Worker Rights and Information
DISTRICT OF COLUMBIA WORKER RIGHTS
Do you know your rights as a Tipped Worker in the District?
Tipped Wage Workers Fairness Amendment Act
The Tipped Wage Workers Fairness Amendment Act, which went into effect in 2018, establishes additional public education requirements, trainings, wage reporting requirements, and support for tipped wage workers surrounding wage rights, workplace discrimination, and sexual harassment. The Office of Wage-Hour and Office of Human Rights are here to support workers in understanding their rights as tipped workers. We have collaborated to provide an overview of the Office of Wage-Hour, the Office of Human Rights, and the Office of Workers’ Compensation and information where workers can file claims if their rights are violated.
Do you know your rights as a Tipped Worker in the District?
Tipped Wage Workers Fairness Amendment Act
The Tipped Wage Workers Fairness Amendment Act, which went into effect in 2018, establishes additional public education requirements, trainings, wage reporting requirements, and support for tipped wage workers surrounding wage rights, workplace discrimination, and sexual harassment. The Office of Wage-Hour and Office of Human Rights are here to support workers in understanding their rights as tipped workers. We have collaborated to provide an overview of the Office of Wage-Hour, the Office of Human Rights, and the Office of Workers’ Compensation and information where workers can file claims if their rights are violated.
TRAINING REQUIREMENTS
Employers with employees that are paid the tip credit must adhere to training requirements.
Employers with employees that are paid the tip credit must adhere to training requirements.
Mandatory workplace sexual harassment training
Owners and Managers: in-person training once every 2 years
Employees: in-person or online no more than 90 days after hire
Owners and Managers: in-person training once every 2 years
Employees: in-person or online no more than 90 days after hire
Mandatory wages and workplace fraud training
Owners and Managers: in-person training once a year
Employees: Offered in-person or online training once a year
Owners and Managers: in-person training once a year
Employees: Offered in-person or online training once a year
OFFICE OF WAGE-HOUR
The Office of Wage-Hour conducts compliance audits and works to recover unpaid wages for employees who have not been paid pursuant to DC wage laws, either administratively or through court action. Wage-Hour compliance involves ensuring adherence to the wage laws of the District of Columbia by holding employers accountable to the laws.WEBSITE INFO: Office of Wage-Hour
PHONE NUMBER: 202-671-1880
POSTER NOTICE REQUIREMENTS
Employers must provide wage law posters in a visible location at the worksite.
Employers must post the below Labor Law Universal Notice Poster in a conspicuous place accessible to all employees in or about the premises of the employer. The employer must post the poster at each breakroom or time clock on the premises.
Poster Link: Labor Law Universal Notice Poster
Other wage law posters can be found HERE.
HOW TO FILE A WAGE-HOUR CLAIM
If your wage rights are violated, you have a right to file a claim for the Office of Wage-Hour to investigate and take action on your behalf. To file a claim for Wage Payment, Retaliation, Minimum Wage, Unpaid Overtime, Accrued Sick and Safe Leave, and/or Living Wage, please select the links below that correspond to your complaint.
Electronic PDF Submission
Currently, OWH receives various claims that are accessible below as a fillable pdf that can be delivered, mailed or emailed to the office.
Be sure to fill out the claim form completely and accurately while providing as much of the requested information as possible.
If you want to file a claim for wage payment, retaliation, minimum wage, unpaid overtime, accrued sick and safe leave, and/or living wage, please scroll down to read about and download the applicable claim form for your situation. You may contact the Office of Wage-Hour with specific questions at (202) 671-1880.
By Mail Office of Wage-Hour: 4058 Minnesota Ave. NE, Washington, D.C. 20019
Via E-mail: [email protected]
By Phone: (202)671-1880
THE OFFICE OF WAGE-HOUR ENFORCES:
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Minimum Wage
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Living Wage
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Accrued Sick and Safe Leave
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Building Service Employees Minimum Workweek
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Wage Payment and Collection
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Domestic Worker Law
DOMESTIC WORKER EMPLOYMENT RIGHTS AMENDMENT ACT
The Domestic Worker Employment Rights Amendment Act of 2022 requires employers who hire domestic workers such as nannies, caretakers of an elderly or disabled person, house cleaners, cooks, and gardeners to create a written agreement outlining the terms and conditions of employment. The act also ensures that domestic workers receive online resources, public education, and outreach to help them understand their rights.
HOW TO FILE A DOMESTIC WORKER CONTRACT CLAIM
To file a claim for the Domestic Worker Contract Claim, please select the link below and complete the form.
Electronic PDF Submission
• Domestic Worker Services Contract Claim
Currently, OWH receives various claims that are accessible as a fillable pdf that can be delivered, mailed or emailed to the office.
By Mail
Office of Wage-Hour
4058 Minnesota Ave. NE,
Washington, D.C. 20019
Via E-mail: [email protected]
By Phone: (202) 671-1880
Tipped Wages Workers Fairness Amendment Act, 2018
Sexual Harassment Prevention Training and Compliance
Got tips? Got Rights!
Know Your Rights in the District of Columbia
Sexual Harassment Prevention Training and Compliance
Got tips? Got Rights!
Know Your Rights in the District of Columbia
The Council of the District of Columbia and Mayor Bowser worked together to pass the Tipped Wage Workers Fairness Amendment Act of 2018. Under this law, OHR has several functions to support workers who receive tips as wages and their employers, which includes enforcing several employment laws and providing sexual harassment prevention training to employers and staff.
OFFICE OF HUMAN RIGHTS
The Office of Human Rights (OHR) was established to eradicate discrimination, increase equal opportunity, and protect human rights for persons who live in, work, or visit the District of Columbia. To that end, OHR provides administrative relief for violations of human rights laws that occur in the District of Columbia.
Aside from OHR’s enforcement arm, the agency also offers public education laws, regulations, and human rights policies that the agency enforces. These tools are provided to assist both individuals and businesses in the District of Columbia.
OHR – Awareness, Public Education, and Enforcement
As part of its mission to eradicate discrimination in the District of Columbia, the Office of Human Rights has launched numerous awareness campaigns aimed at preventing discrimination and encouraging people to report discrimination when it happens.
OFFICE OF HUMAN RIGHTS
The Office of Human Rights (OHR) was established to eradicate discrimination, increase equal opportunity, and protect human rights for persons who live in, work, or visit the District of Columbia. To that end, OHR provides administrative relief for violations of human rights laws that occur in the District of Columbia.
Aside from OHR’s enforcement arm, the agency also offers public education laws, regulations, and human rights policies that the agency enforces. These tools are provided to assist both individuals and businesses in the District of Columbia.
OHR – Awareness, Public Education, and Enforcement
As part of its mission to eradicate discrimination in the District of Columbia, the Office of Human Rights has launched numerous awareness campaigns aimed at preventing discrimination and encouraging people to report discrimination when it happens.
You can find more useful Fact Sheets for OHR programs and laws the agency enforces here. OHR has also issued multiple Enforcement Guidance documents on various legal topics.
