12-160, § 102(b), 45 DCR 5147.)  Prior Codifications 1981 Ed., § 1-616.3. 1973 Ed., § 1-345.3. Emergency Legislation See Historical and Statutory Notes following § 1-615.01.
DC Code § 1-615.04 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XV - Employee Rights and Responsibilities|§ 1-615.04. Public employees as fiduciaries for consumer protection

(a) For purposes of this section, “consumer protection law” shall include any law intended to protect, or which does in fact protect, individual consumers from unfair, deceptive, or misleading acts or practices; or the nondisclosure of product quality, weight, size, or performance. Any employee who administers, enforces, or implements any health, safety, environmental, or consumer protection law, or any rules and regulations promulgated for the enforcement of such laws, is a fiduciary to any individual or class of individuals intended to be protected, or who are in fact protected, from injury or harm, or risk of injury or harm, by laws, rules and regulations, and, as a fiduciary, is obligated to protect such individual or class of individuals. (b) Any individual or class of individuals may commence a civil action on his or her or their own behalf against any employee or employees in any agency for breach of a fiduciary duty upon showing that said employee or employees by his or her or their acts or omissions has or have exposed said individual or class of individuals to an injury or harm, or risk of injury or harm, from which they are to be protected by the employee or employees. Such action may be brought in the Superior Court of the District of Columbia. The District of Columbia, through the Corporation Counsel, shall defend any employee or employees against whom such action is commenced. Such employee or employees may, however, at his or her or their option, provide for his or her or their own defense. (c) If the Court finds that any employee or employees have breached their fiduciary duty by any act or omission or by any series of acts or omissions, the Court shall do the following: (1) Order performance or cessation of performance, as appropriate; and (2) Take any other appropriate action, including the assessment of fines not to exceed $1,000, against any employee or employees within the agency who has or have breached the duties of the fiduciary relationship.  (Mar. 3, 1979, D.C. Law 2-139, § 1504, 25 DCR 5740.)  Prior Codifications 1981 Ed., § 1-616.4. 1973 Ed., § 1-345.4.
DC Code § 1-615.05 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XV - Employee Rights and Responsibilities|§ 1-615.05. Curbing fraud and conflicts of interest

(a)(1) Any citizen shall have a right to commence a suit in the Superior Court of the District of Columbia on behalf of the District government to recover funds which have been improperly paid by the District government while there exists any conflict of interest on the part of the employee or employees directly or indirectly responsible for such payment. (2) It shall be an affirmative defense to any action under this section that the defendant did not know or have reason to know of the conflict of interest. (b) Any citizen who commences a suit under this section shall be entitled to 10 percent of the amount recovered for the District. The prevailing party shall recover reasonable attorney’s fees and other costs incidental to the action. (c) The right of a citizen to commence and maintain a suit under this section shall continue notwithstanding any action taken by the Corporation Counsel or any United States attorney: Provided, however, that if the District shall first commence suit, a citizen may not commence a suit under this section: Provided, further, however, that if the District shall fail to carry on such suit with due diligence within a period of 6 months or within such additional time as the Court may allow, a citizen may commence a suit under this section and such suit shall continue notwithstanding any action taken by the Corporation Counsel or any United States attorney.  (Mar. 3, 1979, D.C. Law 2-139, § 1505, 25 DCR 5740.)  Prior Codifications 1981 Ed., § 1-616.5. 1973 Ed., § 1-345.5.
DC Code § 1-615.51 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XV-A - Whistleblower Protection|§ 1-615.51. Findings and declaration of purpose

