Democratic Congressional Campaign Committee 

DCCC_Black 


Employee Information Manual 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Updated April 5, 2013 

 


DCCC_Black 


 

 

Chairman and Executive Director’s Message 

 

As a member of the Democratic Congressional Campaign Committee (“DCCC” or the “Committee”) 
staff, we would like to take this opportunity to thank you for your valued service to the House 
Democratic Caucus. We are pleased that you have chosen to join us in our efforts to elect Democrats 
and regain our majority in the U.S. House of Representatives. 

 

This employee information handbook has been developed to help us reach our goals and function 
efficiently, effectively, and in accordance with the laws of the United States and the District of 
Columbia. The Committee has developed it with the assistance of outside professional and legal 
experts, to be a helpful reference to you as you carry out your essential and valued tasks for the 
Committee. 

 

Again, thank you for your service and we hope that you will continue to have a successful and 
fulfilling experience at the DCCC. We look forward to working with you during your time with the 
Committee. 

 

Congressman Steve Israel, Chairman 

Kelly Ward, Executive Director 

April 2013 

 

 


INTRODUCTION 

 

This handbook has been prepared to introduce you to the Democratic Congressional Campaign 
Committee (DCCC or the Committee). It will acquaint you with an overview of some of the DCCC’s 
important policies, rules, and benefits. 

 

These policies were written in an attempt to balance competing requirements, including giving 
employees access to required resources while conserving and expending resources wisely, and 
helping employees to understand the DCCC’s current policies and expectations while retaining the 
flexibility to change those policies or expectations and to apply them as the DCCC deems 
appropriate in particular situations. The information contained in this handbook applies to all 
employees of the DCCC. It is presented as a matter of information only and its contents should not 
be interpreted as a contract between the Committee and any of its employees. 

 

This handbook contains information that will be helpful to you during your time at the DCCC. This 
handbook is a summary of our policies and procedures. Please review and see your supervisor or 
the Chief Operating Officer (COO) with questions. 

 

Changes in Policy 

 

All DCCC personnel policies, procedures and benefits are reviewed at the conclusion of an election 
cycle and particularly after the election of a new Chair. These policies, procedures, and benefits are 
subject to change at that time, or at any time, at the direction of the Chair and the Executive 
Director. We will notify you of any changes by sending them to all staff via e-mail, handing out hard 
copies, or by other appropriate means. Changes will be effective on dates determined by the 
Committee and you may not rely on policies that have been superseded. The DCCC retains the right 
to make exceptions to any policy, as the Chair and the Executive Director deem necessary. 

 

Employment Relationship 

 

Unless the employee is subject to a collective bargaining agreement or an express written 
agreement to the contrary, all employment at the DCCC is at will, and may be terminated by either 
the employee or DCCC at any time, with or without notice, with or without cause. Nothing 
contained in the Employee Handbook should be understood as a guarantee of continued 
employment. 

 

The handbook is not a contract of employment or a promise of specific treatment in specific 
situations. It summarizes current policies and practices. The DCCC reserves the right to interpret, 
change, suspend, or cancel, with or without notice, all or any part of its policies, procedures, and 
benefits at any time. In addition, depending upon the circumstances, and in its sole discretion, the 
DCCC’s actions in any given situation may vary from written policy. 

 

The at-will nature of employment cannot be modified or changed by any oral or written statement 
by anyone, except for an express written agreement signed by the affected employee and an 
authorized representative of the DCCC. 

 

* * * * * * * * 

 

This employee handbook supersedes all previous employee handbooks and management memos, 
which may have been issued on subjects covered herein. 


EMPLOYMENT POLICIES 

 

Definitions of Employment Status 

 

The following terms will be used to describe the classification of employees and their employment 
status: 

 

Full-time. Employees scheduled to work 40 hours or more per week. 

 

Part-time. Employees scheduled to work less than 40 hours per week. Those employees 
working fewer than 30 hours per week are ineligible for company paid benefits, but may be 
able to obtain certain benefits at the DCCC group rate. 

 

Equal Opportunity 

 

The DCCC is an equal opportunity employer and will comply with all applicable laws prohibiting 
discrimination in employment. The DCCC prohibits discrimination of employment, promotion, 
compensation, terms, conditions, or privileges of employment on the basis of gender, disability, 
race, age, national origin, color, creed, sexual orientation, sex (including marital and parental 
status), gender identity or expression, religion, economic status, ethnic identity, veteran’s status, or 
any other basis prohibited by applicable law. This policy covers all programs, services, policies, and 
procedures of the DCCC, including opportunity for employment and treatment as a DCCC employee. 

 

Diversity Policy 

 

The DCCC prohibits discrimination of employment, promotion, compensation, terms, conditions, or 
privileges of employment on the basis of gender, disability, race, age, national origin, color, creed, 
sexual orientation, sex (including marital and parental status), gender identity and expression, 
religion, economic status, ethnic identity, veteran’s status, or any other basis prohibited by 
applicable law. The DCCC is an equal opportunity employer and will comply with all applicable laws 
prohibiting discrimination in employment 

 

DCCC’s equal opportunity policy covers all programs, services, policies, and procedures of the DCCC, 
including opportunity for employment and treatment as a DCCC employee, as well as opportunities 
for Consultants to contract with the DCCC. 

 

The DCCC is committed to building a staff that reflects the diverse communities that makeup our 
country and the Democratic Party. Working towards the goal of a diverse DCCC, our policy extends 
to both staff and consultants. 

 

Reasonable Accommodation 

 

The DCCC prohibits and does not tolerate discrimination against any qualified individual with a 
disability, and provides reasonable accommodation to qualified individuals with disabilities, as 
required by provisions of the Americans with Disabilities Act and comparable state and local laws. 
What constitute a reasonable accommodation will vary depending on individual circumstances and 
will be evaluated on a case-by-case basis. 

 

To make a request for reasonable accommodation, please communicate your request to your 
supervisor. If you feel uncomfortable making an accommodation request to the person(s) 


previously listed or you believe your accommodation request was not properly managed, report to 
the COO. 

 

Religious Accommodations 

 

The DCCC recognizes that there are many different religious holidays throughout the year, and 
makes every effort to reasonably accommodate the religious beliefs of its employees unless doing 
so will impose undue hardship on the DCCC. 

 

In particular, the DCCC is generally able to make available time off for regular full-time employees 
for the following commonly observed holidays as follows: 

 

Passover. Up to one-half day of leave. 

 

Good Friday. Up to one-half day leave to attend religious services. 

 

Ash Wednesday. Staff may take two hours to attend religious services. 

 

Rosh Hashanah. 1-day leave. Employees may leave work in time to meet requirements relating 
to “sundown.” 

 

Yom Kippur. 1-day leave. Employees may leave work in time to meet requirements relating to 
“sundown.” 

 

The COO will review requests for time off by staff for other religious observances, and will honor 
such requests when they can be reasonably accommodated by the DCCC. 

 

Anyone who is planning to take leave for a religious holiday must inform their supervisor of their 
plans, and time off requests must be made through COBALT. 

 

Part-time employees who work on a regular schedule will be granted paid leave if a religious 
holiday falls on a regularly scheduled day. For those part-time employees who do not have a regular 
schedule, time off for religious observances will not be paid. 

 

Personnel Records 

 

Important events in each employee’s history with the DCCC will be recorded and kept in the 
employee’s personnel file. Performance reviews, change of status records, commendations, 
corrective action warnings and educational attainment records are examples of records that may be 
maintained in employee personnel files. 

 

Your personnel file is available for your inspection in the Administration Division. Contact the Chief 
Administrative Officer (CAO) or COO to make an appointment to review it. All reviews of your file 
will take place in the presence of the CAO or COO. You are responsible for notifying the CAO or COO 
of changes in address, telephone number, and/or family status (births, marriage, death, divorce, 
legal separation, etc.), as income tax status and group insurance may be affected by these changes. 

 

 


Hours of Work 

 

The DCCC’s office hours are from 9:00 a.m. to 6:00 p.m., Monday through Friday. Certain employees 
may work hours different from these, as directed or approved by their supervisor and the Executive 
Director. Employees are expected to report to work promptly. Please notify the Front Desk 
Receptionist if you will not be in the office during normal business hours. If you will not be in the 
office by your start time for any reason, it is required that you telephone the Front Desk 
Receptionist and leave word of your plans and a phone number where you can be reached. 

 

If you are not going to be in the office and have not requested the day off in advance, you must 
contact your direct supervisor no later than 9 a.m. of your intended absence, if your direct 
supervisor is unavailable, please contact the Front Desk Receptionist. 

 

Because we are a campaign committee, office hours during an election year may range from 8:00 
a.m. to 8:00 p.m., and possibly earlier or later. Employees are expected to assist in keeping the office 
staffed during these extended hours. Additionally, during an election year, as the election draws 
near, the office may be staffed on Saturdays and Sundays. 

 

If you must leave work early for any reason, notify your supervisor. 

