EMPLOYEE RIGHTSD.C. Code Section 1-617.01(b) Each employee of the District government has the right, freely and without fear of penalty or reprisal:(1) To form, join, and assist a labor organization or to refrain from this activity;(2) To engage in collective bargaining concerning terms and conditions of employment, as may be appropriate under this law and rules and regulations, through a duly designated majority representative; and(3) To be protected in the exercise of these rights.
LIMITATION OF EMPLOYEE RIGHTS 3D.C. Code Section 1-617.01(d) Subsection (b) of this section does not authorize participation in the management of a labor organization or activity as a representative of such an organization by a supervisor, or management official or by an employee when the participation or activity would result in a conflict of interest or otherwise be incompatible with law or with the official duties of the employee.
PUBLIC EMPLOYEE RELATIONS BOARD 4PERB is an impartial, quasi-judicial, independent agency that resolves labor-management disputes between agencies of the District government and labor organizations representing agency employees. The five-member Board was created pursuant to the District of Columbia Comprehensive Merit Personnel Act (CMPA)
AGENCY FUNCTIONS• Certify and decertify exclusive bargaining representatives• Resolve bargaining impasses• Consider appeals from arbitration awards• Decide unfair labor practices• Conduct hearings and mediations • Enforce the standards of conduct for labor organizations
CONCLUSION P E RB @D C. G O VP L E A SE SE N D U S A N E M A I L T O R E CE I VE U PD AT E S O N P E RB , I N VI TAT I O NS TO T H E M O NT H LY S E CO N D T UE S DAY S T R AI N I N G
Board of Ethics and Government AccountabilityNew Employee Orientation
What We DoInvestigationsEnforcementAdviceEthics Training
District Government Work and EthicsAll District government employees are required to abide by the District’s Code of ConductBEGA interprets and advises on the Code of ConductFailure to adhere to the Code of Conduct may result in a BEGA investigation and fines
Ethical PrinciplesBEGA has issued the Top Ten Ethics PrinciplesWe believe that if District employees incorporate these principles into their work, they will avoid ethics issuesThe principles are based on some of the rules in the District’s Code of ConductYou can find out more about the rules by visiting our website, bega.dc.gov
Ten Principles of Ethical Conduct1. Public office is a public trust2. Avoid financial conflicts of interest3. Avoid representational conflicts of interest4. Avoid gifts and payments from interested parties5. Avoid outside payment for government work
Ten Principles of Ethical Conduct6. Act impartially7. Safeguard government resources8. Safeguard confidential non-public information9. Disclose waste or illegal conduct by government officials to the appropriate authorities10. Abide by revolving door restrictions
Financial Disclosure Statements Public Financial Disclosure Statements are filed with (BEGA) – notice sent in AprilElected Officials, Agency Heads, Employees with salary of Excepted Service 9 or above and that participates in contracting, procurement, grants administration, policymaking, licensing, inspecting, etc.
Financial Disclosure Statements Confidential Financial Disclosure Statements are filed with your agency headEmployees with salary less than Excepted Service 9 but that participate in contracting, procurement, grants administration, policymaking, licensing, inspecting, auditing, etc.