The Council finds and declares that the public interest is served when employees of the District government are free to report waste, fraud, abuse of authority, violations of law, or threats to public health or safety without fear of retaliation or reprisal. Accordingly, the Council declares as its policy to: (1) Enhance the rights of District employees to challenge the actions or failures of their agencies and to express their views without fear of retaliation through appropriate channels within the agency, complete and frank responses to Council inquiries, free access to law enforcement officials, oversight agencies of both the executive and legislative branches of government, and appropriate communication with the public; (2) Ensure that acts of the Council enacted to protect individual citizens are properly enforced; (3) Provide new rights and remedies to guarantee and ensure that public offices are truly public trusts; (4) Hold public employees personally accountable for failure to enforce the laws and for negligence in the performance of their public duties; (5) Ensure that rights of employees to expose corruption, dishonesty, incompetence, or administrative failure are protected; (6) Guarantee the rights of employees to contact and communicate with the Council and be protected in that exercise; (7) Protect employees from reprisal or retaliation for the performance of their duties; and (8) Motivate employees to do their duties justly and efficiently.  (Mar. 3, 1979, D.C. Law 2-139, § 1551; as added Oct. 7, 1998, D.C. Law 12-160, § 102(c), 45 DCR 5147.)  Prior Codifications 1981 Ed., § 1-616.11. Section References This section is referenced in § 2-534. Emergency Legislation For temporary addition of subchapter, see § 102(c) of the Whistleblower Reinforcement Emergency Amendment Act of 1998 (D.C. Act 12-400, July 13, 1998, 45 DCR 5158) and § 102(c) of the Whistleblower Reinforcement Congressional Review Emergency Amendment Act of 1998 (D.C. Act 12-464, October 28, 1998, 45 DCR 7821). Editor's Notes For whistleblower protection for employees of contracts and instrumentalities, see § 2-223.01 et seq.
DC Code § 1-615.53 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XV-A - Whistleblower Protection|§ 1-615.53. Prohibitions

(a) A supervisor shall not take, or threaten to take, a prohibited personnel action or otherwise retaliate against an employee because of the employee’s protected disclosure or because of an employee’s refusal to comply with an illegal order. (b) Except in cases where the communication would be unlawful, a person shall not interfere with or deny the right of employees, individually or collectively, to furnish information to the Council, a Council committee, or a Councilmember.  (Mar. 3, 1979, D.C. Law 2-139, § 1553; as added Oct. 7, 1998, D.C. Law 12-160, § 102(c), 45 DCR 5147; Mar. 11, 2010, D.C. Law 18-117, § 2(b), 57 DCR 896.)  Prior Codifications 1981 Ed., § 1-616.13. Section References This section is referenced in § 1-615.54 and § 1-615.55. Effect of Amendments D.C. Law 18-117 rewrote the section, which had read as follows: “A supervisor shall not threaten to take or take a prohibited personnel action or otherwise retaliate against an employee because of the employee’s protected disclosure or because of an employee’s refusal to comply with an illegal order.” Emergency Legislation For temporary addition of subchapter, see note to § 1-615.51.
DC Code § 1-615.55 (2021)
2021 District of Columbia Code|Title 1 - Government Organization|Chapter 6 - Merit Personnel System|Subchapter XV-A - Whistleblower Protection|§ 1-615.55. Disciplinary actions; fine

(a) As part of the relief ordered in an administrative, arbitration or judicial proceeding, any person who is found to have violated § 1-615.53 or § 2-223.02 shall be subject to appropriate disciplinary action including dismissal. (b) As part of the relief ordered in a judicial proceeding, any person who is found to have violated § 1-615.53 or § 2-223.02 shall be subject to a civil fine not to exceed $10,000.  (Mar. 3, 1979, D.C. Law 2-139, § 1555; as added Oct. 7, 1998, D.C. Law 12-160, § 102(c), 45 DCR 5147; Mar. 11, 2010, D.C. Law 18-117, § 2(d), 57 DCR 896.)  Prior Codifications 1981 Ed., § 1-616.15. Effect of Amendments D.C. Law 18-117 rewrote the section, which had read as follows: “(a) As part of the relief ordered in an administrative, arbitration or judicial proceeding, any supervisor, including any manager, department director, or other District official, who is found to have violated § 1-615.53 shall be subject to appropriate disciplinary action including dismissal. (b) As part of the relief ordered in a proceeding, any supervisor who is found to have violated § 1-615.53 shall be subject to a civil fine not to exceed $1000.” Emergency Legislation For temporary addition of subchapter, see note to § 1-616.51.