 

Telecommuting Policy 

 

Telecommuting is a working arrangement mutually agreed upon by the DCCC and the employee, 
whereby the employee works at an alternative work site on specified days and/or for specified 
hours. The alternative work site is a location other than 430 South Capitol Street SE, 2nd Floor, 
Washington, DC, 20003, or its satellite offices, which has been approved in advance by the COO. 
Telecommuting is a privilege and is not an employee benefit but an arrangement to be utilized by 
the DCCC and at the Committee’s sole discretion. 

 

Employees who telecommute may still be required to attend meetings at DCCC offices or other 
designed locations, when required by the DCCC. Telecommuting does not change an employee’s 
basic work location, and employees are still responsible for all costs associated with travel to and 
from the office when they are required to report to their work location. The DCCC Employee 
Handbook continues to apply to all employees regardless of whether they telecommute. Employees 
who telecommute are expected to adhere to their normal starting and quitting times, meal and rest 
periods, and to maintain required time records to the same extent as employees working in DCCC 
offices. 

 

As noted above, telecommuting is a privilege and not an entitlement. As such, the DCCC reserves the 
right to terminate an employee’s ability to telecommute at any time in its sole discretion. 
Employees who telecommute are expected to sign and adhere to the telecommuting contract as 
provided by the COO. 

 

Alternative Work Site 

 

The telecommuting employee should have a clean, safe room or area that is designated for the 
performance of official duties. The alternative work site must be approved by the COO. The primary 
responsibility for the personal safety of the employee, regardless of work site, remains with each 
individual employee. The alternative work site must be in compliance with applicable health and 


safety regulations. If the alternative work site is a private home, the telecommuting employee is 
responsible for ensuring that the home complies with health and safety requirements. 

 

Meetings. Unless authorized by the DCCC in advance, the telecommuting employee may not 
meet with clients, customers, the public, professional colleagues or other staff members at his 
or her alternative work site. Official meetings, whenever possible, should be scheduled in a 
public place. 

 

Insurance and Taxes. Employees are advised to consult with their insurance agent and a tax 
consultant for information regarding home-work sites. Individual tax implications, auto and 
homeowner’s insurance and incidental residential utility costs are the responsibility of the 
employee. General business insurance will be provided by the DCCC under the Committee’s 
standard policy. If you have any questions regarding insurance, please see the CAO. 

 

Care of Dependents. Care of dependents should not interfere with a telecommuting 
employee’s ability to fulfill their work obligation. 

 

Costs. All telecommuting expenses to be reimbursed by the Committee must be pre-approved 
by the telecommuting employee’s supervisor. 

 

Supplies and Equipment. Necessary equipment will be provided and maintained by the DCCC. 
The DCCC retains ownership of any equipment provided to the employee. All equipment is the 
responsibility of the employee. 

 

Injuries. As in the main location, any injuries incurred at the alternative work site must be 
reported immediately to the telecommuting employee’s supervisor and to the COO. 

 

Periodic Reviews. Periodic reviews of the telecommuting employee’s work and telecommuting 
status will be conducted by the relevant supervisor and the COO to ensure that the work 
arrangement is meeting the needs of the DCCC. 

 

Confidentiality and Security. Products, documents and records used and/or developed while 
telecommuting shall remain the property of the DCCC and are subject to office policies 
regarding confidentiality and records retention requirements. Electronic products, documents 
and records used and/or developed or revised while telecommuting must be copied or restored 
to the DCCC’s network. The work product of the telecommuting employee belongs to the DCCC. 
For further information about the DCCC’s computing policy, please reference Section V: 
Computing and the Internet of the Employee Handbook. 

 

Your Job Description 

 

The DCCC uses job descriptions to aid in staffing, wage and salary administration and training. They 
also help employees and supervisors communicate about job responsibilities. However, job 
descriptions are not fixed DCCC policy; they are only guidelines and can normally be expected to 
change over time. 

 

From time to time, employees are expected to perform duties and handle responsibilities that are 
not part of their normal job. If, over the months, the new duties and responsibilities remain a 
significant part of the assignment, the job description may be changed. 


Resignation 

 

If you decide to leave the DCCC voluntarily, please advise your direct supervisor and the COO of 
your final date of employment so that an orderly transition can be made. The transition process 
includes turning in DCCC property, completing required forms, and having an exit interview. 
Additionally, vacation should not be taken during the period between your notification of your 
intent to leave the DCCC and your last day of employment in order to facilitate an orderly transition. 

 

Employee Exit Meeting 

 

On your last day of work, you will be asked to review and sign an exit memo. The document will be 
provided to you by the CAO and should be signed and returned with any DCCC property before you 
depart. This document will provide you with information regarding your salary and benefits. 

 

In addition to the employee exit meeting, you may be asked by your supervisor to provide a memo 
and documentation pertaining to your job duties, files, contacts, and work project status. 

 

The DCCC reserves the right to withhold from your last paycheck any funds due the DCCC, to the 
extent permitted under applicable law. The DCCC also reserves the right to withhold from your last 
paycheck the value of any DCCC property still in your possession to the extent permitted under 
applicable law. That amount will be paid to you after the DCCC property has been returned. 

 

 

PAYROLL POLICIES 

 

Pay Periods 

 

The DCCC’s pay period is a calendar month. The DCCC pays all employees once each month on the 
25th of the month. If the 25th falls on a weekend or holiday, the payday is the previous business 
day. The compensation you receive on the 25th of the month includes compensation covering all or 
a portion of the month you have worked. 

 

Direct Deposit 

 

The DCCC offers direct deposit of your monthly payroll check. We encourage all employees to take 
advantage of direct deposit. Setting up direct deposit generally takes one month. In order to initiate 
direct deposit you must complete a direct deposit authorization form and attach a blank voided 
check or savings deposit slip. This is provided to you in your new employee paperwork. 

 

Pay Advances 

 

On rare occasions an employee may have the need for a small advance on his or her pay. The DCCC 
will work with employees to accommodate these needs where feasible. The DCCC retains complete 
discretion to elect whether to advance pay to an employee. All requests must be approved by the 
COO or Chief Financial Officer, and if approved, will require up to a 48-hour turnaround time. Please 
remember when requesting an advance that your next paycheck will be reduced by the amount of 
the advance. 

 

 


Payroll Deductions 

 

Various payroll deductions are made each payday to comply with federal and state laws pertaining 
to taxes and insurance. Deductions will be made for the following: 

 

. Federal and State Income Tax Withholding 
. Social Security (FICA) 
. Medicare tax 
. Employee-share of health/dental 
. Employee share of parking cost 
. DCCC 401(k) plan 
. Various DCCC benefit plans 


 

The DCCC is required by law to collect state income taxes for the District of Columbia. We collect 
state income taxes for Maryland and Virginia as a convenience for our employees. In some cases the 
DCCC will hire employees who live and work in states other than Maryland, Virginia and the District 
of Columbia and as a convenience to our employees we will withhold taxes for those states as 
provided by state law. 

 

It is the employee’s responsibility to let the CAO know if you move from the District of Columbia to 
Virginia or Maryland or vice versa because each state withholds different amounts. 

 

 

EMPLOYEE BENEFITS AND SERVICES 

 

The DCCC provides a comprehensive package of employee benefits. 

 

Our group health and dental insurance programs may be continued if you leave the DCCC under 
circumstances described by federal law. See the COBRA Policy section below. You will receive a 
detailed explanation of this benefit upon termination. 

 

Group Insurance 

 

The DCCC makes available and pays 85% of the cost of a comprehensive health and dental program 
for regular employees. The 15% cost that is the responsibility of the employee will be withheld 
from your paycheck on a monthly basis. The amount withheld from each paycheck will cover the 
following month. For example, the amount withheld from a January paycheck will cover the 
employee’s 15% share of the premium for the month of February. The effective date for your health 
benefits is determined by your start date. The DCCC will charge for two months of insurance in the 
employee’s first paycheck. 

 

Health Insurance. The DCCC offers health insurance coverage for eligible employees and their 
immediate families. Coverage is currently provided through CareFirst BCBS. Please refer to 
www.carefirst.com for specific information regarding your coverage. If you need additional 
assistance please see the CAO. Employees must work a minimum of 30 hours per week to be 
eligible for this benefit. 

 

Dental Insurance. The DCCC offers dental insurance coverage for eligible employees and their 
immediate families. Our dental insurance policy is currently provided by Metlife insurance. The 


Dental plan provided by Metlife covers up to $1,500 per calendar year. Preventative Dental 
Services, such as office visits and exams have no deductible. Basic Dental services, such as 
diagnostic and periodontal care and Major Dental services have a $75 deductible. Please refer to 
the Metlife Group Insurance Plan manual for an explanation of your dental insurance. 
Employees must work a minimum of 30 hours per week to be eligible for this benefit. 

 

Life Insurance. This benefit is offered to employees only. Our life policy is currently provided 
by Unum insurance. The life insurance policy has a value of one times your annual salary up to 
$175,000 and is only in effect while you are an employee of the Committee. The DCCC pays 
100% of the monthly premium for life insurance. 

