D.C.

Beginning as early as January 15, 2023, certain employers will need to ensure they are complying with the District of Columbia’s Transportation Benefits Equity Amendment Act of 2020, also known as the “Parking Cash Out Law.”

In 2018, the District of Columbia enacted the Tipped Wage Workers Fairness Amendment Act (“the Act”). Among other things, the Act imposes obligations on employers that employ tipped employees, including significant training and reporting requirements.

The District of Columbia prompted widespread outcry from the business community when it enacted one of the broadest bans on non-compete agreements in the country in early 2021. At least in part spurred by that outcry, this past summer the D.C.

In 2018, the District of Columbia enacted the Tipped Wage Workers Fairness Amendment Act (TWWF), preserving the use of the tip credit in the District, but imposing significant obligations on employers that employ tipped employees, such as mandatory sexual harassment prevention training and notice re

After more than two years of delay and amendment, the District of Columbia’s Ban on Non-Compete Agreements Amendment Act of 2020, which was introduced in the pre-pandemic days of 2020, will finally take legal effect on October 1, 2022. Efforts to amend the 2020 act culminated in the Non-Compete Clar

Although District of Columbia’s Tipped Wage Workers Fairness Amendment Act was passed in 2018, parts of that law, including mandatory sexual harassment training, are just now taking effect.

The District of Columbia City Council has finalized amendments to implement the D.C. Ban on Non-Compete Agreements Amendment Act of 2020 effective October 1, 2022, and Mayor Muriel Bowser has signed D.C. Bill 24-256 .

On Friday, July 8, 2022, the U.S. Court of Appeals for the D.C. Circuit issued its decision in United Mine Workers of America 1974 Pension Plan v. Energy West Mining Company , joining the Sixth Circuit in holding that the assumptions used by a multiemployer defined benefit pension plan in

Due to a surplus in the District of Columbia’s Universal Paid Leave Fund, the number of weeks of paid leave available to eligible employees in the District of Columbia pursuant to the Universal Paid Leave Act (UPLA) will significantly increase on October 1, 2022.

Executive Summary: On June 3, 2022, an en banc panel (meaning all of the judges on the court participated) of the U.S. Court of Appeals for the D.C. Circuit issued a landmark decision holding that Title VII does not require employees to demonstrate an “objectively tangible harm.” Chambers v. Distric

The District of Columbia “ Ban on Non-Compete Agreements Amendment Act of 2020 ” applicability date has been postponed from April 1 to October 1, 2022. The law broadly prohibits D.C. employers from requiring or requesting that D.C. employees agree to non-competition provisions and requires employers

For employers wary of the looming implementation of the District of Columbia’s Ban on Non-Compete Agreements Amendment Act of 2020, it appears that the waiting game will continue until at least October 1, 2022. Although March 16, 2021, was the act’s “effective date,” the act’s near-total ban on nonc

Due to a surplus in the District of Columbia’s Universal Paid Leave Fund, the number of weeks of paid leave available to D.C. workers under D.C.’s Universal Paid Leave Act will significantly increase on July 1, 2022.

In response to the rapid influx of COVID-19 variant cases over the course of the holiday season, District of Columbia Mayor Muriel Bowser recently announced further efforts by the city to curb the spread of the virus. In addition to reinstating the District’s indoor mask mandate (which had been

The District of Columbia Council has passed legislation mandating that employers provide paid leave to employees for time spent obtaining and, if needed, recovering from side effects of a COVID-19 vaccine. Employees will also be provided with leave to accompany minor children to a COVID-19 vaccine a

The District of Columbia has enacted emergency legislation expanding the District’s Universal Paid Leave Act (UPLA). The legislation takes effect on October 1, 2021, and lasts for no more than 90 days.

On August 10, 2021, District of Columbia Mayor Muriel Bowser issued Mayor’s Order 2021-099 requiring all D.C. employees and interns to certify that they have been vaccinated by September 19, 2021. The Order further mandates that all D.C. contractors and grantees ensure that their “employees, agents,

Eligible workers in D.C. who have been displaced by the COVID-19 pandemic have the opportunity to be reinstated once their employer starts rehiring after the pandemic, according to a new law.

Just as the calendar was turning to 2021, the Council of the District of Columbia threw District of Columbia employers a late-breaking curveball that most did not see coming. The Ban on Non-Compete Agreements Amendment Act of 2020 (D.C. Act 23-563) was passed by the Council on December 15, 2020,

To ensure emergency legislation protecting businesses and workers in the District of Columbia does not lapse, the D.C. Council has passed the “Protecting Businesses and Workers from COVID-19 Congressional Review Emergency Declaration Resolution of 2021.”