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D.C. Municipal Regulations (Last Updated: September 13, 2017) |
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Title 21. WATER AND SANITATION |
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Chapter 21-52. D.C. WATER AND SEWER AUTHORITY PERSONNEL REGULATIONS |
Section 21-5205. COMPENSATION AND BENEFITS
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5205.1Benefits
(a)Full-Time Regular employees may be eligible for medical, life and other benefits offered by the Authority and benefits mandated by federal and District of Columbia laws.
(b)At-Will employees may be eligible for medical, life and other benefits offered by the Authority and benefits mandated by federal and District of Columbia laws.
(c)Interns, part-time and temporary employees are ineligible for Authority benefits except as required by applicable federal and District of Columbia laws.
5205.2Responsibility for Salary Administration
(a)When appropriate, the Authority's compensation decisions will be based on the Authority's overall financial condition and a review of pay ranges for similar jobs in the labor market.
(b)The Human Resources Department is responsible for reviewing compensation and for evaluating and assigning a job grade and salary range to each job category. It is the policy of the Authority that job grades and salary ranges be commensurate with each position's responsibilities and performance requirements. The Authority will be guided by the principle of equal pay for equal work. The Human Resources Department is responsible for developing and administering a job evaluation program, including regular review and reevaluation of position descriptions.
(c)The salary range for each job description will have a minimum and a maximum value.
5205.3Premium Pay:
(a)The Authority may provide premium pay for hours worked on holidays and Sundays.
(b)The Authority may provide for shift pay differentials.
5205.4Deductions may be made from an employee's wages as required or permitted under the law.
5205.5The General Manager may authorize individual or work group incentive compensation adjustments for outstanding performance, or as recognition for suggestions, work process improvements, operational savings, development of equipment or processes, and the like. The incentive compensation program may include skill-based pay, merit pay, gainsharing, and be in the form of lump sum bonus payments and temporary or permanent adjustments. The General Manager may also award lump sum bonus payments to employees who have demonstrated superior performance
5205.6The Authority may offer health insurance, dental benefits, optical benefits, life insurance, disability coverage, accidental death and dismemberment coverage, and such other benefits as may be determined by the Authority, and may contribute to insurance coverage for employee, depending upon, among other things, the financial status of the Authority.
5205.7An eligible employee who has voluntarily terminated his/her employment and who is rehired within six (6) months of the effective date of his/her resignation may receive full credit for prior employment in determining annual leave accrual, restoration of sick leave balance, eligibility for Authority contributions to the retirement program, and eligibility for other fringe benefits.
5205.8The Authority may reimburse employees for expenses incurred for school or training programs which are related to the employee's present work requirements, or constitute continuing education in the employee's field, or for career development. Reimbursement may be made for tuition, books and travel expenses, subject to the following conditions:
(a)The training or educational program must be pre-approved by the Authority in the manner required by the Authority in order to be eligible for reimbursement.
(b)The amount and conditions of reimbursement payments shall be determined by the General Manager or his designee.