 

Long-Term Disability. This benefit is offered to employees only. Our long-term disability 
insurance is currently provided by Unum insurance. The long-term disability policy covers 60% 
your salary up to $10,000 per month. The DCCC pays 100% of the monthly premium for long-
term disability. For a complete explanation of the benefits, see the CAO who can refer you to the 
Unum plan summary and description. Employees must work a minimum of 30 hours per week 
to be eligible for this benefit. 

 

COBRA Policy 

 

Health & Dental Insurance. You are allowed to continue your coverage when you leave the 
DCCC at your own expense. The DCCC has a COBRA administrator, Kelly and Associates, who 
handles all aspects of this benefit. When you leave the DCCC, the committee will notify Kelly and 
Associates of your termination and current contact information, Kelly and Associates will be 
responsible for mailing all of the paperwork to you. If you wish to continue coverage via COBRA 
you are responsible for completing the appropriate forms and remitting payment directly to 
Kelly and Associates. You will be responsible for the entire premium, plus a small 
administrative fee, for which Kelly and Associates will bill you directly at your home address. 

 

Life Insurance. You are not eligible to continue life insurance under COBRA. 

 

Retirement Plan 

 

The DCCC sponsors a 401(k) Plan. The 401(k) Plan is a vehicle by which you can put aside pre-tax 
or post-tax dollars for your retirement. If you are not already making employee salary deferral 
contributions, you may make an initial election to defer a portion of your compensation into the 
Plan through ADP’s participant website after you have been with the Committee for three months. 
ADP will typically notify employees via e-mail at the three month mark when they become eligible 
to enroll in the Plan. If you are already making employee salary deferral contributions, you may 
change the deferral percentage you previously elected though the ADP participant website. Any 
initial election or change of election by an eligible employee may be made at anytime and will be 
effective as soon as administratively feasible after receipt and processing of your election. The 
Assistant to the COO can provide you with instructions on how to register with ADP’s participant 
website. 

 

Please note some important points for 2013: 

 

. The Committee will match contributions equal to 100% of the salary deferral contributions 
that you make up to the first 4% of your compensation that you defer. 
. Committee matching contributions will be made on a payroll-by-payroll basis. 



. For 2013, the amount you are able to put into your 401(k) account is $17,500 (or $23,000, if 
you are over the age of 50). 


 

The Plan is advised by Denny Goforth, Financial Advisor with UBS Financial Services. 

 

Denny B. Goforth, ChFC, CFP, CIMA 

Senior Vice President – Wealth Management 

UBS Financial Services Inc. 

(202) 585-5379 phone 

(855) 235-8867 fax 

denny.goforth@ubs.com 

 

Please Note: This is an important benefit, and the DCCC encourages all employees to participate in 
the 401(k) Plan. 

 

Social Security 

 

The Federal Social Security Act covers all employees. As required by law 6.2% of your salary is 
deducted from your paycheck to pay the employee’s portion of this protection*, and the Committee 
will match your deduction dollar for dollar. Social Security is phased out for the remainder of the 
calendar year once your gross earnings reach a certain level (go to www.ssa.gov to get the correct 
amount for the calendar year). An additional 1.45%, which is also matched by the DCCC, is deducted 
from employees pay as part of the federal Medicare program. The Medicare deduction has no 
annual salary cap. 

 

*The Tax Relief, Unemployment Insurance Reauthorization, and Job Creation Act of 2010 includes a 
reduction in the employee social security payroll tax to 4.2% of wages for the calendar year 2011. 

 

State Unemployment Insurance 

 

This program is funded entirely by employers in the District of Columbia. The program provides 
weekly benefits if you become unemployed through no fault of your own or due to circumstances 
described in the law. The decision to grant or deny unemployment benefits is not made or 
controlled by the DCCC. 

 

Workers’ Compensation 

 

The DCCC carries, and pays for in its entirety, insurance covering its employees for all work-related 
injuries. Benefits help pay for your medical treatment and part of any income you may lose while 
recovering. Specific benefits are prescribed by law depending on the circumstances of each case. 
Employees must work a minimum of 30 hours per week to be eligible for this benefit. 

 

Because of stringent workers’ compensation laws on prompt claim payment (the District of 
Columbia requires initial payment within 14 days after the employer has knowledge of a job-
related injury or death), any work-related accident must be reported to your supervisor and the 
CAO or COO immediately so that a claim can be filed. Staff members are free to choose their own 
physician for treatment under a workers’ compensation claim. 

 

 


Parking 

 

The Committee supplements the cost for parking both here in the DNH building and at Pacific 
Parking (just down the street from the office). If you are assigned a parking spot in the DNH garage, 
a fee will be deducted each month from your paycheck. For those who wish to drive to work and are 
not assigned a spot in the building you will be able to park in the Pacific Parking lot at a monthly 
charge fee. This charge will be deducted from your paycheck each month and the DCCC will pay the 
remainder of the parking cost. At any time the DCCC may change the amount employees are 
required to pay. The DCCC reserves the right to pass any increase in cost along to the employee. You 
will be given a parking pass for Pacific Parking, which you agree to surrender once you leave the 
employment of the DCCC. If an employee leaves the DCCC during the month, no portion of their 
parking cost will be refunded. The DCCC will charge for two months parking in the employee’s first 
paycheck. 

 

Metro 

 

The Committee will provide up to $120 a month, per employee, to be used for commuting to work 
on the Metro system. This money is not deducted from an employee’s paycheck, it is meant as an 
incentive to encourage the use of public transportation. Please see the Office Assistant to sign up for 
this program. 

 

Annual Leave 

 

Federal Holidays. The DCCC’s offices will be closed the following Federal Holidays during the 
calendar year: 

 

. Martin Luther King, Jr. Day 
. President’s Day 
. Memorial Day 
. Independence Day 
. Labor Day 
. Columbus Day – see note below 
. Veteran’s Day 
. Thanksgiving Day and the Friday after 
. Christmas Day 
. New Year’s Day 


 

Part-time employees who work on a regular schedule will be granted paid leave if a federal 
holiday falls on a regularly scheduled day. For those part-time employees who do not have 
a regular schedule, federal holidays will not be paid. 

 

NOTE: Due to the nature of our work, the Committee will remain open on Columbus Day in an 
election year. In addition, the Committee reserves the right to remain open on holidays that 
may fall during the time of a special election. While the Committee will make its best efforts to 
provide an additional day off for any of these changes, we are not required to do so and these 
days will not be paid out at termination as paid vacation time. 

 

Floating Holidays. A small number of employees may be asked by their supervisor to work 
on the paid holidays listed in this handbook. Upon the written approval of an employee’s 


supervisor, the employee will be given a floating holiday for the holiday(s) worked. (The 
floating holiday given to all employees for the election-year Columbus Day does not require 
supervisory approval.) Other than the election year Columbus Day, employees must use any 
floating holidays earned within 30 days of the actual holiday. Any floating holidays 
remaining at termination of employment will not be paid. 

 

Vacation. Our vacation plan is designed to provide you with the opportunity to rest and get 
away from the everyday routine. If you are a full-time employee, you accrue annual leave at the 
following rates: 

 

. During first year of continuous service: 10.0 days (2 weeks) 
. After first year of continuous service: 15.0 days (3 weeks) 
. After five years of continuous service: 20.0 days (4 weeks) 


 

New employees may not take vacation during the first 90 days of their employment. Under 
special circumstances, leave may be granted during the first 90 days of employment if it is 
negotiated in advance with your supervisor. 

 

Except where required by law, an employee may not carry over any vacation time beyond his or 
her next anniversary date, and thus annual leave must be used by December 31st of each year or 
it will be forfeited. 

 

Should your vacation dates change you have 30 days to notify your supervisor of the changes, 
otherwise the days are forfeit. 

 

Please note that annual leave is accrued on a monthly basis; you do not receive the full annual 
amount at the beginning of each calendar year. Should you use more leave than you have 
accrued and then decide to leave the DCCC, salary for days equivalent to the excess leave taken 
will be deducted from your final paycheck. 

 

All part-time employees who work at least thirty (30) hours per week accrue annual leave on a 
pro-rated basis. 

 

Vacation time must be scheduled each year with your supervisor. To satisfy your preferences 
and meet staffing needs all requests for leave of more than 2 days must be requested a 
minimum of two weeks in advance. Your supervisor must authorize requested vacation time. 
Supervisors have the right to deny specific vacation requests if it means a department will not 
have sufficient coverage for a given period of time. Vacation is not considered approved until 
your supervisor signs it off and Administration has verified that the employee is entitled to the 
vacation requested. Time off must be requested through COBALT. Instructions on how to 
request time off in COBALT are saved in the forms library on the network. 

 

Because of the nature of our work, employees should not expect to have vacations approved 
between Labor Day and Election Day in an election year. 