OHR LAWS
Under the Tipped Workers Fairness Act, OHR Enforces These Rights
OHR LAWS
Under the Tipped Workers Fairness Act, OHR Enforces These Rights
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To be free from discrimination in the workplace based on the protected traits under the DC Human Rights Act;
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To be free from workplace harassment, including sexual harassment;
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To request and use unpaid family and medical leave if eligible and qualified, and working for a covered employer with 20 or more employees;
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To request time off to attend a child's school-related activities;
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To be provided with reasonable accommodation in the workplace for religious reasons, a disability or for medical conditions related to pregnancy;
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To be free from interference and retaliation under the Universal Paid Leave Act; and
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To be free from employer retaliation for discussing or exercising any of these rights.
To file a complaint for violation of workplace human rights with the Office of Human Rights (OHR) go to ohr.dc.gov or call (202) 727-4559
You can also visit HERE.
You can also visit HERE.
You can also scan here: or Got tips? Got Rights!
Some worker related laws enforced by the D.C. Office of Human Rights provide the right to:
To be free from workplace harassment, including sexual harassment under the Tipped Wage Workers Fairness Amendment Act of 2018
The purpose of the TWWFA is to establish standards on how employers who hire individuals who receive tips as wages in the District of Columbia: (1) present information to employees regarding their employment rights and benefits, (2) create a safer environment for all by providing sexual harassment prevention policies and training, and (3) present information on how to report claims if employees believe any of their rights have been violated.
The Law
Under the TWWFA employers are required to provide to their employees a more detailed paystub, and to maintain notices of employees’ rights and benefits in a visible location where all employees have access, such as a breakroom. The law includes a prohibition of retaliation and harassment in any way, including sexual harassment in the workplace, mandates that sexual harassment policies to be made available and distributed to all employees, and mandates employers to provide a sexual harassment prevention training for employees and management. and information on how to file a sexual harassment complaint with OHR.
Businesses must also submit to OHR, via a user-friendly online platform, a copy of their anti-sexual harassment policies explaining how employees can make a claim to management and to OHR, as well as individual training information completed, and an annual report with the number of claims received by management, including the identity of the alleged harasser (whether the alleged harasser was a manager, owner, operator, a non-managerial employee, or a customer). Make a CLAIM HERE.
OHR’s Role
Under the Tipped Wage Workers Fairness Act program, OHR’s role includes making sexual harassment prevention training available to employees and management of businesses that employ tipped wage employees, to certify a group of training providers to implement the training, to create and deploy an online platform to collect a copy of their anti-sexual harassment policies, copies of the individual training certifications completed, and to collect end-of-year annual data on sexual harassment claims made to managers. OHR will also track sexual harassment claims made directly to OHR as they relate to the TWWF program.
Some worker related laws enforced by the D.C. Office of Human Rights provide the right to:
To be free from workplace harassment, including sexual harassment under the Tipped Wage Workers Fairness Amendment Act of 2018
The purpose of the TWWFA is to establish standards on how employers who hire individuals who receive tips as wages in the District of Columbia: (1) present information to employees regarding their employment rights and benefits, (2) create a safer environment for all by providing sexual harassment prevention policies and training, and (3) present information on how to report claims if employees believe any of their rights have been violated.
The Law
Under the TWWFA employers are required to provide to their employees a more detailed paystub, and to maintain notices of employees’ rights and benefits in a visible location where all employees have access, such as a breakroom. The law includes a prohibition of retaliation and harassment in any way, including sexual harassment in the workplace, mandates that sexual harassment policies to be made available and distributed to all employees, and mandates employers to provide a sexual harassment prevention training for employees and management. and information on how to file a sexual harassment complaint with OHR.
Businesses must also submit to OHR, via a user-friendly online platform, a copy of their anti-sexual harassment policies explaining how employees can make a claim to management and to OHR, as well as individual training information completed, and an annual report with the number of claims received by management, including the identity of the alleged harasser (whether the alleged harasser was a manager, owner, operator, a non-managerial employee, or a customer). Make a CLAIM HERE.
OHR’s Role
Under the Tipped Wage Workers Fairness Act program, OHR’s role includes making sexual harassment prevention training available to employees and management of businesses that employ tipped wage employees, to certify a group of training providers to implement the training, to create and deploy an online platform to collect a copy of their anti-sexual harassment policies, copies of the individual training certifications completed, and to collect end-of-year annual data on sexual harassment claims made to managers. OHR will also track sexual harassment claims made directly to OHR as they relate to the TWWF program.
OHR will investigate individual complaints of discrimination filed with the Agency. Where probable cause is found, OHR will enforce the finding through a merits public hearing before an administrative law judge.
How to File a Sexual Harassment complaint with the Office of Human Rights (OHR)
To file a sexual harassment complaint related to your place of employment in the private sector, including a sexual harassment complaint, with the Office of Human Rights (OHR), simply complete an intake questionnaire under the specific category, like employment, and submit it to OHR HERE.
To file a sexual harassment complaint related to your place of employment in the private sector, including a sexual harassment complaint, with the Office of Human Rights (OHR), simply complete an intake questionnaire under the specific category, like employment, and submit it to OHR HERE.
If you have questions about the OHR process, you can also call (202) 727-4559
For inquiries regarding employment discrimination including sexual harassment at work, email OHR at [email protected], or to submit an anonymous tip email [email protected].
For more information on your rights and OHR, please visit the following site: Human Rights Act
OFFICE OF WORKERS’ COMPENSATION
The Workers' Compensation Program processes claims and monitors the payment of benefits to injured private-sector employees in the District of Columbia. Disputes between claimants and employers (or their insurance carriers) are mediated and employers are monitored to ensure compliance with insurance coverage requirements. The program administers the special/second injury fund, which provides benefits in cases of uninsured employers or in instances where an injury combines with a pre-existing disability to cause a substantially greater disability. Also, the program approves lump-sum settlements, assesses penalties and fines for non-compliance with the law and monitors vocational rehabilitation.
The Workers' Compensation Program processes claims and monitors the payment of benefits to injured private-sector employees in the District of Columbia. Disputes between claimants and employers (or their insurance carriers) are mediated and employers are monitored to ensure compliance with insurance coverage requirements. The program administers the special/second injury fund, which provides benefits in cases of uninsured employers or in instances where an injury combines with a pre-existing disability to cause a substantially greater disability. Also, the program approves lump-sum settlements, assesses penalties and fines for non-compliance with the law and monitors vocational rehabilitation.
Workers’ compensation is a benefit provided by the employer at no cost to the employee. If you are injured on your job, or become ill because of conditions on your job, the D.C. Workers’ Compensation Act of 1979 (as amended), DC Law 3-77, entitles you to full medical care for your work-related injury or illness and provides replacement for lost wages. If death occurs, benefits are paid to the surviving spouse and dependent(s).
Workers’ compensation coverage is required for all private employers in the District of Columbia. Benefits are provided either through your employer’s insurance company or directly through an employer self-insured program approved by the District of Columbia Department of Employment Services, Office of Workers’ Compensation (OWC).
