The Office of Labor Management & Employee Relations (LMER) can be reached at [email protected]. We are responsible for supporting DCPS on a wide range of employee relations matters including, but not limited to:
- Ensuring compliance with equal employment opportunity laws
- Facilitating the proper implementation of progressive discipline
- Assisting employees with workplace problems
- Collaborating with unions to resolve issues and address concerns
- Working closely with managers to ensure compliance with applicable laws, regulations, and policies
- Scheduling mediations and hearings to address grievances
In performing its responsibilities, the LMER Office is committed to maintaining management practices that assure workplace fairness and foster mutual respect and cooperation. In furtherance of these objectives, the LMER office performs the following:
- Provides labor relations advice and assistance to all levels of management in support of strategic plans and other objectives of DCPS
- Assists in improving coordination, information dissemination and outreach between management and employees
- Provides appropriate technical advice to DCPS employees, managers and supervisors in the administration and interpretation of labor agreements
- Participates in negotiations, mediations and arbitration on behalf of DCPS
- DCPS’ Notice of Non-Discrimination
- Download DCPS’ Non-Retaliation Policy
- Download the DC Office of Human Rights’ Notice of Non-Discrimination (English)
- Frequently Asked Questions on Mandated Reporting of Child Abuse or Neglect for DCPS Employees
Equal Employment Opportunity (EEO)
The District of Columbia Public Schools (DCPS) is committed to promoting and fostering equal opportunity. Equal Employment Opportunity (EEO) is a body of laws and practices designed to ensure that employees and job applicants are not discriminated against on the basis of actual or perceived race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family status, family responsibilities, matriculation, political affiliation, genetic information, disability, source of income, status as a victim of an interfamily offense, or place of residence or business.
DCPS’ EEO unit, is part of the LMER office and works to ensure that DCPS is in compliance with local and federal laws and policies related to EEO. The unit works to prevent harassment and discrimination in the workplace by promoting equality, fair treatment and fostering respect.
To provide a diverse and non-discriminatory environment, LMER assigned the responsibility of ensuring legal compliance and diversity efforts to the EEO Officer. The EEO Officer is responsible for conducting investigations, mediations, Americans with Disabilities (ADA) reasonable accommodation conferences, and training designed to promote understanding and ensure DCPS’ compliance with federal and local EEO laws.
Employees with inquiries regarding EEO or ADA policies should contact the Equal Employment Opportunity Unit, District of Columbia Public Schools, 1200 First Street, NE, 10th Floor, Washington, DC 20002, (202) 442-5424.
DCPS Mandatory Drug & Alcohol Testing Program (MDAT)
Under CYSHA, all employees in “safety-sensitive” positions – those with a significant degree of contact with students – must be subject to drug and alcohol testing. Employees in “safety-sensitive positions” will be subject to testing as of August 5, 2013 in the following cases:
- Upon reasonable suspicion of drug or alcohol use
- Before being permitted to return to duty after seeking drug or alcohol treatment
- As a follow-up to drug or alcohol treatment
- After an accident that could reasonably be attributed to drug or alcohol use
If you would like additional information regarding the MDAT program as a prospective employee, please review the DCPS Pre-Employment Mandatory Drug Testing Policy.
If you would like additional information regarding the MDAT program as a current employee, please review the DCPS Employee Mandatory Drug and Alcohol Testing Policy.