Financial Disclosure Statements Your agency decides, each year, whether you will be designated as a Financial Disclosure Statement filer You can be designated as a filer at any point during your District government tenure ALL FDS FORMS are due on May 15th annually
Contact BEGAVisit bega.dc.gov or email [email protected]
D.C. Office of Human Rights (OHR)66Mia Carey, PhDEducation and Training Specialist441 4th St NW, Suite 570N202-727-4559ohr.dc.gov
Who We Are• Mission:• Eradicate discrimination• Increase equal opportunity• Protect human rights• Established on July 7, 1971 (along with the Commission on Human Rights)• Became an independent agency in 1999• Enforces the D.C. Human Rights Act of 1977 (along with other local and federal laws and statutes)• One of the most comprehensive civil rights laws in the nation• Broader coverage than Title VII (Civil Rights Act of 1964)• Currently have 23 protected traits67
Core Areas of Work: Proactive Arm• Curate policy, educational materials, research-based publications, and other resources that inform the public how civil rights impact and apply to their daily lives• OHR Monthly Newsletter• Community Training• Inclusive Language Guides68Education• Conduct extensive outreach to proactively prevent discrimination• Creatively educate and engage the public on civil rights laws in the District• Tabling at different outreach events• 23 Protected Traits Training• Human Rights Liaison Training• Listening Labs• Office HoursEngagement
Core Areas of Work: Responsive ArmInvestigate, prosecute, and adjudicates complaints filed under DCHRA & other applicable laws• Two-part process:1. Make a probable cause determination• Intake• Alternative Dispute Resolution• Investigation• Letter of Determination2. Proceed to a public hearing if probable cause is found.• OGC prosecutes cases• Administrative Law Judges (ALJs)• Tribunal of Commissioners69EnforcementPrograms build capacity to ensure:• Language Access – equal access to services• Creating Safer Spaces – public safety• Youth Bullying Prevention – educational environments for youth • Safe Bathrooms DC – equal access to bathroom• EEO Training and Compliance ProgramEquity and Compliance Programs
Jurisdiction and Enforcement Areas • Includes:• D.C. Government• Private sector, including non-profits, contractors, etc.• Excludes:• Federal Government, including Metro/WMATA• District of Columbia Courts70OHR’s Jurisdiction1. Educational Institutions2. Employment3. Housing4. Public Accommodations & Government ServicesFour Areas of Enforcement
The 23 Protected Traits in DC by Enforcement Areas71
Discrimination At a Glance – Area of “Employment”72Disparate TreatmentHostile Environment Retaliation Failure to Accommodate• Discharge/Discipline/Constructive Discharge• Refusal to hire/promote• Different terms and conditions• This includes sexual harassment, among others• Engaging in an internal or external complaint• Requesting a reasonable accommodation
Filing a Complaint• It is free and does not require an attorney• Anyone who has been discriminated against in employment, housing, public, accommodations, and educational institutions based on a protected trait in DC• You DO NOT have to be a D.C. resident, but the discrimination must have taken place in D.C.• Your complaint must be filed with OHR within ONE YEAR of the occurrence or discovery of the alleged act• D.C. government employees alleging discrimination must first consult an EEO counselor within 180 days• Federal employees should consult with the U.S. Equal Employment Opportunity Commission73
Current & Former D.C. Employees and Applicants• Must first participate in Equal Employment Opportunity (EEO) Counseling and attempt resolution before filing a formal complaint with OHR• Discrimination claim(s) must be reported to a certified EEO within 180 calendar days• The EEO Counselor has 30 calendar days to seek a solution on an informal basis• You may file formal charges with OHR within 15 calendar days of your final interview with the EEO counselor• Sexual harassment and/or violation of the D.C. Family and Medical Leave Act complaints can go directly to OHR74
Resources• How to File a Complaint:• https://ohr.dc.gov/service/file-discrimination-complaint• Protected Traits• https://ohr.dc.gov/protectedtraits• OHR Fact Sheets• https://ohr.dc.gov/page/office-human-rights-fact-sheets• OHR Guidance's• https://ohr.dc.gov/page/OHRGuidance• OHR Inclusive Language Guides• https://ohr.dc.gov/publication/inclusion-and-equity-resources75
Upcoming OHR Events/Training Follow us on social media @dchumanrights, subscribe to our monthly newsletter, or scan the below code to receive registration links for upcoming training sessions!76
Presented by:oig.dc.govD I S T R I C T O F C O L U M B I AO F F I C E O F T H E I N S P E C T O R G E N E R A LWHAT IS THE OFFICE OF THE INSPECTOR GENERAL?NEW EMPLOY EE OR IENTAT IONMatthew R amosProgram Manager, External Affairs
OFFICE OF THE INSPECTOR GENERAL➢ HOW CAN I CONTACT THE OIG?➢ WHAT ARE YOUR RESPONSIBILITIES?➢ WHAT IS THE MFCU?➢ WHAT IS THE OIG?QUESTIONS TO ANSWER
OFFICE OF THE INSPECTOR GENERALWhat is the OIG?N E W E M P L O Y E E O R I E N T A T I O NOur mission is to independently conduct and supervise audits, inspections, and investigations relating to the programs and operations of the government of the District of Columbia.PROMOTING: PREVENTING AND DETECTING:Daniel W. LucasInspector General
OFFICE OF THE INSPECTOR GENERALWhat is the OIG?N E W E M P L O Y E E O R I E N T A T I O NOutcomes• According to court documents, beginning at least since 2018 and continuing through May 2023, Nivar used the authority of her public office to obtain money from public assistance applicants to which she was not entitled. Nivar preyed on impoverished, largely non-English speaking individuals who lacked the resources to navigate what can be the complicated process of obtaining health care coverage from the government. In 2022, after Nivar understood that law enforcement may have become aware of her scheme, she added an accomplice, a civilian who did not work for the D.C. government, to assist in the extortion scheme.• Investigated by the FBI Washington Field Office and the District of Columbia's Office of Inspector General. Prosecuted by the Fraud, Public Corruption, and Civil Rights Section of the United States Attorneys Office.
