D.C. Code § 32-1693.06 — DC Code / Title 32 / Chapter 16 / § 32-1693.06
§ 32-1693.06. Establishment of direct care worker training grants.
Status: in_force

(a) Pursuant to § 32-1603(c) , no later than January 31, 2022, and by November 1 annually thereafter, the WIC shall issue direct care worker training grants ("grants") to community training providers according to this section.
(b) Grant recipients shall use funds received pursuant to this section to support the salaries and fringe benefits of faculty and staff engaged in training Program participants to become direct care workers and to provide Program participants the financial assistance outlined in § 32-1693.02(b) .
(c) Subject to availability of funds, the WIC shall award grants totaling not less than $900,000 per year with the option of 2 additional years based on performance results from previous years.
(d) To be eligible for a grant, an applicant shall:
  (1) Be located in the District;
  (2) Be a community training provider; and
  (3) Demonstrate that its training participants consistently and successfully attain the following benchmarks:
    (A) Completion of direct care worker training;
    (B) Direct care worker credential attainment;
    (C) Obtainment of unsubsidized employment as a direct care worker in the occupation of training; and
    (D) Retention of employment as a direct care worker in the occupation of training for 6 months or longer.
(e) The WIC may give preference to grant applicants utilizing integrated education and training, as defined by 34 C.F.R. § 463.35.
D.C. Code § 32-1521 — DC Code / Title 32 / Chapter 15 / § 32-1521
§ 32-1521. Presumptions.
Status: in_force

In any proceeding for the enforcement of a claim for compensation under this chapter it shall be presumed, in the absence of evidence to the contrary:
(1) That the claim comes within the provisions of this chapter;
(2) That sufficient notice of such claim has been given;
(3) That the injury was not occasioned solely by the intoxication of the injured employee; and
(4) That the injury was not occasioned by the willful intention of the injured employee to injure or kill himself or another.
D.C. Code § 32-1051.02 — DC Code / Title 32 / Chapter 10A / § 32-1051.02
§ 32-1051.02. Minimum work week.
Status: in_force

The minimum work week for a building services employee shall be 30 hours; except, that 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 scheduled 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.
D.C. Code § 32-1631 — DC Code / Title 32 / Chapter 16 / § 32-1631
§ 32-1631. Limits on funding Individual Training Accounts.
Status: in_force

(a) Beginning January 1, 2015, or upon the effective date of [ D.C. Law 20-263 , effective May 2, 2015], whichever occurs first, no eligible training provider shall be eligible to receive funding for more than 5 individual training accounts in a calendar year unless at least 25% of the students participating in the entity’s training programs are funded by sources other than the individual training accounts.
(b) Beginning January 1, 2016, no eligible training provider shall be eligible to receive funding for more than 5 individual training accounts in a calendar year unless at least 50% of the students participating in the entity’s training programs are funded by sources other than the individual training accounts.
(c) WIC shall establish a procedure by which eligible training providers shall certify as to:
  (1) The total number of students enrolled in the eligible training provider’s training programs;
  (2) The number of students who are funded by sources other than individual training accounts; and
  (3) The percentage calculated using the number in paragraph (1) of this subsection as the denominator and the number in paragraph (2) of this subsection as the numerator.
(d) For the purposes of this section, the term:
  (1) “Eligible training provider” shall have the same meaning as provided in § 32-1602(1A) .
  (2) “Individual training account” shall have the same meaning as provided § 32-1602(1B) .
D.C. Code § 32-1610.01 — DC Code / Title 32 / Chapter 16 / § 32-1610.01
§ 32-1610.01. Youth activities.
Status: in_force

(a) The WIC shall develop policies and procedures for the selection of providers of youth employment and training services consistent with the requirements of section 123 of the Federal Act.
(b) The policies and procedures required by subsection (a) of this section shall ensure that the providers of youth employment and training activities are selected on a competitive basis.
D.C. Code § 32-802 — DC Code / Title 32 / Chapter 8 / § 32-802
§ 32-802. Definitions.
Status: in_force