 

In addition to the number of days of annual leave granted to employees, the office may, at the 
discretion of the Committee Chair, close for a Winter Break during the approximate period of 
time between Christmas and New Year’s Day. Employees will be notified each year if the 
Committee will be closed during this period and what days will be covered. A small number of 
employees may be asked to work for some number of days during this Winter Break and those 


employees will be given a “floating holiday” for each day worked. Anyone who receives a 
floating holiday must complete a leave request form indicating the “floating holiday” time 
earned during the winter break. Staff have 90 days after the receipt of a floating holiday to use 
it, unless otherwise noted. 

 

Staff may “borrow” annual leave from a following year, but may not borrow across a two-year 
election cycle. 

 

Payment for Unused Vacation Leave. If an employee should leave the DCCC within the first 
year of employment, no accrued but unused vacation time will be given upon departure nor will 
the employee receive compensation for such accumulated vacation time. After the first year of 
employment, she/he will be paid for the first 10 days of unused vacation leave earned. Vacation 
pay is calculated at the rate being earned upon separation. 

 

Sick Leave. Full-time employees are allowed up to nine sick days per year. Unused sick leave 
can be carried over into the next year. Except where required by applicable law, no payments 
are made for accrued unused sick days upon termination. 

 

Employees taking sick leave are expected to email your supervisor by 9:00 a.m. and indicate 
that a day of sick leave is being taken. This email should be sent every day unless you know in 
advance that you will be out for a specific number of days. The Committee reserves the right to 
ask for medical certification for any employees who are out more than 3 consecutive days. 

 

Absences for illness will be charged against annual leave for those who go over their accrued 
sick leave amount, up to the employee’s total annual leave. If absences for illness exceed total 
accrued sick and annual leave, the employee will not be paid for any additional days absent, and 
will be required to discuss with DCCC the reasons for the absences and may be required to 
provide a medical certification for the absences. 

 

All regular part-time employees who work at least thirty (30) hours per week are eligible for 
sick leave on a pro-rated basis. 

 

Vacation and sick leave balances are tracked in COBALT. Time off must be requested through 
COBALT. Please verify your balances on a regular basis and contact the CAO or COO if there is a 
discrepancy. 

 

Additional Leave 

 

Jury Duty. We encourage employees to perform their civic duties. If you are called for Jury 
Duty, please notify your direct supervisor immediately and provide a copy of your notice to the 
COO and report it in COBALT. If you are chosen to sit on a jury panel, you must inform your 
direct supervisor and the COO immediately and report it in COBALT, and you must continue to 
do so each day until your service is completed. At the completion of your service, you should 
bring a notice from the court to the COO that confirms the dates of your service. 

 

Bereavement. In the event of a death in your immediate family, you may have time needed up 
to five working days, with pay, to handle family affairs and attend the funeral. “Immediate 
family” is defined as: spouse, partner, children, parents, grandparents, brothers, sisters, mother-
in-law or father-in-law. 

 


For unusual circumstances, the DCCC reserves the right to make special arrangements with the 
staff member involved, as long as such special arrangements are in compliance with the 
Committee’s legal and contractual obligations. 

 

Inclement Weather and Other Area Emergencies 

 

During inclement weather or other area emergencies, staff should be aware that the DCCC does 
not follow the policy of the federal government. Except in extreme circumstances, the DCCC will 
remain open. The switchboard will open at 9 a.m., and staff should make every effort to report 
to work on time. Should the Executive Director determine the office should be closed due to 
inclement weather or other area emergencies, the DCCC voicemail message will indicate the 
change in office hours and an all staff email will be sent. When the federal government is closed 
but the DCCC is open, a liberal leave policy will be in effect for those staff members who have 
school-age children whose school is closed or are unable to safely commute to the office. 

 

Liberal Leave. Liberal leave means that in the event of inclement weather or other area 
emergencies, an employee is expected to perform all duties from their remote location. 
When liberal leave is used and an employee is unable to perform their work duties, a 
vacation day will be charged against the employee’s annual leave. 

 

If the DCCC is closed due to inclement weather, staff that live close to the office should attempt 
to come in to the office to assist with basic administrative duties, as needed. If Metro is 
operational, staff who can take the Metro should attempt to come to work as well. 

 

However, during inclement weather and other emergency situations, DCCC staff should exercise 
common sense. In the event that the office is not closed, staff members should check in with 
their supervisor and relay his/her personal situation. 

 

Small Necessities Leave 

 

In accordance with D.C. law, the DCCC provides eligible employees with up to 24 hours of leave 
during any 12-month period to attend or participate in school-related events in which they 
have a child participating. Eligible employees include: (1) biological parents; (2) persons with 
legal custody of a child; (3) persons acting as a child’s guardian; (4) aunts, uncles, or 
grandparents; or (5) spouses of any of the above listed persons. 

 

Employees must, when possible, provide at least 10 days of advance notice before taking leave. 
The DCCC will grant leave request except where doing so would disrupt DCCC business by 
making achievement of production or service delivery unusually difficult. Small necessities 
leave is unpaid, although employees may elect to use available paid leave. 

 

Maternity and Paternity Leave. Employees are encouraged to enjoy their families during this 
special time in their lives. Parents are granted maternity/paternity leave at full pay for a period 
not to exceed eight weeks. This leave must be used within the first three months of the baby’s 
birth or adoption. 

 

The DCCC complies fully with Federal, District of Columbia, and any other applicable family and 
medical leave laws. 

 


FAMILY AND MEDICAL LEAVES OF ABSENCE (FMLA) 

 

This policy sets forth the DCCC’s policy on family and medical leaves of absence. The policy 
explains (1) employees’ rights under federal law, i.e., the Family and Medical Leave Act of 1993 
(“FMLA”); (2) additional rights employees have under Washington, D.C. law; and (3) benefits 
granted employees by the DCCC that are not mandated by federal or Washington, D.C. law. The 
information does not provide a complete description of the FMLA or of DCCC policy regarding 
FMLA leave. Employees with questions should contact the Human Resources Department. 

 

Employees’ Rights under the FMLA 

 

Eligible employees are entitled to leave without pay for one or more of the following reasons: 

 

(a) To care for an employee’s child after birth, or placement for adoption or foster care; 
(b) To care for a spouse, son, daughter, or parent with a serious health condition; 
(c) To take medical leave when the employee is unable to work because of a serious health 
condition; 


 

For purposes of paragraph (b) above, “son or daughter” means a child of the employee who is 
under 18 years of age, or 18 years of age or older and incapable of self care due to a mental or 
physical disability. 

 

For purposes of paragraphs (b) and (c) above, “serious health condition” means an illness, 
injury, impairment, or physical or mental condition that involves either an overnight stay in a 
medical facility, or continuing treatment by a health care provider for a condition that either 
prevents the employee from performing the functions of the employee’s job, or prevents the 
employee’s family member from participating in school or other daily activities. Subject to 
certain conditions, the continuing treatment requirement may be met by a period of incapacity 
of more than three consecutive days combined with at least two visits to a health care provider 
or one visit and a regimen of continuing treatment, or incapacity due to a chronic condition. 
Other conditions may also meet the definition of continuing treatment. 

 

An “eligible employee” is one who has at least 12 months of service with the DCCC and who has 
worked at least 1,250 hours over the 12-month period prior to the commencement of the leave. 

 

Eligible employees are entitled to a total of 12 work weeks of leave during any calendar year. 
Leave may be taken intermittently or on a reduced leave schedule if such leave is medically 
necessary given the serious health condition of the employee or the employee’s family member. 
Employees must make reasonable efforts to schedule leave for planned medical treatment so as 
not to unduly disrupt the DCCC operations. 

 

Employees seeking to use FMLA leave are required to provide 30-day advance notice to the COO 
of the need to take FMLA leave when the need is foreseeable and such notice is practicable.. If 
leave is foreseeable less than 30 days in advance, the employee must provide notice as soon as 
practicable—generally, either the same or next business day. When the need for leave is not 
foreseeable, the employee must provide notice as soon as practicable. Absent unusual 
circumstances, employees must comply with the DCCC’s usual and customary notice and 
procedural requirements for requesting leave. The notice should include the date the leave is to 
begin and the expected duration of the leave. 

 


In connection with a leave requested on account of a serious health condition of an employee or 
the employee’s spouse, parent, or child, the DCCC may require medical certification supporting 
the need for leave. The certification should provide, to the extent applicable, the date and 
probable duration of the serious health condition; an estimate of the amount of time the 
employee will be needed to care for the spouse, parent, or child, and a statement that the 
serious health condition warrants the participation of a family member to provide care. The 
DCCC also may require a second or third medical opinion (at the DCCC’s expense) and periodic 
recertification of a serious health condition. Failure to provide notice and/or medical 
certifications may result in denial of leave. 

 

The DCCC will continue health plan coverage for the duration of a family or medical leave to the 
same extent as if the leave was not taken and the employee remained at work. However, if the 
employee fails to return from leave, to the extent permitted by law, the employee may be 
required to reimburse the DCCC for the cost of premiums the DCCC paid on behalf of the 
employee during the employee’s leave. While on medical leave, the employee must continue to 
make employee-paid health insurance contributions he or she was required to make before the 
leave. Failure of the employee to pay his/her share of the health insurance premium may result 
in loss of coverage. 