WEBSITE INFO
WHO IS COVERED
Employers are required to provide workers’ compensation coverage for all of their employees in the District of Columbia. Nearly every District employee working in the private sector is protected by workers’ compensation; however, there are a few exceptions, such as independent contractors and unpaid volunteers. Employees of the Federal or District Government are covered by similar but different laws. A domestic worker or employees who work a combined 240 hours per 13-week calendar quarter (approximately 19 hours per week) for an employer are covered.
Employers are required to provide workers’ compensation coverage for all of their employees in the District of Columbia. Nearly every District employee working in the private sector is protected by workers’ compensation; however, there are a few exceptions, such as independent contractors and unpaid volunteers. Employees of the Federal or District Government are covered by similar but different laws. A domestic worker or employees who work a combined 240 hours per 13-week calendar quarter (approximately 19 hours per week) for an employer are covered.
WHAT IS COVERED
Any work-related injury or illness is covered by workers’ compensation, no matter how serious or minor the injury. Workers’ compensation protection begins the first minute you start your job in the District.
Any work-related injury or illness is covered by workers’ compensation, no matter how serious or minor the injury. Workers’ compensation protection begins the first minute you start your job in the District.
HOW TO FILE A CLAIM
If you are injured on the job or incur a job-related illness, promptly report the incident to your employer.
If you are injured on the job or incur a job-related illness, promptly report the incident to your employer.
You are required to report your injury or illness, in writing, to OWC within thirty (30) days of its occurrence or within thirty (30) days of awareness of the relationship between your employment and occupational injury or illness. Complete DCWC Form 7, Employee’s Notice of Accidental Injury or Occupational Disease; and DCWC Form 7A, Employee’s Claim Application, which may be obtained from your employer, the employer’s insurance carrier, or OWC.
You may also download both forms HERE.
Keep a copy of the completed forms for your records, send a copy of each form to your employer, and send the original forms to OWC. DCWC Form 7A must be filed within one (1) year after injury or death, or if payment of compensation has been made without an award within one (1) year after the date of the last payment. This will preserve your rights to current and future workers’ compensation benefits.
LAWS ENFORCED
MINIMUM WAGE ACT
DC employees must be paid at least the D.C. minimum wage rate.
Tipped Employees must be paid at least the full minimum wage hourly from a combination of the tipped minimum wage rate and tips received.
If a tipped employee’s tipped minimum wage and tips do not meet the full hourly minimum wage rate, then the employer must make up the difference.
Tipped Employees must be paid at least the full minimum wage hourly from a combination of the tipped minimum wage rate and tips received.
If a tipped employee’s tipped minimum wage and tips do not meet the full hourly minimum wage rate, then the employer must make up the difference.
Beginning July 1, 2023, the minimum wage in the District of Columbia will increase from $16.10 per hour to $17.00 per hour.
Beginning July 1, 2023, the base minimum wage for tipped employees has increased from $6.00 per hour to $8.00.
Beginning July 1, 2023, the base minimum wage for tipped employees has increased from $6.00 per hour to $8.00.
Beginning in 2021, the minimum wage will increase during each successive year pursuant to the Consumer Price Index for both employees who do not receive gratuities and employees who receive gratuities. Visit the Department of Employment Services website at www.does.dc.gov for the yearly minimum wage rates.
Security Officer Minimum Wage
Effective January 1, 2019, DC security officers must be paid a minimum wage that is a combination of minimum wage rate and fringe benefits rate.
Overtime Pay
D.C. workers are entitled to at least 1 ½ times the regular rate of pay for all hours worked over 40 hours in a workweek.
Notice of Hire Requirements
All D.C. Employees should receive a document when they start work for a company. This document should contain:
All D.C. Employees should receive a document when they start work for a company. This document should contain:
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Employer name and any “doing business as” names used
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Physical address of the employer’s main office or physical place of business
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Telephone number of the employer
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Employee’s rate of pay and basis of that rate, including by hour, hour, shift, day, week, salary, piece, commission, any allowances claimed as part of the minimum wage, including tip, meal, or lodging allowances, or overtime rate of pay, exemptions from overtime pay, living wage, exemptions from the living wage, and the applicable prevailing wages
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Employer’s tip-sharing policy that meets the requirements of the law
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Employee’s regular payday designated by the employer that meets requirements of the law
This Notice of Hire document must be signed and dated by the employee and updated if information changes. If this document is available in another language, employees may receive the document in their primary language.
HOW TO FILE A MINIMUM WAGE/OVERTIME CLAIM
To file a claim for Minimum Wage or Unpaid Overtime, please select the link below and complete the form.
To file a claim for Minimum Wage or Unpaid Overtime, please select the link below and complete the form.
Electronic PDF Submission
Currently, OWH receives various claims that are accessible as a fillable pdf that can be delivered, mailed or emailed to the office.
By Mail
Office of Wage-Hour
4058 Minnesota Ave. NE,
Washington, D.C. 20019
Office of Wage-Hour
4058 Minnesota Ave. NE,
Washington, D.C. 20019
Via E-mail: [email protected]
By Phone: (202) 671-1880
Be sure to fill out the claim form completely and accurately while providing as much of the requested information as possible.
You may contact the Office of Wage-Hour with specific questions at (202) 671-1880.
You may contact the Office of Wage-Hour with specific questions at (202) 671-1880.
LIVING WAGE ACT
The requirement to pay a living wage applies to:
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All recipients of contracts in the amount of $100,000 or more, and all subcontractors that receive $15,000 or more from the funds received by the recipient from the District of Columbia, and
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All recipients of government assistance in the amount of $100,000 or more, and all subcontractors of these recipients that receive $50,000 or more from the government assistance received by the recipient from the District of Columbia.
Recipients of new contracts or government assistance shall pay affiliated employees and subcontractors who perform services under the contracts no less than the current living wage.
Effective July 1, 2023, the District’s Minimum Wage and Living Wage is $17.00 per hour.
Living Wage Poster must be posted in a location at the worksite that is visible and accessible.
HOW TO FILE A LIVING WAGE CLAIM
To file a claim for Living Wage, please select the link below and complete the form, then return it to our office.
Electronic PDF Submission
Currently, OWH receives various claims that are accessible below as a fillable pdf that can be delivered, mailed or emailed to the office:
By Mail
Office of Wage-Hour
4058 Minnesota Ave. NE,
Washington, D.C. 20019
Office of Wage-Hour
4058 Minnesota Ave. NE,
Washington, D.C. 20019
Via E-mail: [email protected]
By Phone: (202) 671-1880
Be sure to fill out the claim form completely and accurately while providing as much of the requested information as possible.
You may contact the Office of Wage-Hour with specific questions at (202) 671-1880.
ACCRUED SICK AND SAFE LEAVE ACT
All D.C. employees have the right to a certain number of paid leave days depending on the size of their employer.
Leave Purpose
The Accrued Sick and Safe Leave Act enables all full-time and part-time employees, who spend 50% or more of their time working in D.C., to receive paid leave for:
The Accrued Sick and Safe Leave Act enables all full-time and part-time employees, who spend 50% or more of their time working in D.C., to receive paid leave for:
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Absence from physical or mental illness, an injury, or medical condition of the employee;
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Absence from obtaining a medical diagnosis or care or preventive medical care;
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Absence to care for a child, parent, spouse, domestic partner or any family member needing diagnosis or care for a medical diagnosis, medical condition, injury, or mental illness.
