The University of the District of Columbia provides an extensive range of benefits options for eligible employees.  Examples include insurance (health, dental, vision, and life), flexible spending accounts, annual leave, sick leave, retirement, and more.

Walk-in benefits consultations will be offered on a first come first served basis in the Office of Human Resources as follows:

  • Tuesdays from 10 a.m. to 12 p.m.
  • Thursdays from 2 p.m. to  4 p.m.

For an appointment or for more information, please email or leave a message at 202.274.5446


UDC employees enjoy generous leave benefits, including 11 paid holidays. Administrative, Direct Service and Wage employees all accrue annual and sick leave per pay period. Additionally, the University offers a variety of leave options to accommodate individual needs, including bereavement leave and paid family leave.



Calendar Year 2022 Legal Public Holidays

New Year’s Day Saturday, January 1
Martin Luther King Jr.’s Birthday Monday, January 17
Washington’s Birthday Monday, February 21
D.C. Emancipation Day Thursday, April 16
Memorial Day Monday, May 30
Independence Day Monday, July 4
Labor Day Monday, September 5
Indigenous People’s Day Monday, October 10
Veteran’s Day Friday, November 11
Thanksgiving Day Thursday, November 24
Day After Thanksgiving Day Friday, November 25
Christmas Day Sunday, December 25
Christmas Day (observed) Monday, December 26

For full-time employees who are regularly scheduled to work Mondays through Fridays, when a holiday falls on a Saturday, the legal public holiday is the preceding Friday.  When a holiday falls on a Sunday, the legal public holiday is the following Monday.

For part-time employees, whenever a public holiday falls on one of the employee’s regularly scheduled workdays, the part-time employee will be entitled to holiday pay.  When a public holiday falls on a day a part-time employee is not regularly scheduled to work, no “in-lieu-of” or make-up day is authorized for that employee.

For full-time employees whose schedule is on days other than Monday through Friday, including compressed work schedules, and when a holiday falls on a day he or she is regularly scheduled off, the public holiday for that employee depends on their scheduled tour of duty.  The resulting public holiday is often called an “in-lieu-of” holiday.  For these employees, when a holiday falls on the

  • First (or only) non-workday – the public holiday for the employee is the workday immediately after the first non-workday.
  • Last non-workday – the public holiday for the employee is the day immediately before the last non-workday.

Eligible employees accrue annual leave each pay period.

Regular full-time employees accrue annual leave each pay period on the following schedule:

Years of Employment Annual Leave
0-3 13 days (4 hours per pay period)
3 - 15 15 days (5 hours per pay period)
15+ 22 days (7 hours per pay period)

Direct Service and Wage employees:

Years of Employment Annual Leave
0 - 3 13 days (4 hours per pay period)
3 - 15 20 days (6 hours per pay period)
15+ 26 days (8 hours per pay period)

Wage grade and District Service (DS) employees hired after 1987

Faculty who are hired to begin teaching at the University in or after the 2003/2004 academic year may accrue a maximum of 90 days of sick leave.

Eligible employees accrue annual leave and sick leave each pay period. Upon termination, an employee will receive cash value for 100 percent of the remaining accrued annual leave not to exceed 240 hours.


Eligible Administrative, Direct Service and Wage employees accrue 4 hours of sick leave each pay period (13 days) regardless of years of employment.

Family Medical Leave Act (FMLA)

Employees may receive up to eight (8) weeks of paid leave for the birth or adoption of a child or to care for a family member with a serious health condition. For additional information, visit Paid Family Leave.

UDC employees who wish to apply for family medical leave my contact: 

Ms. Katharine Bruce, Talent Management Specialist – Employee Relations
4200 Connecticut Avenue NW; Bldg. 39; Suite 200-A
Washington, DC 20008


Pursuant to DCMR §8-B1309, bereavement leave of three (3) work days with pay, without reduction in accumulated leave or service, shall be granted to all full-time administrative employees following the death of a member of the employee's immediate family or household. For purposes of this section, the term "immediate family" shall include an employee's spouse, children, parents, guardians, brothers, sisters, and grandparents.

