D.C. Mun. Regs. tit. 6-B, § 411
Protection Sensitive Positions - General Provisions
Effective Sep 11, 202067 DCR 10946Authority: The Director of the D.C. Department of Human Resources, with the concurrence of the City Administrator, pursuant to the authority established in Mayor’s Order 2008-92, dated June 26, 2008; Mayor’s Order 2019-081, dated September 13, 2019; and Section 404(a) of the District of Columbia Government Comprehensive Merit Personnel Act of 1978 (“CMPA”), effective March 3, 1979 (D.C. Law 2-139; D.C. Official Code § 1-604.04(a) (2016 Repl.)). Source: Final Rulemaking published at 62 DCR 13820 (October 23, 2015); as amended by Final Rulemaking 65 DCR 12445 (November 9, 2018); as amended by Final Rulemaking published at 67 DCR 10946 (September 11, 2020).District of Columbia, Office of the Secretary
411.1 In addition to the general suitability screening, individuals applying for or occupying protection sensitive positions are subject to the following checks and tests:
- (a) Criminal background check;
- (b) Traffic record check (as applicable);
- (c) Pre-employment drug and alcohol test, subject to the limitations described in § 430.3;
- (d) Reasonable suspicion drug and alcohol test;
- (e) Post-accident or incident drug and alcohol test; and
- (f) Return-to-duty and follow-up drug and alcohol test.
411.2 Examples of protection sensitive duties and responsibilities include, but are not limited to:
- (a) Coordinating, developing, or supporting recreational activities;
- (b) Managing, planning, directing, or coordinating educational activities; and
- (c) Performing tasks involving individual or group counseling.
SOURCE: Final Rulemaking published at 62 DCR 13820 (October 23, 2015); as amended by Final Rulemaking 65 DCR 12445 (November 9, 2018); as amended by Final Rulemaking published at 67 DCR 10946 (September 11, 2020).