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If the employee is a victim of stalking, domestic violence, or sexual abuse and the employee needs to:
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Seek medical attention,
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Receive services from a victim services organization
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Receive psychological or other counseling
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Take legal action
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Sick and Safe Leave can also be used to care for:
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A spouse or domestic partner
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The parents of either the employee or the spouse
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Children, including grandchildren and foster children
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Brothers and sisters of either the employee or the spouse
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A residing child for whom the employee has parental responsibility
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A person who has co-habitated with the employee for no less than 12 months
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Number of Employees
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Employees Accrue
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Not to Exceed
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100 or more
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1 hour of leave per 37 hours worked
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7 days per calendar year
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25 to 99
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1 hour of leave per 43 hours worked
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5 days per calendar year
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1 to 24
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1 hour of paid leave per 87 hours worked
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3 days per calendar year
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Tipped restaurant employees*
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1 hour per 43 hours worked
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5 days per calendar year
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Leave Accrual
Employees accrue leave once they start employment with the company and may access the paid leave after 90 days of work.
Employees accrue leave once they start employment with the company and may access the paid leave after 90 days of work.
If any employee transfers to a different division, entity or location within D.C. but stays employed with the same company, they may use the leave accrued prior to the transfer.
If an employee separates from the employer but returns to the employer within a year of them leaving, they are entitled to their paid leave prior to the separation.
Unused Leave
Employee’s accrued paid sick leave carries over from year to year. Employers do not have to pay employees for unused paid sick leave upon termination or resignation of employment.
Employee’s accrued paid sick leave carries over from year to year. Employers do not have to pay employees for unused paid sick leave upon termination or resignation of employment.
Current Leave Policies
Employers with paid leave policies, such as paid time-off or universal leave policy, are not required to change their policies if the existing policy allows employees to access and accrue paid leave at at least the same rate and use the leave for the same purposes as required in the law.
Employers with paid leave policies, such as paid time-off or universal leave policy, are not required to change their policies if the existing policy allows employees to access and accrue paid leave at at least the same rate and use the leave for the same purposes as required in the law.
Employers may also adopt or continue implementing paid leave policies that are more generous than those outlined in the ASSLA law.
HOW TO FILE AN ASSLA CLAIM
To file a claim for Sick and Safe Leave, please select the link below and complete the form, then return it to our office.
To file a claim for Sick and Safe Leave, please select the link below and complete the form, then return it to our office.
Electronic PDF Submission
Currently, OWH receives various claims that are accessible below as a fillable pdf that can be delivered, mailed or emailed to the office:
By Mail
Office of Wage-Hour
4058 Minnesota Ave. NE,
Washington, D.C. 20019
Office of Wage-Hour
4058 Minnesota Ave. NE,
Washington, D.C. 20019
Via E-mail: [email protected]
By Phone: (202) 671-1880
Be sure to fill out the claim form completely and accurately while providing as much of the requested information as possible.
You may contact the Office of Wage-Hour with specific questions at (202) 671-1880.
You may contact the Office of Wage-Hour with specific questions at (202) 671-1880.
BUILDING SERVICE EMPLOYEES MINIMUM WORK WEEK ACT
Covered employees – that is, employees performing janitorial, building maintenance, or other services in or around an office building, commonly owned office park, or a commonly owned and managed group of buildings, with over 350,000 square feet of net rentable commercial office space – must be scheduled to work the minimum work week of at least 30 hours.
Covered employees – that is, employees performing janitorial, building maintenance, or other services in or around an office building, commonly owned office park, or a commonly owned and managed group of buildings, with over 350,000 square feet of net rentable commercial office space – must be scheduled to work the minimum work week of at least 30 hours.
Building Service Employee
A covered employee is an individual performing janitorial services, building maintenance services, or other services in or around a covered location to maintain the repair, cleanliness, and overall quality of the covered location or place of business.
Covered Location
A covered location is an office building, commonly owned office park, or a commonly owned and managed group of buildings, with over 350,000 square feet of net rentable commercial office space.
A covered location is an office building, commonly owned office park, or a commonly owned and managed group of buildings, with over 350,000 square feet of net rentable commercial office space.
Exceptions
When a covered employee is taking covered leave, the leave shall count towards the 30-hour minimum work week; provided that at each covered location, up to 20% of the work hours that are available for covered employees engaged in cleaning service may be preserved for part-time covered employees with a minimum shift of 4 hours per night and 20 hours per week per covered employee for up to a total of 10 part-time positions permitted per covered location.
When a covered employee is taking covered leave, the leave shall count towards the 30-hour minimum work week; provided that at each covered location, up to 20% of the work hours that are available for covered employees engaged in cleaning service may be preserved for part-time covered employees with a minimum shift of 4 hours per night and 20 hours per week per covered employee for up to a total of 10 part-time positions permitted per covered location.
HOW TO FILE A BUILDING SERVICE ACT CLAIM
To file a claim for Building Services, please contact our office using one of the following methods.
To file a claim for Building Services, please contact our office using one of the following methods.
Via E-mail: [email protected]
By Phone: (202) 671-1880
You may contact the Office of Wage-Hour with specific questions at (202) 671-1880.
PAYMENT AND COLLECTION OF WAGES
Wage Payment
Employees must have designated paydays, at least twice each calendar month, for all wages earned.
Employees must have designated paydays, at least twice each calendar month, for all wages earned.
Employees must be paid all earned and promised wages.
Administrative, executive, and professional employees must be paid at least once per month, with no more than 10 working days elapse between the end of the pay period and the regular payday designated by the employer.
Employee final pay for termination: If an employee is terminated, they must be paid their wages within the next working day.
Employee final pay for resignation: If an employee resigns, they must be paid within 7 days of the date of resigning or the next payday, whichever comes first.
Employee pay for suspension: If an employee is suspended due to a labor dispute, they must be paid on the next regular payday for the wages earned at the time of suspension.
Paycheck Requirements
All D.C. Employees must receive a statement, on their pay date, with the following information:
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Date of the wage payment
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Gross wages paid
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Deductions from and additions to wages, including a separate line for gratuities
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Net wages paid
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Hours worked during the pay period
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Employee’s tip-declaration form for the pay period, delineating cash tips and credit cards
Training
Each employee must be offered from their employer, at least once annually, an opportunity to attend in-person or online at least one training on wages and workplace fraud.
Each employee must be offered from their employer, at least once annually, an opportunity to attend in-person or online at least one training on wages and workplace fraud.
Civil Action
Employees whose rights are violated according to the Minimum Wage Act, Accrued Sick and Safe Leave Act, or the Living Wage Act may bring civil action against their employer. If the employer is found in violation, workers could be entitled to:
Employees whose rights are violated according to the Minimum Wage Act, Accrued Sick and Safe Leave Act, or the Living Wage Act may bring civil action against their employer. If the employer is found in violation, workers could be entitled to:
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Payment of back wages held
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Liquidated damages equal to treble damages
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Statutory penalties
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Reinstatement of employment
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Reasonable attorneys’ fees
Administrative Action on Employee Complaints
Employees have a right to file claims, with the Department of Employment Services, against their employer regarding the Minimum Wage Act, Living Wage Act, and Sick and Safe Leave Act, and will go through the administrative process and will receive an initial determination regarding their claims. During the investigation, additional information may be requested to pursue the claim.