Jury Duty

An employee is entitled to paid time off without charge to leave for service as a juror or witness. An employee is responsible for informing his or her supervisor if he or she is excused from jury or witness service for 1 day or more or for a substantial part of a day. To avoid undue hardship, an agency may adjust the schedule of an employee who works nights or weekends and is called to jury duty.  (If there is no jury/witness service, there is no court leave.  The employee would be charged annual leave, sick leave, or leave without pay, as appropriate.)

Jury Duty - An employee who is summoned to serve as a juror in a judicial proceeding is entitled to court leave.

Witnesses - An employee who is summoned as a witness in a judicial proceeding in which the Federal, State, or local government is a party is entitled to court leave.


An employee serving in a permanent appointment, temporary appointment pending establishment of a register (TAPER), term appointment or indefinite appointment, who is a member of a reserve component of the Armed Forces, shall be entitled to military leave for each day, but no more than fifteen (15) calendar days during a single calendar year in which he or she is on active duty, inactive duty training under 37 U.S.C. § 101, funeral honors duty under 10 U.S.C. § 12503 and 32 U.S.C. § 115, or engaged in field or coast defense training under 32 U.S.C. §§ 502 through 505.

Armed Forces – United States Army, United States Marine Corps, United States Navy, United States Air Force, United States National Guard, United States Coast Guard.

Reserve Component of the Armed Forces – The Army National Guard of the United States, the Army Reserve, the Naval Reserve, the Marine Corps Reserve, the Air National Guard of the United States, the Air Force Reserve, or the Coast Guard.

Military Leave – Authorized absence without loss of or reduction in pay, leave or credit for time or service for the performance of military service as provided in this section. Military leave shall be distinguished from military furlough, which is a period of extended absence without pay while on extended active duty for general military service.


The University of the District of Columbia will grant administrative leave to employees for voting in any election or referendum on a civic matter in his or her community, whenever the polls are not open at least three (3) hours before or after an employee’s regular hours of work.

The administrative leave granted must allow the employee to report to work three (3) hours after the polls open or leave work three (3) hours before the polls close, whichever requires the lesser amount of absence of work.

Employees must coordinate with their respective supervisors regarding any anticipated use of administrative leave for voting purposes.

Remitted Tuition – Click here for more information

The University will provide full remitted tuition to eligible full-time employees and their immediate families who wish to enroll in courses at the university, subject to University admission requirements.


The University of the District of Columbia offers five medical insurance options, as well as voluntary dental and vision coverage. Eligible employees are offered short- and long-term disability, as well as basic life insurance coverage with the option to purchase additional voluntary life insurance for themselves and their dependents.

Medical Plans
  • Aetna Healthcare-HMO/PPO/CDHP
  • CareFirst-HMO/PPO
  • Kaiser Permanente-HMO
  • United Healthcare Choice Nationwide

*Plan options vary based upon appointment designation

The University contributes 75% of the total cost for health insurance premiums.  Employees pay 25% of the associated costs. The semi-monthly 2019 health premiums are listed below:

Type United Health Care Choice Nationwide Kaiser HMO Carefirst PPO Carefirst HMO Aetna PPO Aetna HMO Aetna CDHP
Bi-weekly Rates - (26) Installments - Effective January 22, 2022
Enrollment Code Self-Only MD1
Self-+1 MD2
Family MD3
Self-Only KP1
Self + 1 KP2
Family KP3
Self-Only C10
Self + 1 C11
Family C12
Self-Only C01
Self + 1 C02
Family C03
Self-Only AP1
Self + 1 AP2
Family AP3
Self-Only AH1
Self + 1 AH2
Family AH3
Self-Only HM1
Self + 1 HM2
Family HM3
Self Only $94.78 $82.83 $97.80 $86.60 $98.21 $100.85 $38.73
Self + 1 $181.03 $158.21 $186.80 $170.61 $193.05 $198.23 $76.13
Family $277.71 $242.69 $286.55 $250.28 $283.81 $291.42 $111.92
Semi-monthly Rates for (24) Installments - Effective January 1, 2022
Self Only $102.68 $89.74 $105.95 $93.82 $106.40 $109.25 $41.96
Self + 1 $196.12 $171.40 $202.36 $184.83 $209.15 $214.75 $82.48
Family $300.85 $262.92 $310.43 $271.14 $307.46 $315.71 $121.25
Semi-monthly Rates for (18) Installments - Effective January 1, 2022
Self Only $136.91 $119.65 $141.27 $125.09 $141.86 $145.67 $55.95
Self + 1 $261.49 $228.53 $269.81 $246.43 $278.86 $286.33 $109.97
Family $401.13 $350.56 $413.91 $361.51 $409.95 $420.94 $161.67
Voluntary Dental