OFFICE OF THE INSPECTOR GENERALWhat is the OIG’s MFCU?N E W E M P L O Y E E O R I E N T A T I O NOIG’s Medicaid Fraud Control Unit (MFCU)• MFCUs operate in each of the 50 States, the District of Columbia, Puerto Rico, and the U.S. Virgin Islands. • MFCUs have long been at the forefront of health care fraud enforcement, primarily investigating and prosecuting: Medicaid provider fraud; and Abuse, neglect, and financial exploitation of residents in health care facilities and board and care facilities, and of Medicaid beneficiaries in noninstitutional or other settings.• The DC OIG’s MFCU receives 75% of its funding from the U.S. Department of Health and Human Services under a grant award totaling $2.9 million for FY 2025 . The remaining 25%, totaling $950 thousand for FY 2025, is funded by the District.PREVENTING AND DETECTING:
OFFICE OF THE INSPECTOR GENERALWhat is the OIG’s MFCU?N E W E M P L O Y E E O R I E N T A T I O NOIG MFCU Outcomes• Referred to the OIG MFCU by the District’s Department on Disabilities (DDS), which oversees and coordinates services for residents with disabilities through a network of private and non-profit providers.• According to the court records, the defendant—then employed as a direct support professional at a day program for adults with developmental disabilities– brought two vulnerable adults who suffer from cognitive and developmental disabilities to Walmart. While at Walmart, the defendant coerced the two vulnerable adults under her care into shoplifting items on her behalf. • Investigated by OIG MFCU criminal investigators and prosecuted by the OIG MFCU SAUSA.
OFFICE OF THE INSPECTOR GENERALYour ResponsibilitiesN E W E M P L O Y E E O R I E N T A T I O NDistrict Employees District SupervisorsEach employee of the District government shall make all protected disclosures concerning any violation of law, rule, or regulation, contract, misuse of government resources […] as soon as the employee becomes aware of the violation or misuse of resources 1Each supervisor employed by the District government shall make all protected disclosures involving any violation of law, rule, regulation or contract […] as soon as the supervisor becomes aware of the violation 2District Personnel Manual (DPM) RequirementsEmployees shall immediately and directly report credible violations of the District Code of Conduct and violations of [the District Personnel Manual] to BEGA, the OIG, or both 31 D.C. Official Code § 1–615.58 (7).2 Id. at § (8).3 E-DPM § 1801.1.8383
OFFICE OF THE INSPECTOR [email protected](202) 724-TIPS (8477)WEBSITEoig.dc.gov/HOW TO REPORT:O f f i c e o f t h e I n s p e c t o r G e n e r a lIN-PERSON OR MAIL100 M Street SE, Suite 1000Washington, DC 20003
O U R M I S S I O NO f f i c e o f t h e I n s p e c t o r G e n e r a lCorruption, mismanagement, waste, fraud, and abuse P R E V E N T & D E T E C TEconomy, efficiency, effectiveness, and accountability; P R O M O T EStakeholders about issues relating to District programs and operations;I N F O R MWe independently audit, inspect, and investigate matters pertaining to the District of Columbia government to:Implementation of corrective actions.R E C O M M E N D & T R A C KOFFICE OF THE INSPECTOR GENERAL 85
oig.dc.govD I S T R I C T O F C O L U M B I AO F F I C E O F T H E I N S P E C T O R G E N E R A LFor more information contact:THANK YOU! STAY IN [email protected]/OIGDCx.com/OIGDC facebook.com/OIGDCUse the QR code to sign up for the OIG’s email/text bulletin.bsky.app/profile/oigdc.bsky.socialMatthew Ramos
OFFICE OF RISK MANAGEMENT
OFFICE OF RISK MANAGEMENT (ORM) Responsible for: Occupational Safety and Health (OSH) Follow federal Occupational Safety and Health Administration (OSHA) safety standards in the workplace Public Sector Workers’ Compensation Program (PSWCP) Employees can report incidents online through ERisk: Work-related injuries or illnesses Motor vehicle incidents Unsafe or unhealthy conditions Go to ERisk.dc.gov