Employees have a right to file claims, with the Department of Employment Services, against their employer regarding the Minimum Wage Act, Living Wage Act, and Sick and Safe Leave Act, and will go through the administrative process and will receive an initial determination regarding their claims. During the investigation, additional information may be requested to pursue the claim.
If an initial determination is not issued within 60 days of the employer being served the complaint, employees have the right to request a formal hearing before an administrative law judge.
Retaliation
Retaliation against employees for reporting their employer to the Department of Employment Services or exercising their wage law rights is illegal.
Retaliation may include (but is not limited to):
Retaliation against employees for reporting their employer to the Department of Employment Services or exercising their wage law rights is illegal.
Retaliation may include (but is not limited to):
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Firing the employee
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Demoting the employee
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Reducing an employee’s hours
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Giving a worker a less desirable schedule
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Changing the nature of the worker’s job (e.g. from customer service to cleaning duties
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Counting use of leave against an absence control policy (giving a worker "points")
Retaliation could result in the following awards for employees:
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Liquidated damages equal to the civil penalty
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Front pay, lost compensation, costs, and reasonable attorneys’ fees
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Reinstatement of a position or equivalent position if the employee was terminated
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Any other form of equitable relief
Workplace Fraud
Employers are required to classify individuals properly as employees rather than independent contractors when they fit the criteria of an employee. Criterion of an independent contractor or exempt employee is:
Employers are required to classify individuals properly as employees rather than independent contractors when they fit the criteria of an employee. Criterion of an independent contractor or exempt employee is:
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Individual’s work is not under the control and direction of employer for performance of work
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The individual is customarily performing in an independently established occupation or business
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The work is not within the usual scope of business of the employer
HOW TO FILE A WAGE PAYMENT CLAIM
To file a claim for Wage Payment, please select the link below and complete the form, then return it to our office.
To file a claim for Wage Payment, please select the link below and complete the form, then return it to our office.
Electronic PDF Submission
Currently, OWH receives various claims that are accessible below as a fillable pdf that can be delivered, mailed or emailed to the office:
By Mail
Office of Wage-Hour
4058 Minnesota Ave. NE,
Washington, D.C. 20019
Office of Wage-Hour
4058 Minnesota Ave. NE,
Washington, D.C. 20019
Via E-mail: [email protected]
By Phone: (202) 671-1880
Be sure to fill out the claim form completely and accurately while providing as much of the requested information as possible.
You may contact the Office of Wage-Hour with specific questions at (202) 671-1880.
You may contact the Office of Wage-Hour with specific questions at (202) 671-1880.
In addition to the Tipped Wages Workers Fairness Act of 2018, the Office of Human Rights enforces the following laws:
DC HUMAN RIGHTS ACT OF 1977
Work free from discrimination in the workplace based on the protected traits under the DC Human Rights Act
The Law
It is the intent of the Council of the District of Columbia, to secure an end to discrimination in the District of Columbia for any reason other than that of individual merit.
Therefore, it is unlawful to discriminate wholly or partially by reason of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, familial status, family responsibilities, matriculation, political affiliation, genetic information, disability, source of income, credit information, status as a victim of an intrafamily offense, status as a victim or family member of a victim of domestic violence, a sexual offense, or stalking, and place of residence or business. The law includes a prohibition of harassment in any way, including sexual harassment in the workplace, and mandates that sexual harassment policies to be made available, as well as provide training for staff and management. The HRA prohibits discrimination in the areas of employment, housing, public accommodations, educational institutions, and government services.
DC HUMAN RIGHTS ACT OF 1977
Work free from discrimination in the workplace based on the protected traits under the DC Human Rights Act
The Law
It is the intent of the Council of the District of Columbia, to secure an end to discrimination in the District of Columbia for any reason other than that of individual merit.
Therefore, it is unlawful to discriminate wholly or partially by reason of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, familial status, family responsibilities, matriculation, political affiliation, genetic information, disability, source of income, credit information, status as a victim of an intrafamily offense, status as a victim or family member of a victim of domestic violence, a sexual offense, or stalking, and place of residence or business. The law includes a prohibition of harassment in any way, including sexual harassment in the workplace, and mandates that sexual harassment policies to be made available, as well as provide training for staff and management. The HRA prohibits discrimination in the areas of employment, housing, public accommodations, educational institutions, and government services.
The District’s progressive Human Rights Act, and the extensive list of protected classes makes the nation’s capital an attractive and more livable city since it seeks to eradicate discrimination, including sexual harassment, in the workplace, and promotes fairness and equality in key areas that impact quality of life.
OHR's Role
A core function of OHR is to investigate individual complaints of discrimination filed with the agency and where probable cause is found, OHR will enforce the finding through a merits public hearing before an administrative law judge.
A core function of OHR is to investigate individual complaints of discrimination filed with the agency and where probable cause is found, OHR will enforce the finding through a merits public hearing before an administrative law judge.
How to File a Human Rights and Sexual Harassment complaint with the Office of Human Rights (OHR)
To file a complaint related to your place of employment in the private sector, including a sexual harassment complaint, with the Office of Human Rights (OHR), simply complete an intake questionnaire under the specific category, like employment, and submit it to OHR HERE.
To file a complaint related to your place of employment in the private sector, including a sexual harassment complaint, with the Office of Human Rights (OHR), simply complete an intake questionnaire under the specific category, like employment, and submit it to OHR HERE.
To file a complaint related to your employment or application for employment with the District of Columbia government, except for sexual harassment, you must first start by contacting an OHR certified EEO Counselor within 180 days of the discriminatory conduct. CLICK HERE for more information.
If you are a DC government employee with a sexual harassment claim, you may file a complaint directly with OHR following the above link.
If you have questions about the OHR process, you can also call (202) 727-4559.
For inquiries regarding employment discrimination, including sexual harassment at work, email OHR at [email protected], or to submit an anonymous tip email [email protected].
For more information on your rights and OHR, CLICK HERE.
DC FAMILY AND MEDICAL LEAVE ACT OF 2016
Request and use unpaid family and medical leave if eligible and qualified and working for a covered employer with 20 or more employees
Request and use unpaid family and medical leave if eligible and qualified and working for a covered employer with 20 or more employees
The Law
The District of Columbia Family and Medical Leave Act (DCFMLA) requires employers with 20 or more employees to provide eligible employees with 16 weeks of unpaid family leave and 16 weeks of unpaid medical leave during a 24-month period.
The District of Columbia Family and Medical Leave Act (DCFMLA) requires employers with 20 or more employees to provide eligible employees with 16 weeks of unpaid family leave and 16 weeks of unpaid medical leave during a 24-month period.
