Accrued Sick and Safe Leave Act
- The Earned Sick and Safe Leave Amendment Act of 2013 amends the Accrued Sick and Safe Leave Act of 2008 [PDF] to expand the definition of employees protected by the Act, strengthen remedies and procedures available to employees under the Act, and to establish an outreach program to inform the public about the Act.
Building Services Employees Minimum Work Week Act
- The Building Service Employees Minimum Work Week Act of 2016, requires office buildings with over 350,000 square feet of net rentable commercial office space to provide building service employees – that is employees who perform janitorial services, building maintenance services, or other services to maintain the repair, cleanliness, and overall quality of the building – with a 30-hour minimum work week.
Enhanced Professional Security Amendment Act
- The Enhanced Professional Security Amendment Act of 2008 establishes minimum compensation requirements for security officers working in the District of Columbia.
Living Wage Act
- The DC Council Living Wage Act of 2006 [PDF] requires payment of a living wage by recipients of certain District contracts and government assistance; to create a Job Opportunity Bank to increase job opportunities for low income, skills-deficient District residents; to amend the First Source Employment Agreement Act of 1984 to expand coverage; and to amend the Displaced Workers Protection Act of 1994 to extend protection to certain security guards.
Minimum Wage
- The Minimum Wage Clarification Amendment Act of 2023 amends the Minimum Wage Act Revision Act of 1992 to clarify when employees are required to be paid the D.C. minimum wage rate based on the number of hours they perform work in D.C.
- Employers are required to pay their employees D.C. minimum wage rates for each hour worked in D.C. when they perform at least 2 hours of work in D.C., for the same employer, within one workweek.
- Employers are required to pay their employees the D.C. minimum wage rates for all hours worked if (1) more than 50% of their worktime is in D.C., or (2) if the employment is based in D.C. and they perform a substantial amount of their worktime in D.C. and not more than 50% or their worktime in any state.
- The Fair Shot Minimum Wage Amendment Act of 2016 amends the Minimum Wage Act Revision Act of 1992 to progressively increase the minimum wage to $15 an hour by 2020, beginning in 2021 to increase the minimum wage during each successive year pursuant to the Consumer Price Index, to progressively increase the minimum wage for an employee who receives gratuities to $5 an hour by 2020, beginning in 2021 to increase the minimum wage for an employee who receives gratuities during each successive year pursuant to the Consumer Price Index, and to require the Mayor to submit a biannual compliance report to the Council; and to amend the Living Wage Act of 2006 to provide that the minimum wage requirements of the Minimum Wage Act Revision Act of 1992 shall apply to contracts and agreements for government assistance if the minimum wage is higher than the living wage.
- Fair Shot Minimum Wage Emergency Amendment Act of 2016
- The Minimum Wage Amendment Act of 2013 amends the Minimum Wage Act Revision Act of 1992 to increase the minimum wage in the District of Columbia to $11.50 an hour in three (3) steps. Beginning July 1, 2014, the minimum wage in the District of Columbia will increase from $8.25 per hour to $9.50 per hour for all workers, regardless of size of employer and will increase by $1.00 on July 1 each year through 2016, capping at $11.50 per hour. Every employer subject to the provisions of the Act must post the DC Minimum Wage Poster (English) / DC Minimum Wage Poster (Spanish) in or about the premises at which any employee covered is employed.
- Minimum Wage Amendment Revision Act of 1992
Sustainable DC Omnibus Act
- The Sustainable DC Omnibus Amendment Act of 2014 requires employers with 20 or more employees located in Washington, D.C. to offer commuter transit benefits to their employees.
For transportation information & options please click here.
Wage Garnishment
- The DC Wage Garnishment Law [PDF] protects the wage earner's pay from unlawful garnishments.
Wage Payment and Collection
- The DC Wage Payment and Wage Collection Law [PDF] requires that all employers pay their employees at least twice monthly on designated paydays, pay all earned and promised wages and pay wages timely upon the termination of employment.
Wage Theft Prevention
- Wage Theft Prevention Amendment Act of 2014 amends An Act to provide for the payment and collection of wages in the District of Columbia, the Minimum Wage Act Revision Act of 1992, the Accrued Sick and Safe Leave Act of 2008, section 47-2862 of the District of Columbia Official Code, and Chapter 9 of Title 7 of the District of Columbia Municipal Regulations to enhance applicable remedies, fines, and administrative penalties when an employer fails to pay earned wages, to provide for suspension of business licenses of employers that are delinquent in paying wage judgments or agreements, to clarify administrative procedures and legal standards for adjudicating wage disputes, to require the employer to provide written notice to each employee of the terms of their employment and to maintain appropriate employment records.
- Wage Theft Prevention Correction and Clarification Emergency Amendment Act of 2014 (1st Emergency Amendment Legislation Text) amends, on an emergency basis, the Wage Theft Prevention Amendment Act of 2014 to clarify who may bring an action on behalf of an employee, when a general contractor and subcontractor or a general contractor or temporary staffing firm will be jointly and severally liable for violations, and how the Mayor shall make certain information available to employers, to revise criminal penalties for violations of the act, to authorize the Mayor to issue rules, and to repeal a retroactive applicability provision.
- Wage Theft Prevention Clarification Emergency Amendment Act of 2015 (2nd Emergency Amendment Legislation Text) amends, on an emergency basis, the Wage Theft Prevention Amendment Act of 2014 to exempt an employer from keeping precise time records for bona fide executive, administrative, and professional, as well as certain other, employees; to require an employer or a temporary staffing firm to provide notice regarding payment to an employee in a second language if the Mayor has made available a translation of the sample notice template in that second language and the employer knows that second language to be the employee's primary language or the employee requests notice in that second language; and to require the Mayor to make available, in any language required for a vital document under the Language Access Act of 2004, a translation of the sample template to be used by an employer or a temporary staffing firm when providing notice to an employee regarding payment; and to amend section 2 of An Act to provide for the payment and collection of wages in the District of Columbia to continue to exempt an employer from paying wages to bona fide executive, administrative, and professional employees at least twice during each calendar month; provided, that the employer pays wages to such employees at least once per month.
Wage Transparency Act
- The Wage Transparency Act of 2014 Act prohibits employers from requiring that an employee: refrain from inquiring, disclosing, comparing, or otherwise discussing with any other employee of the same employer, the employee's wages or the wages of another employee, and prohibits employers from retaliating against employees who do so.