 

Use of FMLA leave will not result in the loss of any employment benefit that the employee 
earned or was entitled to before using FMLA leave. An employee on FMLA leave has no greater 
right to job restoration or to other benefits and conditions of employment than if the employee 
had been continuously employed. 

 

An employee returning from leave taken on account of his or her own serious health condition 
may be required to provide medical certification of his or her ability to return to work. 

 

An employee who requests family or medical leave will be provided with written notification as 
to whether he or she is entitled to leave. If the DCCC determines that the employee is entitled to 
leave, the notice will also set forth the specific expectations and obligations applying to the 
employee’s leave. If the DCCC determines that the employee is not eligible for leave, the DCCC 
will notify the employee and provide the reason for ineligibility. 

 

FMLA leave is normally unpaid. However, an employee may substitute his or her accrued 
vacation leave for all or part of any FMLA leave he or she takes. In addition, an employee may 
substitute his or her accrued sick leave for all or part of any FMLA leave taken on account of a 
serious health condition of the employee or a family member or the employee. 

 

Special Military Family Leave Entitlements under the FMLA. Eligible employees with a 
spouse, son, daughter, or parent on active duty or who has been notified of an impending call or 
order to active duty in the National Guard or Reserves in support of a contingency operation 
may use their 12-week leave entitlement to address certain qualifying exigencies. These may 
include: 

 

(a) Issues arising from short notice of deployment (seven or less days of notice) for a period 
of seven days from the date of notification; 
(b) Attending military events and related activities, such as official ceremonies, programs, 
or events sponsored by the military or family support or assistance programs and 
informational briefings sponsored or promoted by the military, military service 





organizations, or the American Red Cross that are related to the active duty or call to 
active duty status of the military member; 
(c) Childcare and related activities, such as arranging for alternative childcare, providing 
childcare on a non-routine, urgent and immediate need basis, enrolling or transferring a 
child in a new school, and attending school or day care meetings if they are necessary 
due to circumstances arising from the active duty or call to active duty; 
(d) Making or updating financial and legal arrangements to address a covered military 
member’s absence; 
(e) Attending counseling provided by someone other than a health care provider for 
oneself, the covered military member, or the child of the covered military member, the 
need for which arises from the active duty or call to active duty status of the military 
member; 
(f) Taking up to five days of leave to spend time with a covered military member who is on 
short term temporary, rest and recuperation leave during deployment; 
(g) Attending to certain post-deployment activities, including attending arrival ceremonies, 
reintegration briefings and events, and other official ceremonies or programs sponsored 
by the military for a period of 90 days following the termination of the covered military 
member’s active duty status, and addressing issues arising from the death of a covered 
military member; 
(h) Any other event that the employee and the DCCC agree is a qualifying exigency. 




 

FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 
weeks of leave during a single 12 month period, to take care of a current member of the Armed 
Forces (including the National Guard or Reserves) who has had a serious injury or illness 
incurred in the line of duty that may render the service member medically unfit to perform his 
or her duties, for which the service member is undergoing medical treatment, recuperation or 
therapy; or is in outpatient status; or is on the temporary disability retired list. 

 

Employees Rights under the District of Columbia Family Medical Leave Act, for 
Employees Working in the District of Columbia 

 

The FMLA is a federal law. Employees may also be eligible for family medical leave under D.C. 
law if they have worked for the DCCC for at least one year without a break in service and have 
worked at least 1,000 hours in the twelve months immediately preceding any leave request. In 
the following situations, employees eligible for leave under Washington, D.C.’s family and 
medical leave laws are entitled to more rights than those granted by the federal FMLA. 

 

Under D.C. law, employees are entitled to leave for the same reasons as under the FMLA. In 
addition, an employee is entitled to leave on account of the serious health condition of, and to 
care for, the following additional family members: (1) any person to whom the employee is 
related by blood, legal custody, or marriage; (2) a child who lives with the employee and for 
whom the employee permanently assumes and discharges parental responsibility; and (3) any 
person with whom the employee shares or has shared, within the last year, a mutual residence 
and with whom the employee maintains a committed relationship. 

 

Under D.C. law, employees are entitled to up to 16 weeks of “family leave” and 16 weeks of 
“medical leave” during any 24-month period. “Family leave” is leave to care for a new child or a 
family member with a serious health condition. “Medical leave” is leave on account of the 
employee’s own serious health condition which renders the employee unable to perform his or 


her job. This 16 week period may under certain circumstances include some or all of the 12 
weeks of leave to which an employee may also be entitled under the federal FMLA 

 

An employee may substitute accrued vacation and sick leave for all or part of a leave taken 
under Washington, D.C. law to the same extent as under the FMLA. 

 

Leave Without Pay 

 

Other than that provided for in the Family Leave section, employees should not expect to receive 
authorization for unpaid vacation. The DCCC does not offer a leave without pay program; however, 
exceptions may be made at the sole discretion of the Executive Director. 

 

 

COMPUTING AND THE INTERNET 

 

The DCCC understands computing technology, electronic mail, and the Internet to be essential tools 
that are available for appropriate employee use. These tools are designed to enhance the ability to 
engage in business communications with others and to access information employees need for 
work. Employees are encouraged to enhance their productivity by using such tools while following 
the guidelines for their use set in this handbook. The Internet is a largely unregulated and an open 
medium and we have a duty to protect the security of the DCCC’s internal information for our 
employees, Members, donors, and Democrats across the country. 

 

DCCC computing technology is assigned and supported exclusively for the work of the Committee. 
However, employees may from time to time use such technology for personal purposes so long as 
such use does not interfere with the employee’s work or that of any other DCCC employee. Further, 
acceptable personal use does not include the consumption of DCCC resources including, but not 
limited to, use of printer paper or ink cartridges. Use of DCCC resources for any illegal activity, 
including piracy of music, video, or other medium, or for accessing or distributing material 
inappropriate to the workplace is strictly prohibited and will lead to disciplinary action up to and 
including termination. DCCC network systems provide the ability to monitor all Internet traffic, 
including web sites visited by individual users. DCCC management reserves the right to monitor 
such Internet traffic. Employees should have no expectation of privacy in their use of any DCCC-
furnished electronic communications and access. The DCCC reserves the right to review and 
monitor employee use of its electronic systems and equipment. 

 

Acceptable E-Mail Use 

 

Staff are provided an @dccc.org e-mail account for DCCC business use only. Please keep in mind 
that all Internet messages sent from the DCCC domain implicitly represent the DCCC and should 
never contain information that it would be unacceptable to release into the public domain on DCCC 
letterhead. E-mail is an inherently unsecured medium, analogous to a postcard in traditional mail, 
and should be treated with due care. Employees are encouraged to place a signature file on all of 
their outgoing E-mail, identifying their position with the DCCC, contact information, and the DCCC 
website (http://www.dccc.org). 

 

When necessary, staff may use their DCCC email account for personal correspondence, so long as it 
does not interfere with the employee’s responsibilities. It is preferable, however, that, for personal 
correspondence, staff access and use public web-based e-mail systems. DCCC business should not 
be conducted on such systems. 


 

All e-mails sent or received through DCCC computers are the property of the DCCC, and the 
Committee reserves the right to monitor any and all employee E-mail traffic. As noted above, 
employees should have no expectation of privacy in their use of any DCCC-furnished electronic 
communications and access. 

 

Electronic mail servers are not backed up. Also, to manage server storage needs emails are moved 
to a “system cleanup” folder after 7 days and are deleted from the system after 10 days. Please seek 
assistance from the information technology staff to store old e-mails and related data in a personal 
file. 

 

Any use of an @dccc.org e-mail facility via web or remote access falls under the same restrictions 
for use of that account as if the employee accessed it from a networked computer on the DCCC 
premises. 

 

Responsibility for Portable Equipment 

 

Users who are assigned and accept portable technology equipment including, aircards, 
blackberries, GPS, and laptop computers assume all liability for the physical condition of that 
equipment, extra responsibility for information security, and an obligation to return the same 
equipment in good condition in a timely manner to the DCCC. All such users are expected to sign a 
form documenting the equipment that has been assigned to them and agreeing to the conditions 
under which they assume responsibility for it. 

 

The DCCC will provide technical support and software reconfiguration as necessary on remote 
equipment. Employees will not be required to reimburse the DCCC for normal “wear and tear” on 
the equipment. In the event of equipment theft, the employee will not be responsible for any 
replacement costs, provided a police report is submitted and the conditions of the acceptance form 
were adhered to (including not leaving the laptop or laptop bag visible in a car). 

 

In all other cases of loss, damage (including sitting on a blackberry or running over a laptop with a 
car), or theft under conditions excluded from DCCC coverage by the equipment agreement (such as 
leaving a laptop visible in a car), the employee must reimburse the DCCC for 100% of the 
replacement value of the equipment, without a maximum. The DCCC reserves the right to deduct 
such amounts from employee compensation to the extent permitted by applicable law. 