Currently, DCFMLA additionally provides unpaid leave for COVID related reasons. An employee is eligible under the Act if they have been employed by the employer for at least one year without a break in service, and worked at least 1,000 hours during the 12 month period immediately preceding the requested leave. The one year of service requirement does not need to have immediately preceded the request for leave.
OHR's Role
OHR is responsible for investigating violations of the DCFMLA, including but not limited to whether an employee was wrongfully denied leave or retaliated against. Retaliation is any adverse action taken by the employer on an employee for attempting or using the DCFMLA benefit. This includes, but is not limited to termination, harassment, demotion, shift in primary duties and responsibilities and/or any change to pay, status, or terms of employment.
OHR's Role
OHR is responsible for investigating violations of the DCFMLA, including but not limited to whether an employee was wrongfully denied leave or retaliated against. Retaliation is any adverse action taken by the employer on an employee for attempting or using the DCFMLA benefit. This includes, but is not limited to termination, harassment, demotion, shift in primary duties and responsibilities and/or any change to pay, status, or terms of employment.
For inquiries regarding DCFMLA, please contact the Office of Human Rights (OHR) at [email protected] or (202) 727-4559.
How to File a Family and Medical Leave Complaint with the Office of Human Rights (OHR)
To file a complaint with the Office of Human Rights (OHR), simply complete an intake questionnaire and submit it to OHR HERE.
To file a complaint with the Office of Human Rights (OHR), simply complete an intake questionnaire and submit it to OHR HERE.
If you have questions about the OHR process, you can also call at (202) 727-4559.
For inquiries regarding the types of complaints OHR adjudicates, email OHR at [email protected].
For more information, please CLICK HERE.
PARENTAL LEAVE ACT OF 1994
Request time off to attend a child's school-related activities
Request time off to attend a child's school-related activities
The Law
The District of Columbia Parental Leave Act allows employees who are parents or guardians to take 24 hours of leave (paid or unpaid) during a 12-month period to attend or participate in school-related activities. School events include but are not limited to parent-teacher conferences, concerts, plays, rehearsals, sporting events, and other activities where the child is a participant or the subject of the event, not a spectator.
OHR’s Role
OHR enforces the District of Columbia Parental Leave Act, and if you believe an employer has wrongfully denied you parental leave under this statute, you can file a complaint within one year of the incident with the Office of Human Rights.
The District of Columbia Parental Leave Act allows employees who are parents or guardians to take 24 hours of leave (paid or unpaid) during a 12-month period to attend or participate in school-related activities. School events include but are not limited to parent-teacher conferences, concerts, plays, rehearsals, sporting events, and other activities where the child is a participant or the subject of the event, not a spectator.
OHR’s Role
OHR enforces the District of Columbia Parental Leave Act, and if you believe an employer has wrongfully denied you parental leave under this statute, you can file a complaint within one year of the incident with the Office of Human Rights.
How to File a Parental Leave Complaint with the Office of Human Rights (OHR)
To file a complaint with the Office of Human Rights (OHR), simply complete an intake questionnaire in the employment section, and submit it to OHR HERE.
To file a complaint with the Office of Human Rights (OHR), simply complete an intake questionnaire in the employment section, and submit it to OHR HERE.
If you have questions about the OHR process, you can also call at (202) 727-4559.
For inquiries regarding the types of complaints OHR adjudicates, email OHR at [email protected].
For more information, please visit Parental Leave poster.
DC UNIVERSAL PAID LEAVE AMENDMENT ACT OF 2016
Be free from interference and retaliation under the Universal Paid Leave Act
Be free from interference and retaliation under the Universal Paid Leave Act
The Law
The DC Universal Paid Leave Amendment Act provides a paid-leave system for individuals employed in the District of Columbia, and a new employment benefit which allows private sector employees in the District to receive paid leave when taking the following types of leave: up to eight weeks to bond with a child (including adopted or foster children), six weeks to care for a sick family member with a serious health condition, and two weeks of personal medical care. Employees are eligible as long as they spend 50 percent of their time physically working in the District.
OHR’s Role
OHR will be responsible for investigating claims related to notice violation, retaliation, and interference. All other claims, including claim determination, will be investigated by the Department of Employment Services (DOES). Notice violation an action taken by an employer that does not adequately provide employees information about their Universal Paid Leave rights. Interference is when an employer prevents or attempts to prevent an employee from using these benefits. Retaliation is any adverse action taken by the employer on an employee for attempting to use, or using, the Universal Paid Leave benefit. This includes, but is not limited to termination, harassment, demotion, shift in primary duties and responsibilities and/or any change to pay, status, or terms of employment.
The DC Universal Paid Leave Amendment Act provides a paid-leave system for individuals employed in the District of Columbia, and a new employment benefit which allows private sector employees in the District to receive paid leave when taking the following types of leave: up to eight weeks to bond with a child (including adopted or foster children), six weeks to care for a sick family member with a serious health condition, and two weeks of personal medical care. Employees are eligible as long as they spend 50 percent of their time physically working in the District.
OHR’s Role
OHR will be responsible for investigating claims related to notice violation, retaliation, and interference. All other claims, including claim determination, will be investigated by the Department of Employment Services (DOES). Notice violation an action taken by an employer that does not adequately provide employees information about their Universal Paid Leave rights. Interference is when an employer prevents or attempts to prevent an employee from using these benefits. Retaliation is any adverse action taken by the employer on an employee for attempting to use, or using, the Universal Paid Leave benefit. This includes, but is not limited to termination, harassment, demotion, shift in primary duties and responsibilities and/or any change to pay, status, or terms of employment.
How to File a Paid Family Leave complaint with the Office of Human Rights (OHR)
To file a complaint with the Office of Human Rights (OHR), simply complete an intake questionnaire and submit it to OHR HERE.
To file a complaint with the Office of Human Rights (OHR), simply complete an intake questionnaire and submit it to OHR HERE.
If you have questions about the OHR process, you can also call at (202) 727-4559.
For inquiries regarding the types of complaints OHR adjudicates, email OHR at [email protected]
For more information or inquiries regarding the Paid Family Leave program, please contact the Office of Paid Family Leave at [email protected] or click HERE to visit the website.
PROTECTING PREGNANT WORKERS FAIRNESS ACT, 2014
Be provided with reasonable accommodation in the workplace for religious reasons, a disability or for medical conditions related to pregnancy
Be provided with reasonable accommodation in the workplace for religious reasons, a disability or for medical conditions related to pregnancy
The Law
The Protecting Pregnant Workers Fairness Act (PPWFA) requires District of Columbia employers to provide reasonable workplace accommodations for employees whose ability to perform job duties is limited because of pregnancy, childbirth, breastfeeding, or a related medical condition. All employers in the District of Columbia, regardless of size, are obligated to comply with the Protecting Pregnant Workers Fairness Act (PPWFA.).
The Protecting Pregnant Workers Fairness Act (PPWFA) requires District of Columbia employers to provide reasonable workplace accommodations for employees whose ability to perform job duties is limited because of pregnancy, childbirth, breastfeeding, or a related medical condition. All employers in the District of Columbia, regardless of size, are obligated to comply with the Protecting Pregnant Workers Fairness Act (PPWFA.).