The University pays 100% of the premium costs for dental coverage through CIGNA DHMO plan.  An employee can elect the CIGNA Dental PPO and will be responsible for the associated premium cost.

Life Insurance

Group Life Insurance - Term life insurance provides coverage equal to an employee’s annual salary rounded to the next thousand, plus $2000. An employee pays two-thirds of the total cost of group life insurance and the University pays one-third. For example:

Basic Salary You pay…
$100,100 (rounded to the next thousand)

$102,000 + $2,000 = $104,000


Optional Life Insurance - Optional life insurance is available at low cost for an employee and their dependents. Employees pay 100% of the cost of optional life insurance. Listed is an example of the estimated cost of optional life insurance coverage. 

    1. Basic Life Insurance – Annual Salary + 2K
    2. Option A – Additional $10,000 (employee only)
    3. Option B – Ranges from 1 to 5 times annual salary (employee only)
    4. Option C – Coverage for eligible Spouse/ or eligible dependents
    5. Rates are based on your age and coverage level
Option C: "Family" Biweekly Rates
Option Age <45 Age 45-54 Age 55+
$10,000 spouse life & $10,000/child life $0.77 $1.46 $3.53
$25,000 spouse life & $10,000/child life $1.50 $3.22 $8.39
$50,000 spouse life & $10,000/child life $2.69 $6.14 $16.46
Disability Programs

Disability Programs:

 Standard Insurance Company

  • Short-term Disability
    • Nonrelated work injury
    • Illness
  • Long-term Disability
    • Illness lasting longer than 6 months

* For more information on disability plans go to Employee Insurance | dchr

Changing Your Benefits

Open Enrollment is your annual opportunity to review your current benefit elections and make any necessary changes. The benefit elections you select during Open Enrollment will apply to your coverage for each plan year. Generally, you cannot change your elections during a plan year; however, you may change your elections during a plan year if you experience a “change in status”.

  • Change in Marital Status: This includes a marriage, divorce, legal separation, or death of a spouse.
  • Change in Number of Children: This includes the birth, adoption, or placement of a child. It also includes the removal of a child due to death or age limitations.
  • Change in Employment Status: This includes a change in employment status of the employee, spouse or same sex domestic partner, or dependent children.
  • Change in Place of Residency: This includes a change in the place of residence of an employee and/or dependents.
  • Age Limitations for Coverage: This includes the ages at which employees and/or dependents age out of varying University benefits.

Coverage Effective Dates

For employees who are paid biweekly, changes made during Open Enrollment will be effective January 6, 2020.

For employees who are paid semi-monthly (some DCPS and UDC), changes made during Open Enrollment will be effective January 1, 2020.

Save the DateOpen Enrollment for your 2019 DC Government employee benefits begins Monday, November 11, 2019 and ends Monday, December 9, 2019 at 5:00 p.m.

Retirement Plans:

403 (b) (Administrative Employees)

The University of the District of Columbia provides a 403(b) defined contribution plan sponsored by Teachers Insurance Annuity Association – College Retirement Equities Fund (TIAA-CREF). The University contributes 7% of an employee’s annual salary. Employee Contribution is optional.

Defined Contribution Pension Plan – 401(a) (Career Service Employees)

The District government’s primary retirement plan for eligible employees first hired on or after October 1, 1987, is a “defined contribution” plan, with benefits based on 100% employer-provided contributions plus earnings over the course of the participant’s working years. The District funds this plan; there is no employee contribution. The current employer-paid contribution is 5% of the base salary (5.5% for Corrections Officers). Employees must have one year of continuous service to participate, and they are fully vested in the Defined Contribution Pension Plan after five years of continuous service.