SITUATIONAL AWARENESS Be aware of your surroundings Be vigilant when entering/exiting buildings, in parking garages, surrounding areas Don't wear headphones that limit the ability to hear what is going on around you Look up and ahead – not at your phone See Something, Say Something Follow security protocols Don't allow unauthorized access or piggybacking Report lost badges, keys, access cards Report suspicious behavior, activity, or packages Stay calm – Remove yourself from unsafe situations
HOUSEKEEPING Inspect work area to identify potential hazards Keep work areas neat and orderly Prevent slips, trips and falls Eliminate fire hazards Keep walkways, exits, and emergency equipment clear and accessible at all times Use and store materials and equipment properly Store food properly to prevent pest activity Report and clean up spills or leaks Report concerns to your Supervisor
FIRE SAFETY AND EVACUATIONS Be familiar with emergency procedures, location of exits and emergency equipment Keep flammable/combustible materials away from ignition sources Follow evacuation procedures in the event of a fire alarm Evacuate immediately using emergency stairwells Do not use elevators Report immediately to the designated assembly point and check in before leaving assembly point Do not go back to your work area or re-enter the building until the \"All Clear\" is given Inform agency HR if you need evacuation assistance Know when and how to use a fire extinguisher
Consider potential hazards on the job Discuss job safety needs with your supervisor Ask for PPE when needed Use the right tool for the job you are doing Use proper lifting technique Ask for help with oversized items Wear appropriate PPE for the task you are doing Such as gloves, safety glasses, hard hats, respiratory protection Know the proper use, care, and maintenance of PPE Store and Use PPE properly If you don’t know how to complete a task safely, ask your Supervisor!WORK SMART
952026 BENEFITS NEWHIRE ORIENTATION
EMPLOYEE BENEFITSDC EMPLOYEE HEALTH BENEFITS PROGRAM (DCEHBP)FEDERAL EMPLOYEE HEALTH BENEFITS(FEHB)EMPLOYEES HIRED BEFORE OCTOBER 1, 1987 EMPLOYEES HIRED AFTER OCTOBER 1, 1987
EMPLOYEE BENEFITS The District Government offers a comprehensive benefits package. Our benefits program is designed to support many aspects of your life – from health and wellness to income protection and retirement.Medical, Dental, and Vision PlansFlexible Spending AccountsWellness BenefitsGroup Life &Optional Life InsuranceLong-Term Disability (LTD), Short-Term Disability (STD) Insurance
BENEFITS ELIGIBILITYBenefits-eligible employees include:➢ All full-time permanent employees.➢ Part-time permanent employees who generally work at least 30 hours per week.➢ Employees with temporary full-time appointments of at least 13 months who are employed by agencies under authority of the Mayor.➢ Temporary and intermittent employees who work for at least 90 days within a 12-month evaluation period and are paid at least 30-hours per week (HMO health care plan only).Work & Life Insurance Savings
EMPLOYEES MAY ENROLL IN OR CHANGE PLANS: Newly hired/rehired employees should submit their benefit elections in the new hire benefit event section prior to making any other PeopleSoft changes All enrollment changes are to be made through Employee Self Service (ESS), which can be accessed at https://ess.dc.gov on any computer with an internet connection. Employees must upload dependent documentation for covered dependents. Please keep your confirmation statement
MEET ALEX, THE VIRTUAL BENEFITS COUNSELOR!➢ ALEX will ask you a few questions about your health care needs (your answers remain anonymous), crunch some numbers, and recommend a plan that’s best for your personal needs. It’s that easy! ➢ Visit ALEX online at https://start.myalex.com/dchr/.