OHR Role
The Office of Human Rights has full jurisdiction over the Protecting Pregnant Workers Fairness Act and ALL complaints alleging a violation of this law MUST be filed at OHR. OHR will perform the initial mediation and investigation. If a violation is found, employers may be required to provide monetary or other relief to the employee.
The Office of Human Rights has full jurisdiction over the Protecting Pregnant Workers Fairness Act and ALL complaints alleging a violation of this law MUST be filed at OHR. OHR will perform the initial mediation and investigation. If a violation is found, employers may be required to provide monetary or other relief to the employee.
How to File a Pregnant Worker complaint with the Office of Human Rights (OHR)
To file a complaint with the Office of Human Rights (OHR), simply complete an intake questionnaire under employment and submit it to OHR HERE.
To file a complaint with the Office of Human Rights (OHR), simply complete an intake questionnaire under employment and submit it to OHR HERE.
If you have questions about the OHR process, you can also call at (202) 727-4559.
For inquiries regarding the types of complaints OHR adjudicates, email OHR at [email protected].
For more information, please visit Protecting Pregnant Workers.
Remember
Got tips? Got Rights!
For more information on other rights and benefits, or if you believe that any of your human rights have been violated, please visit us at ohr.dc.gov to learn more about how to submit a claim.
Got tips? Got Rights!
For more information on other rights and benefits, or if you believe that any of your human rights have been violated, please visit us at ohr.dc.gov to learn more about how to submit a claim.
D.C. WORKERS’ COMPENSATION ACT OF 1979
Workers’ compensation is a benefit provided by the employer at no cost to the employee. If you are injured on your job, or become ill because of conditions on your job, the D.C. Workers’ Compensation Act of 1979 (as amended), DC Law 3-77, entitles you to full medical care for your work-related injury or illness and provides replacement for lost wages. If death occurs, benefits are paid to the surviving spouse and dependent(s).
Workers’ compensation is a benefit provided by the employer at no cost to the employee. If you are injured on your job, or become ill because of conditions on your job, the D.C. Workers’ Compensation Act of 1979 (as amended), DC Law 3-77, entitles you to full medical care for your work-related injury or illness and provides replacement for lost wages. If death occurs, benefits are paid to the surviving spouse and dependent(s).
Workers’ compensation coverage is required for all private employers in the District of Columbia. Benefits are provided either through your employer’s insurance company or directly through an employer self-insured program approved by the District of Columbia Department of Employment Services, Office of Workers’ Compensation (OWC).
WEBSITE INFO: Office of Workers’ Compensation
WHO IS COVERED
Employers are required to provide workers’ compensation coverage for all of their employees in the District of Columbia. Nearly every District employee working in the private sector is protected by workers’ compensation; however, there are a few exceptions, such as independent contractors and unpaid volunteers. Employees of the Federal or District Government are covered by similar but different laws. A domestic worker or employees who work a combined 240 hours per 13-week calendar quarter (approximately 19 hours per week) for an employer are covered.
Employers are required to provide workers’ compensation coverage for all of their employees in the District of Columbia. Nearly every District employee working in the private sector is protected by workers’ compensation; however, there are a few exceptions, such as independent contractors and unpaid volunteers. Employees of the Federal or District Government are covered by similar but different laws. A domestic worker or employees who work a combined 240 hours per 13-week calendar quarter (approximately 19 hours per week) for an employer are covered.
WHAT IS COVERED
Any work-related injury or illness is covered by workers’ compensation, no matter how serious or minor the injury. Workers’ compensation protection begins the first minute you start your job in the District.
Any work-related injury or illness is covered by workers’ compensation, no matter how serious or minor the injury. Workers’ compensation protection begins the first minute you start your job in the District.
HOW TO FILE A CLAIM
If you are injured on the job or incur a job-related illness, promptly report the incident to your employer.
If you are injured on the job or incur a job-related illness, promptly report the incident to your employer.
You are required to report your injury or illness, in writing, to OWC within thirty (30) days of its occurrence or within thirty (30) days of awareness of the relationship between your employment and occupational injury or illness. Complete DCWC Form 7, Employee’s Notice of Accidental Injury or Occupational Disease; and DCWC Form 7A, Employee’s Claim Application, which may be obtained from your employer, the employer’s insurance carrier, or OWC.
You may also download both forms HERE.
Keep a copy of the completed forms for your records, send a copy of each form to your employer, and send the original forms to OWC. DCWC Form 7A must be filed within one (1) year after injury or death, or if payment of compensation has been made without an award within one (1) year after the date of the last payment. This will preserve your rights to current and future workers’ compensation benefits.
WHEN BENEFITS ARE PAID
If the employer/insurance carrier accepts your claim, you should receive your first benefit payment within fourteen (14) working days. Payments will continue each succeeding two (2) weeks as long as you are medically disabled. If the claim is denied, the employer/insurance carrier will send you a DCWC Form 11, Notice of Controversion Memo of Denial of Workers’ Compensation. You have a right to appeal the denial. The claim can be resolved informally and/or you may request a formal hearing; however, you cannot request an informal conference and a formal hearing at the same time. OWC must notify you of the informal conference at least ten (10) working days before the conference date. If the case is challenged, you will not be entitled to any benefits until OWC has investigated the claim and rendered a decision. (See Hearings and Appeals for more information).
If the employer/insurance carrier accepts your claim, you should receive your first benefit payment within fourteen (14) working days. Payments will continue each succeeding two (2) weeks as long as you are medically disabled. If the claim is denied, the employer/insurance carrier will send you a DCWC Form 11, Notice of Controversion Memo of Denial of Workers’ Compensation. You have a right to appeal the denial. The claim can be resolved informally and/or you may request a formal hearing; however, you cannot request an informal conference and a formal hearing at the same time. OWC must notify you of the informal conference at least ten (10) working days before the conference date. If the case is challenged, you will not be entitled to any benefits until OWC has investigated the claim and rendered a decision. (See Hearings and Appeals for more information).
MEDICAL TREATMENT
A worker injured on the job or with a work-related illness has the right to immediate medical treatment and is free to choose any attending physician for medical care. Your employer/insurance carrier must provide cost free necessary medical care, including:
A worker injured on the job or with a work-related illness has the right to immediate medical treatment and is free to choose any attending physician for medical care. Your employer/insurance carrier must provide cost free necessary medical care, including:
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Medical, surgical, and hospital care
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Osteopathic, dental, podiatric, and chiropractic treatment
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Prescribed items such as drugs, x-rays, braces, prosthetic devices, and wheelchairs
Once a medical care provider is selected by the employee, authorization must be obtained prior to any change. A medical care provider cannot collect from the injured employee for any disputed medical bills for a compensable claim.
LOSS OF INCOME BENEFITS
If you cannot work because of a work-related injury or illness for more than three days, you are eligible for benefits to replace part of your lost wages. Benefits are determined by your Average Weekly Wage (AWW) but cannot exceed the maximum weekly benefit amount which is calculated annually. For injuries occurring on or after March 6, 1991, your weekly benefits for total lost wages will be equal to 66 2/3% of your AWW. If you cannot work for more than fourteen (14) days, the three (3) day waiting period does not apply.
