Section 22-B8101. EMPLOYMENT-AT-WILL

 

8101.1The Human Resources Regulations constitute guidelines for managers to follow in dealing with Human Resources issues and are in no way to be interpreted as a contract or commitment between the PBC and any member of management, administration, or employee. The PBC expressly reserves the right to modify or delete any of the policies contained therein subject to District rulemaking requirements.

 

8101.2Neither the Human Resources Regulations nor the Employee Handbook, nor any other communication (oral or written) by a management representative is intended to, nor does it in any way create a contract of employment.

 

8101.3Nothing in this manual constitutes a promise or guarantee as to duration of employment. Both parties voluntarily enter into employment and an employee is free to resign at any time for any reason. Similarly, PBC shall have the absolute right to terminate an employment relationship at any time without prior action, for any reason, with or without cause consistent with current District of Columbia law. Positions which were At-Will prior to the implementation of the PBC (October 1, 1997) shall continue to be At-Will. Management or supervisory positions filled after October 1, 1997 shall be At-Will. Employees covered by collective bargaining agreements or other written employment contracts shall not be considered At-Will unless so specified in the collective bargaining agreement.

 

8101.4All management and supervisory employees are exempt from representation in collective bargaining units for the purpose of at-will employment.

 

source

Final Rulemaking published at 45 DCR 7353, 7354 (October 9, 1998); as amended by Final Rulemaking published at 45 DCR 7727 (October 30, 1998).