 

Remote equipment also presents special information security issues. Users should be conscious of 
the value of the information they take with them on the road and take all reasonable precautions to 
ensure that it is protected and backed up from time to time. All laptops and smart phones must 
have access passwords, and those passwords should never be easily guessable or written down and 
stored with the equipment. 

 

If a wireless email device is lost or stolen the employee is expected to inform the IT staff as soon as 
possible so that the device may be disabled remotely. 

 

 


Password Security 

 

Users have a responsibility to employ available security mechanisms and procedures for protecting 
their own data. They also have a responsibility for assisting in the protection of the systems they 
use. The security of each individual user is closely related to the security of the whole system, and 
whenever a user selects an inappropriately easy password, that user places the security of all DCCC 
data at risk by making it possible for an unauthorized intruder to manipulate the entire system. 

 

Responsible password security conduct includes: 

. Ensuring that your password conforms to system guidelines such as alphanumeric 
requirements, length requirements, and history requirements (you cannot reuse your last 
password); 

. Changing your network logon password at the frequency prescribed by the system or at any 
time you have a reasonable expectation that your password may have been compromised; 

. Never disclosing your password to another individual under any circumstances; 

. Never posting any password on a bulletin board or storing it in an identifiable format on or 
in your desk or workplace; 

. Never installing a password memory application, such as “Gator,” on your PC; and, 

. Notifying and consulting the information technology staff at any time you believe there may 
have been a security violation. 

 

These password policies apply to all DCCC passwords including your network logon account, copier 
code, long distance code, and postal meter code. 

 

Data Confidentiality and Data Ownership 

 

All electronic information generated and stored on DCCC computers is the property of the DCCC, 
including any e-mails, memoranda, or research acquired in the course of an employee’s business. 
Disclosing any information from the DCCC network to another party, other than in the regular 
course of DCCC responsibilities, is strictly prohibited and grounds for discipline up to and including 
termination. This shall include permitting a non-DCCC party direct access to DCCC data or network 
facilities. 

 

A departing employee has no right to retain any information generated in the course of DCCC 
business or via DCCC technology, including the employee’s e-mails and contacts. While 
accommodations may be made on a case-by-case basis and in the sole discretion of the DCCC for 
departing employees to keep a copy of some data that employee has generated, the information 
technology staff is not authorized to create such copies on removable media without signed 
authorization from the Executive Director or COO. 

 

Under no circumstances may a departing employee or any other non-DCCC party receive a copy of 
the data or any fraction thereof from enterprise databases such as the donor database system, 
except as permitted explicitly and in writing by the executive director or as provided for by contract 
entered into between the DCCC and a service bureau. 

 

General Telecommunication Privileges 

 

Staff are generally provided with a DCCC phone, direct telephone and fax number, and long distance 
code for use in the conduct of professional responsibilities. Please take care of the equipment made 


available for your use and be conscious of financial charges that you incur on behalf of the DCCC 
when you use telecommunications services. 

 

Permanent staff members are generally provided with a ShoreTel 560 or similar phone connected 
to the DCCC’s internal telecommunications system. DCCC telecommunications equipment can 
provide for per-phone programming such as shared line buttons, busy indicator buttons, auto-dial 
buttons, redial buttons, send calls buttons, message wait buttons, and other features. Groups of 
phones can also be configured for shared call pickup, hunt grouping, call coverage, or paging. Staff 
should inquire with the IT department with questions about configuration requests for 
programming. 

 

Please be aware that our phone service is not free: in addition to substantial charges that support 
our telecommunications infrastructure for staff, we pay per telephone. While we have sought to 
negotiate the best possible rates for phone services, we need your assistance in making sure DCCC 
dollars are effectively spent. These costs should not stop you from using the phones to conduct 
Committee business, however, personal use of DCCC telecommunications equipment should be kept 
to a minimum. Use of directory assistance should be avoided whenever a number can be easily 
found by alternative free means such as the Internet. International calling is almost never 
acceptable. The administration department will monitor bills, and employees whose codes list 
above-normal charges will be consulted to ensure charges were incurred for legitimate business 
purposes. 

 

DCCC teleconferencing should be conducted through the conference feature on our phone system 
for up to six callers. While conference bridges are available through our telecommunications 
provider for larger conferences, this is an expensive service and should be used sparingly. Please 
see the Assistant to the COO for a login and ID for our AccuConferencing service. 

 

We encourage staffers to sign up for a login and password at FreeConferenceCall.com. This service 
allows you to hold impromptu conference calls with your own long distance call in number. Blast-
Fax service is available through an internal RightFax system. Please consult the IT department for 
more information. All faxing can be done using either RightFax or the standard paper fax machines. 

 

Cellular Phone and Data Plan Procurement and Use 

 

The DCCC recognizes the professional need for employees to have access to phone and/or data 
devices and plans. Based on needs determined by the Executive Director and Department Directors 
the Committee will either provide a Committee owned device with a phone/data plan or reimburse 
staff for personal phone/data plans. 

 

DCCC issued devices are part of a Committee plan and do NOT include text messaging, directory 
assistance, or international calling. Employees will be required to reimburse the Committee for 
charges incurred for these services. DCCC devices are the responsibility of the employee. If a device 
is lost or stolen it is incumbent on the employee to contact the IT department immediately to have 
the device disabled. The employee may be responsible for the replacement cost of the device. 

 

Employees who use their personal devices for DCCC business must have their reimbursement cost 
approved by their supervisor. The DCCC does not pay for any charges in excess of the recurring 
monthly phone and data fees. It is the responsibility of the employee to submit monthly 
reimbursement requests. Any requests that are not submitted within 30 days are subject to 
nonpayment by the DCCC. The DCCC requires personal devices that receive DCCC email to be 


password protected at all times and support remote wiping. It is the responsibility of the employee 
to contact the IT department immediately if the device is lost or stolen. 

 

Employees who wish to use personal devices should contact the IT department to discuss which 
devices and plans integrate with our email server. Although the IT department will assist staff in 
setting up their DCCC email, the IT staff does not provide tech support for non-DCCC issued devices. 

 

Responsibility for Incurred Service Fees 

 

Employees incur charges for the DCCC through their use of technology services on a regular basis. 
Such charges include long distance phone service, teleconferencing, blast faxing, offsite Internet 
connectivity, virtual private network (VPN) connectivity, cellular phones, Blackberries, and other 
services. While the administration and information technology departments will seek to negotiate 
the best possible prices for the DCCC, the onus rests on each individual employee to use such 
services responsibly. 

 

Every employee should consider it part of her or his job to conserve DCCC resources, thus 
maximizing DCCC funds available for Democratic candidates for the House. In addition to using only 
the services needed for the conduct of the employee’s job, ideally the employee will also raise 
suggestions with the administration or information technology departments for keeping operating 
costs controlled. 

 

Unapproved Software and Hardware 

 

In an effort to reduce the long-term total cost of ownership of its information technology, the DCCC 
is seeking to standardize user PC configurations to the maximum extent practicable. In general, 
non-standard software and hardware is not permitted to be installed on DCCC computers without 
prior approval from the information technology staff. Such software would include personal tax 
preparation packages; such hardware would include Palm Pilots, which are not supported by the 
DCCC information technology department. Please consult the information technology department 
with any questions. 

 

Printing Policies 

 

The DCCC maintains a group of LaserJet printers for everyday use and two large copiers that are 
connected to the network for larger print jobs. Please ask the information technology department 
for help in configuring your computer to print to the nearest output device. 

 

Letterhead correspondence should be printed on an HP LaserJet printer. Documents greater than 
30 pages should generally be sent to one of the larger Xerox printers for output. Documents greater 
than 1,000 pages should be evaluated for outsourced printing at Kinko’s or another vendor. 

 

Technical Support 

 

DCCC technical support staff is available to assist you with any technology issue covered or not 
covered in this handbook. The goal of the information technology department is to provide a first-
class technical support operation. We appreciate your help by being conscious of the requests you 
make of the technical support staff: non-urgent requests are always best made by e-mail. 

 

 


EMPLOYEE SAFETY AND HEALTH 

 

We strive to provide safe working conditions for our employees. We observe the safety laws of the 
government within whose jurisdiction we operate. No one will knowingly be required to work in 
any unsafe manner. Safety is every employee’s responsibility, and all employees are expected to do 
everything reasonable and necessary to keep the Committee a safe place to work 

 

Fires and Emergencies 

 

IN CASE OF EMERGENCY, DIAL 9-911. After you have reached the emergency service, you must also 
inform the COO of the emergency so that the building security guards can be informed. 

 

There are two exits from the 2nd floor; one is located by the restrooms and the other is on the 
opposite side of the floor, just beyond the reception area. There are also fire extinguishers located 
throughout the facility. Exits and areas around fire extinguishers must be kept clear at all times. 

 

Accidents 

 

No matter how insignificant an injury may seem when it occurs, notify your supervisor and the 
administrative department immediately. 