When used in this subchapter, the following words shall have the following meanings, unless the context clearly requires otherwise:
(1) “Employer” includes every person, firm, corporation, partnership, stock association, agent, manager, representative, or foreman, or other persons having control or custody of any place of employment or of any employee. It shall not include the District of Columbia, its agencies or instrumentalities, or any employee thereof acting within the scope of the employee's official duties, or the United States or any instrumentality thereof.
(2) “Board” means the Minimum Wage and Industrial Safety Board.
(3) “Safe” and “safety” as applied to an employment, a device, or a place of employment, including facilities of sanitation and hygiene, mean such freedom from danger to life or health of employees as circumstances reasonably permit, and shall not be given restrictive interpretation so as to exclude any mitigation or prevention of a specific danger.
(4) “Place of employment” means any place where employment is carried on; provided, however, that such term shall not include the premises of any federal or District of Columbia establishment, except to include any and all work of whatever nature being performed by an independent contractor for the United States government or any instrumentality thereof, or the District of Columbia or any instrumentality thereof.
D.C. Code § 32-951.04 — DC Code / Title 32 / Chapter 9B / § 32-951.04
§ 32-951.04. Notice of rights under the law.
Status: in_force

(a) Not Funded.
(b) Not Funded.
D.C. Code § 32-173.02 — DC Code / Title 32 / Chapter 1D-i / § 32-173.02
§ 32-173.02. Establishment of the Jobs First DC Pilot Program.
Status: in_force

(a) There is established a Jobs First DC Pilot Program for the purpose of issuing grants to assist in the placement of at least 300 District residents in unsubsidized permanent employment and to fund 12 months of job retention support.
(b) The Program shall provide participants the following assistance:
  (1) Assessment and evaluation of their job history, skills, education, housing, and mental health barriers;
  (2) Information and referral to support services, as defined by 20 CFR § 651.10;
  (3) Career services, as described in section 134(c)(2) of WIOA (29 U.S.C. § 3174(c)(2));
  (4) Resume development;
  (5) Employment-readiness skills development;
  (6) Interview preparation;
  (7) Job search and application submission;
  (8) Job referrals as described in 20 CFR § 651.10, to unsubsidized permanent employment opportunities;
  (9) Job interview follow-up and feedback;
  (10) Employment orientation paperwork completion;
  (11) Professional networking coaching; and
  (12) Twelve months of employment retention support.
(c) The Program may provide participants the following assistance:
  (1) Digital literacy skills development;
  (2) Review of credit scores and creation of a plan to improve a participant's credit score; and
  (3) Review of criminal history records and creation of a plan to ameliorate the effects of or correct a participant's criminal record.
D.C. Code § 32-601 — DC Code / Title 32 / Chapter 6 / § 32-601
§ 32-601. Definitions.
Status: in_force

For the purposes of this chapter, the term:
(1) “Council” means the Council of the District of Columbia.
(2) “District” means the District of Columbia government.
(3) “Discriminatory wage differentials” means differences in rates of pay resulting from the use of discriminatory wage-setting practices.
(4) “Discriminatory wage-setting practices”:
  (A) With regard to gender, means practices resulting in a situation where the rates of pay for positions or position classifications that are dominated (composed 70% or more) by members of 1 sex are lower than the rates of pay for positions or position classifications that are dominated (composed 70% or more) by members of the opposite sex, although the work performed is of comparable value as measured by the composite of the skill, effort, responsibilities, and working conditions normally required in the performance of the work.
  (B) With regard to race, means practices resulting in a situation where the rates of pay for positions or position classifications that have a disproportionate representation of employees from a nationally recognized minority race are lower than the rates of pay for positions that are nonminority dominated, although the work performed is of comparable value as measured by the composite of the skill, effort, responsibilities, and working conditions normally required in the performance of the work.
(5) “Effort” means the energy required in the performance of work, including any intellectual or physical energy.
(6) “Employee” means an individual employed by the District or any of its independent agencies, including the public schools of the District of Columbia and the University of the District of Columbia, who performs a function of the District and who receives compensation for the performance of these services.
(7) “Equitable job-evaluation technique” means an objective method of determining the comparable value of different positions or position classifications using a system that rates numerically the composite of the skill, effort, responsibilities, and working conditions normally required in the performance of the work, and that does not discriminate, either intentionally or in its effects, on the basis of race, color, religion, sex, or any other basis prohibited by Chapter 14 of Title 2 .
(8) “Mayor” means the Mayor of the District of Columbia.
(9) “Position” means the job an employee holds and the duties and responsibilities assigned to an employee.
(10) “Position classification” means a group or class of positions that is sufficiently similar as to kind or subject matter of work, level of difficulty, responsibility, and qualification requirements to warrant similar treatment in personnel and pay administration.
(11) “Protected classes” means those groups of individuals against whom acts of discrimination are barred by Chapter 14 of Title 2 .
(12) “Responsibility” means the duties and obligations involved in the performance of a job, including the extent to which the District relies on an employee to perform the work, the importance of the duties, and the accountability of the employee for the work of others and for resources.
(13) “Skill” means the competence required in the performance of the work including any type of intellectual or physical skill acquired through experience, training, education, or natural ability.
(14) “Working conditions” means the environment in which an employee performs work, including physical and psychological factors.
D.C. Code § 32-1403 — DC Code / Title 32 / Chapter 14 / § 32-1403
§ 32-1403. Associate Director of Apprenticeship.
Status: in_force