If you cannot work because of a work-related injury or illness for more than three days, you are eligible for benefits to replace part of your lost wages. Benefits are determined by your Average Weekly Wage (AWW) but cannot exceed the maximum weekly benefit amount which is calculated annually. For injuries occurring on or after March 6, 1991, your weekly benefits for total lost wages will be equal to 66 2/3% of your AWW. If you cannot work for more than fourteen (14) days, the three (3) day waiting period does not apply.
FATAL INJURY BENEFITS
If a worker dies as a result of a compensable injury, the surviving spouse and dependents as defined by law are entitled to death benefits and burial expenses up to $5,000. The amount of benefits to be paid is computed at 66 2/3% of the deceased worker’s AWW; however, benefits cannot exceed the maximum weekly benefit amount. Additional benefits are available for dependents. DCWC Form 16, Notice of Claim for Death Benefits, must be filed with the employer and OWC within thirty (30) days of death of the worker.
If a worker dies as a result of a compensable injury, the surviving spouse and dependents as defined by law are entitled to death benefits and burial expenses up to $5,000. The amount of benefits to be paid is computed at 66 2/3% of the deceased worker’s AWW; however, benefits cannot exceed the maximum weekly benefit amount. Additional benefits are available for dependents. DCWC Form 16, Notice of Claim for Death Benefits, must be filed with the employer and OWC within thirty (30) days of death of the worker.
VOCATIONAL REHABILITATION SERVICES
The employer provides rehabilitation services for injured workers who need help returning to gainful employment at pre-injury wages or better. A maintenance payment in the amount of $50.00 per week may also be available. Vocational rehabilitation services provided may include:
The employer provides rehabilitation services for injured workers who need help returning to gainful employment at pre-injury wages or better. A maintenance payment in the amount of $50.00 per week may also be available. Vocational rehabilitation services provided may include:
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Counseling and evaluation
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Testing and on-the-job training
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Job skill development and placement
TYPES OF DISABILITY
Temporary Total Disability (TTD): If you are totally disabled for a certain time period, benefits are paid at 66 2/3% of your AWW.
Temporary Total Disability (TTD): If you are totally disabled for a certain time period, benefits are paid at 66 2/3% of your AWW.
Temporary Partial Disability (TPD): If you are partially disabled for a certain time period, benefits are paid at 66 2/3% of your AWW.
Permanent Partial Disability (PPD): If you have permanent loss of a body member or the use of a body member, benefits are based on a scheduled award.
Permanent Total Disability (PTD): If you are (1) disabled and cannot earn any wages in the same or other employment; or, (2) you have loss of both hands, arms, feet, legs, eyes, or any two thereof. In either case, benefits may be paid at 66 2/3% of your AWW.
Disfigurement: Serious disfigurement to the face, head, neck, or normally exposed bodily area(s) shall entitle you to a compensation award of up to $7,500.
UNREASONABLE DELAY
In cases where OWC determines that an employer/carrier has unreasonably delayed payment of any installment of compensation in bad faith, the employer shall pay the worker their actual weekly wage in addition to any compensation due and payable during the period of delay.
In cases where OWC determines that an employer/carrier has unreasonably delayed payment of any installment of compensation in bad faith, the employer shall pay the worker their actual weekly wage in addition to any compensation due and payable during the period of delay.
HEARINGS AND APPEALS
If the claim is denied, OWC will investigate the claim and may conduct an informal conference for dispute resolution. If all interested parties reach an agreement, OWC will issue a Final Order. If one of the parties does not agree with the Memorandum of Informal Conference, the aggrieved party has fourteen (14) working days to notify OWC, in writing, and file for a Formal Hearing within thirty-four (34) working days. After the issuance of the Memorandum of Informal Conference, either party may file for a Formal Hearing with the Administrative Hearings Division (AHD). An Administrative Law Judge will conduct a formal hearing and issue a Compensation Order. Any aggrieved party may file an appeal with the Compensation Review Board (CRB). The appeal must be filed within thirty (30) calendar days. If there is still a dispute, either party may appeal the Decision and Order to the D.C. Court of Appeals within thirty (30) calendar days after the Decision and Order is issued.
If the claim is denied, OWC will investigate the claim and may conduct an informal conference for dispute resolution. If all interested parties reach an agreement, OWC will issue a Final Order. If one of the parties does not agree with the Memorandum of Informal Conference, the aggrieved party has fourteen (14) working days to notify OWC, in writing, and file for a Formal Hearing within thirty-four (34) working days. After the issuance of the Memorandum of Informal Conference, either party may file for a Formal Hearing with the Administrative Hearings Division (AHD). An Administrative Law Judge will conduct a formal hearing and issue a Compensation Order. Any aggrieved party may file an appeal with the Compensation Review Board (CRB). The appeal must be filed within thirty (30) calendar days. If there is still a dispute, either party may appeal the Decision and Order to the D.C. Court of Appeals within thirty (30) calendar days after the Decision and Order is issued.
If a claim is disputed, no benefits may be paid until the dispute has been resolved.
An employer may not discharge or otherwise discriminate against an employee who files or attempts to file a workers’ compensation claim. A worker, who has testified or is about to testify in a workers’ compensation proceeding, is also protected. Violation will result in a penalty up to $1,000. For such violation, you may be restored to your employment and receive back pay.
Warning: It is a crime to provide false or misleading information to an insurer for the purpose of defrauding the insurer or any other person. Penalties include imprisonment and/or fines. In addition, an insurer may deny compensation benefits if false information materially related to a claim was provided by the applicant.
If you have any questions. . .
Ask your employer or supervisor. The name and address of your employer’s workers’ compensation insurance company should be posted in a visible area at your workplace.
Ask your employer or supervisor. The name and address of your employer’s workers’ compensation insurance company should be posted in a visible area at your workplace.
If you file a claim, be sure to provide your full name, social security number, telephone number, date of injury, and your employer’s name when submitting the Form 7, Employee’s Notice of Accidental Injury or Occupational Disease.
For more information or assistance contact:
Department of Employment Services
Office of Workers’ Compensation
4058 Minnesota Avenue N.E.
Washington, D.C. 20019
(202) 671-1000 (voice)
(202) 671-1929 (fax)
Email: [email protected]
Website: www.does.dc.gov
Department of Employment Services
Office of Workers’ Compensation
4058 Minnesota Avenue N.E.
Washington, D.C. 20019
(202) 671-1000 (voice)
(202) 671-1929 (fax)
Email: [email protected]
Website: www.does.dc.gov
Additional Documents
Related Services:
Service Contact:
Office of Wage-Hour Compliance
Contact Email:
Contact Phone:
(202) 671-1880
Contact Fax:
(202) 673-6411
Contact TTY:
711
Office Hours:
Monday to Friday, 8:30 am to 4:30 pm
Service Location:
4058 Minnesota Avenue, NE
GIS Address:
4058 Minnesota Avenue, NE
City:
Washington
State:
DC
Zip:
20019