 

Life-threatening Illnesses 

 

We are committed to providing equal opportunity to all employees, including those who have a life-
threatening illness (cancer, AIDS, cardio-pulmonary diseases, etc.). We are also committed to 
providing a safe work environment that meets or exceeds state and federal regulations. 
Consequently, employees who have a life-threatening illness will be treated like other employees as 
long as they meet performance standards, and medical and other evidence indicates that their 
condition is not a threat to themselves or others. 

 

We also believe all information regarding an employee with a life-threatening illness must remain 
private and confidential. We ask all employees to treat employees with a life-threatening illness 
with compassion and understanding. 

 

Return to Work 

 

If you are on a medical disability leave of absence, you must return to work when your physician or 
a company-appointed physician determines that you are able to perform the essential functions of 
your position. We require your physician’s release before reinstatement to the active payroll. If you 
wish to extend your leave beyond this point, you must apply for a personal leave of absence. 

 

A physician’s release may also be required when returning to work from sick leave or other, short-
term, medically related absences. 

 

 

STANDARDS OF CONDUCT AND CORRECTIVE ACTION 

 

Groups of people who are working together for any purpose require certain guidelines pertaining 
to their conduct and relationships. Accordingly, our employees must be aware of their 
responsibilities to the Committee and to co-workers. 


 

The Committee reserves the right to search personal effects, such as lunch boxes, purses, bags, 
desks, etc. 

 

Violations of our standards will result in a form of corrective action that may include, but is not 
limited to: Discharge, suspension, oral warning or written warning. In arriving at a decision for 
proper action, the DCCC retains discretion to determine the facts significant to its decision in each 
individual case, but generally considers: 

 

The seriousness of the infraction; 

The past record of the employee; 

The circumstances surrounding the matter; 

 

Although there is no way to identify every possible violation of standards of conduct or other 
conduct that may give rise to corrective action, the following is a partial list of infractions which will 
result in corrective action: 

 

. Falsifying employment application, personnel, or other Committee documents or records. 
. Unauthorized possession of Committee or employee property, gambling, carrying weapons 
or explosives, or violating criminal laws on Committee premises. 
. Fighting, throwing things, horseplay, practical jokes or other disorderly conduct which may 
endanger the well being of any employee on Committee premises. 
. Engaging in acts of dishonesty, fraud, theft or sabotage. 
. Threatening, intimidating, coercing, using abusive or vulgar language, or interfering with 
the performance of other employees. 
. Insubordination or refusal to comply with instructions or failure to perform reasonable 
duties which are assigned. 
. Unauthorized use of a Committee credit card including usage of the DCCC card for personal 
or unapproved purchases and violating the minimum purchase of $10 rule. 
. Unauthorized obligation of Committee financial resources to a vendor or payee. 
. Unauthorized use of Committee material, time, equipment, or property. 
. Damaging, destroying or losing Committee property due to careless or willful acts. 
. Conduct which the Committee feels reflects adversely on the employee or Committee. 
. Performance which, in the Committee’s opinion, does not meet the requirements of the 
position. 
. Engaging in such other practices as the Committee determines may be inconsistent with the 
ordinary and reasonable rules of conduct necessary to the welfare of the Committee, its 
employees, or clients. 
. Negligence in observing fire prevention and safety rules. 
. Violation of physical and information security rules. 
. Other circumstances for which the Committee feels that corrective action is warranted. 


 

This list is intended to be representative of the types of activities which may result in disciplinary 
action. It is not intended to be comprehensive and does not alter the employment-at-will 
relationship between the employee and the Committee. Additional standards of conduct include, 
but are not limited to, those described in the sections below. 

 

 


Conflict of Interest 

 

Employees are expected to devote their best efforts to the interests of the Committee and the 
conduct of its affairs. The DCCC recognizes the right of employees to engage in activities outside of 
their employment which are of a private nature and unrelated to our business (political consulting 
is related to our business). However, a policy of full disclosure must be followed to assess and 
prevent potential conflicts of interest from arising. The Executive Director must provide 
authorization to any DCCC employee who wishes to engage in commercial or employment activity 
outside of the DCCC. Any employee that does have authorization to engage in commercial or 
employment activities outside of his or her employment with the DCCC cannot, however, use any 
DCCC resources in that activity. Solicitation or advertisement of commercial activities outside of 
DCCC employment is also prohibited. All directors must complete an annual conflict of interest 
certification as provided by the COO. 

 

DCCC Employee Internet and Social Media Policy 

All DCCC employees must refrain from public activity that may place the Committee, its Members 
and its supported candidates in an unfavorable light. The same principles that cause us to restrict 
employee communications with members of the press, and that require Committee matters to be 
kept confidential, apply to online activities as well. 

 

All DCCC employees may set up and utilize social media for their personal use. However, you are 
held accountable for your postings. All employees must be careful about what they post on their 
Facebook, Twitter, Google +, MySpace, etc accounts, because so much of the DCCC’s work is carried 
out in the public sphere. It’s important that while you’re working for the DCCC, you conduct 
yourself professionally when using all forms of social media, as your actions and comments reflect 
on the DCCC. When maintaining or contributing to social media channels, please exercise sound 
judgment and common sense at all times. What you publish is widely accessible and discoverable 
and will be around for a long time, so consider content carefully. It’s a good idea to set your 
accounts to private, so only your friends can see them. This is especially true with pictures. 

 

You may use your various social media platforms to push out information the DCCC wants public to 
your friends/followers, but you may not editorialize about any Member of Congress, any candidate, 
or any election. Except as specified in this policy, no employee may author, co-author, edit, or 
contribute content to a book, weblog (“blog”), Twitter account, publicly accessible social 
networking site or any other publication that pertains in any way to the DCCC, any Member of 
Congress, any candidate, or any election, without the express written approval of the Executive 
Director. It’s very important that only designated individuals speak for the DCCC. 

 

DCCC employees are prohibited from making malicious, abusive, knowingly false, unlawful, 
discriminatory, defamatory, libelous, or slanderous comments about the DCCC, Members of 
Congress, any candidate, any election, or any of the DCCC’s employees, partners, or opponents. And, 
you are prohibited from using social media to post comments that threaten, harass, bully, or 
intimidate the DCCC or its employees, partners, or opponents. 

 

This policy is not intended to preclude or dissuade employees from engaging in any activities that 
are protected by state or federal law (including the National Labor Relations Act), such as 
discussing wages, benefits or terms and conditions of employment, or raising complaints about 
working conditions for their own benefit or for the benefit of their co-workers. It is not intended to 
restrict private employee communications that respect the confidentiality of Committee business, 


and that do not place the DCCC, its Members or its candidates in an unfavorable light. Nor is it 
intended to prevent employees from sharing DCCC communications that are created for 
distribution to the general public, such as press releases, job postings and appeals for volunteers. 
But whenever communicating online, DCCC employees must ensure that their conduct does not 
bring discredit upon the DCCC, its Members or its candidates. Violation of this policy may lead to 
disciplinary action up to and including termination. 

 

If there is any question on what you are allowed to post see the Communications Department for 
approval. 

 

Harassment 

 

The DCCC is committed to providing a work environment that is free from prohibited harassment. 
Harassment is prohibited if based on an employee’s race, color, sex, creed, religion, age (40 and 
over), marital status, national origin, citizenship, the presence of any sensory, mental, or physical 
disability, sexual orientation, gender identity or expression, veteran status, or any other status or 
trait protected by applicable law, and which is against our philosophy of a workplace that promotes 
respect for each other, will not be tolerated. 

 

The DCCC will not tolerate, condone or allow unlawful harassment by or of any employee, 
volunteer, director, supervisor, co-worker, independent contractor, or other non-employee who 
conducts business with the DCCC. The DCCC will take prompt and effective disciplinary action 
against anyone who violates this policy. Besides being a violation of DCCC policy, discriminatory or 
harassing conduct also may violate applicable laws. However, even if the conduct is not severe 
enough to violate the law, if the DCCC determines that an employee’s conduct violates the 
company’s “no harassment” policy, the DCCC may take disciplinary action, up to and including 
termination. Furthermore, any supervisor, manager or senior staff member who has reason to 
believe that an incident of unlawful harassment may have occurred has an affirmative duty to 
report the conduct in accordance with the procedures set forth below. 

 

Sexual Harassment 

 

Sexual harassment is one form of unlawful harassment. The DCCC prohibits sexual harassment in 
the workplace, whether committed by supervisory or non-supervisory personnel. Sexual 
harassment has been defined by the Equal Employment Opportunity Commission to include any 
unwelcome sexual advances, requests for sexual favors, and any other verbal, visual or physical 
conduct of a sexual nature which meets any one of the following three criteria: 

 

. Submission to such conduct is made either explicitly or implicitly a term or condition of an 
individual’s employment; 
. Submission to or rejection of such conduct by an individual is used as the basis for 
employment decisions affecting the individual; 
. The conduct has the purpose or effect of unreasonably interfering with an individual’s work 
performance or creating an intimidating, hostile, or offensive work environment. 