(a) The Director of the Department of Employment Services shall appoint an Associate Director of Apprenticeship whose office shall have responsibility and accountability for the apprenticeship system in the District of Columbia.
(b) (1) The Office of Apprenticeship, Information and Training, which shall also be known as the Registration Agency, shall have the authority to approve apprenticeship registration for federal purposes.
  (2) The Office of Apprenticeship, Information and Training is authorized to supply the Associate Director of Apprenticeship and the Apprenticeship Council with the clerical, technical, and professional assistance considered essential to effectuate the purposes of this subchapter.
D.C. Code § 32-1691.09 — DC Code / Title 32 / Chapter 16 / § 32-1691.09
§ 32-1691.09. Establishment of the Information Technology Occupational Advisory Board.
Status: in_force

(a) The WIC shall establish an Information Technology Occupational Advisory Board, which shall work to advise UDC-CC, WDLL, and community training providers on their IT training courses to ensure a high quality of training, to maximize the employability of graduates of IT training course offerings, and to meet the IT staffing needs of employers in the District.
(b) After researching and analyzing existing IT occupational advisory boards in the District and the metropolitan region, the WIC shall determine the structure and membership of its IT Board. The WIC may use a third party to conduct the research and analysis and to make recommendations on the structure and membership of the IT Board.
(c) No later than March 1, 2022, the WIC's Executive Director shall provide to the WIC a recommendation on an IT Board structure, membership composition, membership selection process, and board duties.
(d) The WIC shall approve, deny, or amend the recommendation described in subsection (c) of this section by vote.
(e) The first meeting of the WIC-approved IT Board shall occur no later than July 1, 2022.
D.C. Code § 32-581.03 — DC Code / Title 32 / Chapter 5B / § 32-581.03
§ 32-581.03. Limitations on non-compete provisions for highly compensated employees.
Status: in_force

(a) For a non-compete agreement between an employer and a highly compensated employee executed on or after October 1, 2022, to be valid and enforceable:
  (1) The agreement must specify:
    (A) The functional scope of the competitive restriction, including what services, roles, industry, or competing entities the employee is restricted from performing work in or on behalf of;
    (B) The geographical limitations of the work restriction; and
    (C) (i) If the employee is not a medical specialist, a term of non-competition that does not exceed 365 calendar days from the date the employee separates from employment with the employer; or
      (ii) If the employee is a medical specialist, a term of non-competition that does not exceed 730 calendar days from the date the employee separates from employment with the employer; and
  (2) The employer shall provide the non-compete provision to the employee in writing:
    (A) At least 14 days before the individual commences employment for the employer; or
    (B) If the employer already employs the highly compensated employee, at least 14 days before the employee must execute the agreement.
(b) (1) No employer may retaliate or threaten to retaliate against a highly compensated employee who has executed a non-compete agreement with the employer for asking for a copy of a proposed non-compete provision or non-compete agreement or for a copy of a non-compete provision or non-compete agreement that the employee executed;
  (2) No employer may retaliate or threaten to retaliate against a highly compensated employee for:
    (A) Asking the employer for the information required to be provided to the employee pursuant to § 32-581.03a ; or
    (B) Asking about or objecting to a proposed non-compete provision or agreement because the employee reasonably believes that the provision or agreement does not conform to the requirements of subsection (a)(1) of this section or reasonably believes that the employer has failed to comply with the requirements of subsection (a)(2) of this section to:
      (i) An employer, including the highly compensated employee's employer;
      (ii) A coworker;
      (iii) The highly compensated employee's lawyer or agent; or
      (iv) A governmental entity.
D.C. Code § 32-541.09 — DC Code / Title 32 / Chapter 5 / § 32-541.09
§ 32-541.09. Erroneous payments and disqualification for benefits.
Status: in_force

