D.C.

The D.C. Wage Amendment Act’s broad changes to the District of Columbia’s wage and hour laws greatly increases employer obligations, potential penalties, and liability, while creating a cumbersome administrative hearing process in order vindicate their rights.

The District of Columbia has passed the Wage Transparency Act of 2014. The Act prohibits all private employers within the District from implementing workplace policies that forbid employees from discussing their wages with coworkers. The Act echoes President Barack Obama’s Executive Order 13665, man

The District of Columbia’s new Wage Theft Prevention Amendment Act of 2014 (the Act), which became effective on February 26, 2015, requires employers to provide written notice to each employee based in D.C. containing specific information about the employee’s terms and conditions of employment. Alth

The Protecting Pregnant Workers Fairness Act of 2014 is now official law in the District of Columbia, with a retroactive effective date of February 3, 2015. To comply with the Act, employers should post a notice of employee rights immediately and provide existing employees with written notice of the

Employers in the District of Columbia will soon be required to provide reasonable workplace accommodations to employees whose ability to perform the functions of their positions are limited as a result of pregnancy, childbirth, related medical conditions, or breastfeeding. The Protecting Pregnant Wo

The District of Columbia Council has passed emergency and temporary amendments to the Wage Theft Prevention Amendment Act that, among other things, remove the requirements that employers keep time for exempt employees and that they pay exempt employees at least twice monthly. Exempt employees still

The District of Columbia is considering legislation that would bar employers from conducting pre-employment marijuana testing, except as required by law. The bill—Prohibition of Pre-Employment Marijuana Testing Act of 2015—is scheduled to be discussed at a public hearing on Monday, February 9, 2015.

The District of Columbia is set to implement the Wage Theft Prevention Amendment Act of 2014 (the "Act"), a measure broad in scope that amends several existing D.C. laws. Notably, the Act amends D.C.'s wage payment and collection laws, minimum wage law, and the Accrued Sick and Safe Leave Act of 200

The District of Columbia Department of Employment Services has announced the Wage Theft Prevention Amendment Act will become effective on February 26, 2015.

A new District of Columbia law will require employers to provide reasonable accommodations to employees affected by pregnancy, childbirth, breastfeeding, and related medical conditions and prohibit employers from requiring an employee to take leave if it is possible for the employee to continue work

The new District of Columbia Wage Theft Prevention Amendment Act of 2014 makes sweeping changes to D.C.’s wage and hour laws, greatly increasing employer obligations, penalties, and liability and creating a cumbersome administrative hearing process.

The Washington, DC area has become the leading edge of the "ban-the-box" movement, with four new ban-the-box laws applicable to private employers enacted in the past six months. Baltimore, Maryland, started the trend when the City enacted an ordinance banning the box on May 15, 2014. Washington, DC

The District of Columbia City Council has paved the way for full enforcement of the District’s Earned Sick and Safe Leave Amendments Act of 2013. Employers should comply with the amendments as of October 3, 2014.

Revisions to the District of Columbia's Accrued Sick and Safe Leave Act ("the Act") adopted last February have become fully effective following the District's adoption of a 2015 budget. The District of Columbia Department of Employment Services (DOES) has published a revised "Official Notice" that m

A new District of Columbia law prohibits employers from inquiring into a prospective employee’s criminal conviction background on its application and before making a conditional offer of employment.

On August 22, 2014, the District of Columbia Mayor signed a new law restricting most employers that operate in the District of Columbia in their ability to rely on criminal history information, including criminal background records, for employment purposes. In fact, the new District of Columbia law

Recent updates to the official District of Columbia Code appear to relieve employers at this time from any obligation to comply with the District’s Sick and Safe Leave Act Amendments Act of 2013 — after many employers in the District of Columbia, particularly those in the hospitality industry, alrea

Today, July 1, 2014, the minimum wage in the District of Columbia undergoes its first increase in a three-tiered hike, increasing to $9.50 per hour for all District employees.

Executive Summary: The D.C. Council is seeking to amend the D.C. Wage Theft Prevention Act less than one year after the last amendment. If passed, the amended law would substantially increase penalties, create an onerous formal hearing process, impose liability on contractors for subcontractors' act

A new District of Columbia law has expanded the protections afforded to workers by the D.C. Accrued Sick and Safe Leave Act of 2008.