 

Examples of such unacceptable behavior include, but are not limited to: 

 

. Non-consensual sexual intercourse of sexual assault 
. Repeated offensive or unwelcome sexual flirtations; 



. Advances and propositions; 
. Graphic verbal commentaries about an individual’s body; 
. The display in the workplace of sexually suggestive objects or pictures; 
. Dirty jokes and offensive gestures; 
. Intrusive questions about an employee’s personal life; 
. Abuse of familiarities or diminutives such as “honey”, “sweetheart”, or “baby”; 
. Referring to adult women as “girls” and adult men as “boys”; 
. Unnecessary and unwanted physical contact: touching, hugging, kissing, patting, pinching, 
tugging at clothing, etc. 


 

Reporting and Investigation Procedures 

 

If you believe you have been the victim of harassment, or know of one who has, report it 
immediately to the Chief Operating Officer or Executive Director. Regardless of the source of the 
information or the avenue used to raise issues, complaints will be promptly and adequately 
investigated. Although such reports will be kept as confidential as possible, investigative 
requirements may require that some information be disclosed in order to complete a thorough 
investigation. Any special concerns about confidentiality should be addressed at the time 
complaints are raised. Each of the individuals designated to receive complaints will initiate 
appropriate steps upon receipt of complaints or other information suggesting that this policy has 
been violated. 

 

Corrective Action 

 

After the investigation has been completed, prompt and effective corrective action shall be taken 
against anyone found to have violated this policy. Corrective action in each case will depend upon 
the gravity and circumstances of the offense, and may include dismissal. The DCCC will also take 
whatever action is determined necessary to prevent an offense from being repeated. If the 
investigation was initiated by a complaint, the employee making the complaint will be notified at 
the close of the investigation whether corrective action and/or remedial action will be taken. 

 

No Retaliation 

 

The DCCC expressly prohibits any retaliation against any employee who makes a complaint, under 
this policy, cooperates in the investigation of such a complaint, or who provides information about 
possible violations of this policy. Any individual who feels that he or she has been retaliated against 
for bringing forward a complaint or participating in an investigation should promptly notify the 
COO or Executive Director. 

 

Smoking 

 

The DCCC is committed to providing a healthy, comfortable, and productive work environment for 
all employees. In order to maintain a workplace free from the effects of environmental tobacco 
smoke, smoking is prohibited. This applies to all employees, members, contractors, vendors, job 
applicants, visitors, and all others while on DCCC property. 

 

Attendance Standards 

Punctuality and regular attendance are essential to the proper operation of any business. These 
also help you to establish a good working reputation and add to your opportunity for advancement. 


 

If you are unable to report for work for any reason, if you will arrive late, or must leave early, notify 
your supervisor. If you are unable to reach them, contact the Front Desk Receptionist before 
starting time. The Committee’s main phone number to reach the Receptionist is 202-863-1500. 

 

Absence Without Notice 

 

For us to operate our Committee effectively, we ask that you keep us informed of your status when 
you are off work because of illness, personal emergency, or accident from any cause. Failure to 
notify the Committee of an absence will be interpreted as a resignation. If you fail to notify us after 
three days of consecutive absence, we will presume you have resigned, and you will be removed 
from the payroll. If you are out of work due to a short-term illness or disability, you must notify 
your supervisor of the expected length of absence and contact your supervisor as the situation 
changes. If you must leave work for any reason before the end of the day, you must inform your 
supervisor and leave word with the Front Desk Receptionist. Failure to do so could result in 
termination. 

 

Solicitation and Distribution 

 

Soliciting by one employee of another, or collecting from one employee by another, is prohibited 
while either employee is on work time. Team building activities that are open to the entire 
committee are permitted on an individual basis as approved by the COO. Distributing literature and 
circulating petitions during work time is also prohibited. Trespassing, soliciting or distributing 
literature by any non-DCCC employee is prohibited. 

 

Alcohol and Drugs 

 

It is the policy of the DCCC that all employees, without exception, must strictly comply with all legal 
prohibitions on the sale, possession and use of controlled substances (properly obtained 
prescription medications excluded). 

 

The DCCC will not permit the illegal use of drugs or alcohol in the workplace, and employees will 
not be allowed to work under the influence of such substances. 

 

Any employee caught using, selling, or possessing such controlled substances is subject to 
discipline, up to and including placement on administrative leave (with or without pay) and/or 
termination. The DCCC shall cooperate fully and completely with appropriate law enforcement 
authorities in investigating and prosecuting any violations of law. 

 

Any employee who voluntarily discloses to DCCC management that he or she has a drug use or 
alcohol problem may be assured that DCCC management will cooperate in obtaining appropriate 
counseling, rehabilitation, etc. DCCC employees should be aware that the legal drinking age in the 
District of Columbia is 21. Although alcoholic beverages may be served in connection with certain 
DCCC functions, this legal requirement must be strictly observed at all times. Violations will be 
subject to disciplinary action. Any employees desiring further information please see the COO or 
Executive Director. 

 

Ethics and Confidentiality 

 


Employees are expected to maintain the highest professional standards at all times. In order to 
maintain those standards, employees are expected to exercise discretion and sound judgment in 
handling all matters assigned to them and to avoid even the appearance of impropriety. Each 
employee should take special care to think how his or her conduct will appear to outside observers. 
Employees are expected to obey all laws at all times when working for the DCCC. Each employee 
has a duty at all times to conduct himself or herself according to the highest ethical standards and 
in a manner which reflects positively upon the DCCC and which inspires confidence, respect, and 
trust. 

 

Confidentiality is of paramount importance to this organization. You are expected to respect the 
privacy of others in those matters, and, in turn, the Committee has a responsibility to honor your 
privacy. 

 

Absolute confidentiality must be maintained concerning Committee and Member matters. Always 
assume anything you have heard or read to be of a confidential nature. Documents that cross your 
desk and conversations you hear cannot be disclosed to anyone outside of the DCCC. Please do not 
embarrass yourself, Members of Congress, the DCCC or others by repeating or discussing these 
matters. 

 

This applies to staff members’ online communications through blogs, Facebook pages or other 
digital media. Do not post something you would not want published in the Washington Post. 

 

All DCCC staff are expected to familiarize themselves with the fundamental principles of the 
Bipartisan Campaign Finance Reform Act and House ethics regulations. Staff is expected to become 
thoroughly familiar with the legal and ethical laws, regulations, opinions, etc. which directly relate 
to the performance of their job at the DCCC. 

 

All press inquiries must be directed to the Communications Department. Under no circumstances 
should DCCC staff communicate with members of the press. Non-authorized communications with 
the media can result in immediate termination. 

 

Personal Conduct and Appearance 

 

Those who work for the DCCC are expected to dress in a business-like way and to conduct 
themselves in a manner that will bring credit to the DCCC and the Democratic Party. The DCCC has 
many visitors walking throughout the office including Members of Congress, candidates, and 
donors; please conduct yourself in a professional manner at all times, whether you are in an office, 
the hallway, or anywhere in the building. 

 

Apparel. The DCCC has a business dress policy. Employees are expected to maintain an 
appropriate appearance that is professional, neat, and clean. Dress and appearance should not 
be offensive to visitors or other employees. The guidelines are as follows: 

 

Congress in Session – Business attire is required. 

 

Congress is Not in Session – Business casual dress is acceptable, unless you are notified by 
the Executive Director or COO that business attire is required. Please note that Business 
casual dress does not include torn or ripped pants, t-shirts, flip-flops or other casual wear 
inappropriate for the office. 

 


Please remember that those who have business meetings with Members, donors, or other visitors 
from outside of the DCCC will be expected to wear attire appropriate for the meeting. 

 

Individuals who appear in the office with dress in violation of these standards will be asked to 
return home and change as required to meet office standards. These standards apply to all staff. 

 

Please remember that while the nature of our work is campaign related this is not a campaign 
office, it is an ongoing organization. Proper attire is meant to enhance the professional approach 
and appearance of our office. 

 

Employees are expected to familiarize interns, volunteers and temporary employees who work 
with them of this policy. 


HANDBOOK RECEIPT AND ACKNOWLEDGEMENT 

 

I have received a copy of the Democratic Congressional Campaign Committee’s handbook 
dated _________________. I have read the handbook in its entirety and understand its content. 

 

I understand that the handbook is not a contract of employment or a promise of 
specific treatment in specific circumstances. The handbook merely summarizes current 
policies and practices, which the DCCC reserves the right to interpret, change, suspend, or 
cancel, with or without notice. 

 

I understand that nothing contained in the Employee Handbook should be 
understood as a guarantee of continued employment. Employment is on an at-will 
basis. That means that the employment relationship may be terminated at any time either 
by me or the DCCC, with or without prior notice, for no reason or for any reason not 
prohibited by law. 

 

I understand that the at-will nature of employment cannot be modified or changed 
by any oral or written statement by anyone, except for an express written agreement 
signed by me and an authorized representative of the DCCC. 

 

 

 

 

 

 

__________________________________________________________________ _______________________ 

Employee Signature Date 

 

 

________________________________________________ 

Employee Name (Printed) 

 

 

 

 

 

Please keep a copy of this acknowledgement for your records.