(a) An individual who intentionally makes a false statement or misrepresentation regarding a material fact, or who intentionally fails to report a material fact, to obtain a benefit under this subchapter is disqualified from receiving paid-leave benefits under this subchapter for a period of 3 years.
(b) If paid-leave benefits provided for in this subchapter are paid erroneously or as a result of willful misrepresentation, or if a claim for paid-leave benefits is rejected after benefits are paid, the Mayor shall seek repayment of benefits from the recipient; provided, that the Mayor may exercise his or her discretion to waive, in whole or in part, the amount of any such payments when the recovery would be against equity and good conscience.
(c) (1) If the Mayor obtains repayment of benefits from an individual who has made a willful misrepresentation or otherwise perpetrated fraud to obtain paid-leave benefits provided for in this subchapter , the Mayor shall distribute a proportional share of the recovered amount to each covered employer who made payments to the District on behalf of that individual during the period that he or she improperly obtained benefits.
  (2) For the purposes of paragraph (1) of this subsection, a covered employer's proportional share of the recovered amount shall be equal to the amount paid to the District by that covered employer on behalf of the individual during the period that he or she improperly obtained benefits, expressed as a percentage of the total amount paid to the District by all covered employers on behalf of the individual during the period that he or she improperly obtained benefits.
D.C. Code § 32-1454 — DC Code / Title 32 / Chapter 14A / § 32-1454
§ 32-1454. Provisions of law may not be waived.
Status: in_force

No provision of this chapter shall in any way be contravened or set aside by private agreement.
D.C. Code § 32-211 — DC Code / Title 32 / Chapter 2 / § 32-211
§ 32-211. Vacation permits.
Status: in_force

The Board of Education shall have authority to issue a vacation permit to a minor between the age of 14 and 16 years, permitting employment during the regular summer vacation period of the public schools, or during the school term at such time as the public schools are not in session, if the age of such minor has been proved according to § 32-210 , and such minor has in all other respects, except as to completion of the 8th grade, fulfilled the requirements for a work permit specified in this subchapter. These permits shall be different in color from the work permit allowing employment while school is in session and shall state the periods during which its use is valid.
D.C. Code § 32-1693.07 — DC Code / Title 32 / Chapter 16 / § 32-1693.07
§ 32-1693.07. Program performance and reporting.
Status: in_force

(a) At the termination of each semester, the University shall furnish to the WIC a statement of:
  (1) The disaggregated number of Program participants by course who, during that semester, participated in each Program course;
  (2) The total number of Program training course enrollments attributable to the Program participants identified pursuant to paragraph (1) of this subsection;
  (3) The disaggregated number of Program participants included in the response to paragraph (1) of this subsection who successfully completed each Program training course and who dropped out or otherwise did not complete the Program training course in which the program participant had enrolled;
  (4) The disaggregated number, by occupational credential, of Program participants who successfully secured a nursing care occupation credential; and
  (5) The total number of Program participants who successfully secured employment in a nursing care occupation and average starting wage.
(b) At the end of each fiscal year, the University shall furnish to the WIC a written accounting, for the previous year, of the monthly stipends dispersed, number of Program participants who received monthly stipends, average amount of stipend per Program participant, and the approved purposes for the monthly stipends.
(c) At the middle and end of the grant award cycle, each direct care worker training grantee shall furnish to the WIC a report on Program participant outcomes pertaining to recruitment, enrollment, completion, credential attainment, employment average starting wage, and retention of employment at 6 months and one year.
(d) The WIC shall:
  (1) Use common performance measures outlined in section 116 of WIOA (29 U.S.C. § 3141), to track the performance of the Program training providers;
  (2) Report on the performance of the Program as required by § 32-1622 ; and
  (3) No later than September 30, 2022, and by September 30 annually thereafter, furnish a report to the Mayor and the Council of the District of Columbia, which shall include:
    (A) The data received pursuant subsections (a), (b), and (c) of this section;
    (B) A narrative analysis on the effectiveness of the Program at increasing the number of District residents in nursing care occupations; and
    (C) Recommendations on the expansion or extension of the Program beyond the terms of this subchapter , including any additional budgetary needs.
D.C. Code § 32-1529 — DC Code / Title 32 / Chapter 15 / § 32-1529
§ 32-1529. Powers of Mayor.
Status: in_force