Deferred Compensation Plans

All University employees are eligible to participate in the Deferred Compensation Program, an optional savings program that allows employees to tax-defer income and invest for the future. The portion of salary an employee contributes reduces the amount of taxable income in each paycheck. The Internal Revenue Service determines the annual maximum amount that can be deferred.  The 457 plan is administered through ICMA-RC. The 403 plan is administered by TIAA-CREF, VOYA, New York Life and MetLife.


The University of the District of Columbia offers remitted tuition to full-time employees and their immediate families who wish to enroll in courses at the University, subject to University admission requirements.

However, courses offered by the UDC School of Law are not subject to the foregoing tuition remission benefit.

For information regarding the UDC remitted tuition benefit, please navigate to the following link.

Work/Life Balance

The University of the District of Columbia recognizes that balancing busy work lives and home lives is complex; the University works to provide resources and tools for success in all areas of an employee’s life. The resources provided on this page are intended to help employees intersect the challenges of work, family, and life responsibilities.

Employee Assistance Program

All employees may use the Employee Assistance Program, which provides confidential counseling and referral services for emotional, professional or financial problems. This confidential counseling program is staffed by non-government agency professionals through INOVA

Commuter Benefits Program
  • Pre-tax funds used to pay for eligible transit and parking services
  • Payroll deduction
  • Transit limit is $3,240 per year or $280 per month
  • Parking limit is $3,240 per year or $280 per month
  • You may enroll, stop, or change election at any time during the year.
Discount Programs
Employer Assisted Housing Program
Flexible Spending Accounts

Health Care

    • Reimbursement for expenses not covered under your health insurance
    • Employees may contribute a maximum of $2,850 annually

Dependent Care

    • Reimbursement for expenses used to provide daycare for children or elders while you work
    • Employees may contribute a maximum of $5,000 annually
    • These expenses must be for a dependent child under the age of 14 or a spouse or other dependent adult who is incapable of self-care.
Public Student Loan Forgiveness
Lactation Support

The University of the District of Columbia is pleased to offer lactation rooms to help nursing mothers’ transition back to work smoothly.

Nursing mothers may use the lactation room located in the Division University Health Services located in Building 44, Room A-40 to pump their breast milk.

The success of this program depends on a few practices:

  • Employees must communicate with their supervisors regarding time needed to express milk so that reasonable accommodations may be made to satisfy both the needs of the employee and the department.
  • Employees must sanitize the designated space for lactation both before and after use. Anti-bacterial wipes will be provided for the use of lactating mothers.
  • Employees may not leave expressed milk in the lactation space.

Resources for Breast Feeding or Pregnant Employees:

  • Breast Feeding Center for Greater WashingtonProvides lactation education and promotion. Provides expert-led free and low-cost classes and private consultations with Board Certified Lactation Consultants. Also offers a variety of other services including a breastfeeding boutique, off-site classes, a nursing lounge and a milk depot.
  • DC Department of Health: Offers information about breastfeeding and parenting.
  • U.S. Department of Health & Human Services/Office of Women’s Health: Offers information regarding the benefits of breastfeeding and instructional pamphlets.
Headspace for work
  • Free subscription for UDC employees
  • Access 100s of meditations and exercises
  • Stimulate your brain
  • Promotes mental health
  • Help with stress, anxiety and resilience
  • Easy to use
  • Use with your family

Additional UDC Benefits

  • Paid Holidays
  • Savings Bonds
  • DC Teacher’s Federal Credit Union
  • Supplemental Insurance
  • Remitted Tuition and Tuition Assistance
  • University Sponsored Training Programs
  • Employee Assistance Program 

*For more information, please contact the Office of Human Resources/Benefits at


Main Office: (Temporary Location): Building 71 (4250), 7th Floor | phone 202.274.5380 | fax 202.274.6300
Office Hours: 8:30am – 5pm, Mon – Fri

myUDC | UDC's Online Portal
Employees are encouraged to use UDC’s portal: myUDC for internal information and communications


Employee Self Service Login

Collective Bargaining Agreements