(a) The Mayor shall have the power to preserve and enforce order during any such proceedings, to issue subpoenas for, to administer oaths to, and to compel the attendance and testimony of witnesses, or the production of books, papers, documents, and other evidence, or the taking of depositions before any designated individual competent to administer oaths; to examine witnesses; and to do all things in conformity with law which may be necessary to enable him to effectively discharge the duties of his office.
(b) If any person in proceedings before the Mayor disobeys or resists any lawful order or process, or misbehaves during a hearing or so near the place thereof as to obstruct the same, or neglects to produce, after having been ordered to do so, any pertinent book, paper, or document, or refuses to appear after having been subpoenaed, or upon appearing refuses to take the oath as a witness, or after having taken the oath refuses to be examined according to law, the Mayor shall certify the facts to the Superior Court of the District of Columbia which shall thereupon in a summary manner hear the evidence as to the acts complained of, and, if the evidence so warrants, punish such person in the same manner and to the same extent as for a contempt committed before the Court, or commit such person upon the same conditions as if the doing of the forbidden act had occurred with reference to the process of or in the presence of the Court.
D.C. Code § 32-1307 — DC Code / Title 32 / Chapter 13 / § 32-1307
§ 32-1307. Penalties.
Status: in_force

(a) (1) An employer who negligently fails to comply with the provisions of this chapter or the Living Wage Act shall be guilty of a misdemeanor and, upon conviction, shall be fined:
    (A) For the first offense, an amount per affected employee of not more than $2,500; and
    (B) For any subsequent offense, an amount per affected employee of not more than $5,000.
  (2) An employer who willfully fails to comply with the provisions of this chapter or the Living Wage Act shall be guilty of a misdemeanor and, upon conviction, shall:
    (A) For the first offense, be fined not more than $5,000 per affected employee, or imprisoned not more than 30 days; or
    (B) For any subsequent offense, be fined not more than $10,000 per affected employee, or imprisoned not more than 90 days.
  (3) The fines set forth in paragraphs (1) and (2) of this subsection shall not be limited by § 22-3571.01 .
(b) (1) In addition to and apart from any other penalties or remedies provided for in this chapter or the Living Wage Act, the Mayor shall assess and collect administrative penalties as follows:
    (A) For the first offense, $50 for each employee or person whose rights under this chapter or the Living Wage Act are violated for each day that the violation occurred or continued; or
    (B) For any subsequent offense, $100 for each employee or person whose rights under this chapter or the Living Wage Act are violated for each day that the violation occurred or continued.
  (2) In addition to the administrative penalties set forth in paragraph (1) of this subsection, the Mayor shall collect administrative penalties in the amounts set forth below for the following violations:
    (A) Five hundred dollars for failure to provide notice of investigation to employees as required by § 32-1308.01(c)(2) ; and
    (B) Five hundred dollars for failure to post notice of violations to the public, as required by § 32-1308.01(h)(2) .
  (3) This subsection shall not be construed to affect the Sick and Safe Leave Act or the Minimum Wage Revision Act.
(c) No administrative penalty may be collected unless the Mayor has provided any person alleged to have violated any of the provisions of this section notification of the violation, notification of the amount of the administrative penalty to be imposed, and an opportunity to request a formal hearing held pursuant to Chapter 5 of Title 2 [ § 2-501 et seq.] and § 32-1308.01 . If a formal hearing is requested pursuant to § 32-1308.01(e) , the Mayor shall issue a final order following the hearing, containing a finding that a violation has or has not occurred. If a hearing is not requested, the person to whom notification of violation was provided shall transmit to the Mayor the amount of the penalty within 15 days following notification.
(d) The fines set forth in this section shall not be limited by § 22-3571.01 .
D.C. Code § 32-131.08 — DC Code / Title 32 / Chapter 1A / § 32-131.08
§ 32-131.08. Prohibited acts.
Status: in_force

Recodified as § 32-531.08
D.C. Code § 32-752 — DC Code / Title 32 / Chapter 7B / § 32-752
§ 32-752. Establishment and administration of the Job Opportunity Bank.
Status: in_force

(a) There is established a Job Opportunity Bank for the purpose of providing grants and other forms of financial assistance to increase job opportunities for low-income District residents to upgrade their job skills and provide customized skills training for new and incumbent workers employed by District employers.
(b) The Job Opportunity Bank shall be subject to the general policy guidance and direction of the Workforce Investment Council.
(c) The Workforce Investment Council shall serve in an advisory capacity to the Mayor and the Director in matters pertaining to the operation and administration of the Job Opportunity Bank.
(d) The Job Opportunity Bank shall be funded by annual appropriations.
(e) The funds shall be administered by the Deputy Mayor for Planning and Economic Development.
(f) The Deputy Mayor for Planning and Economic Development may fund applications for grants or other assistance as may be recommended by the Director under the provisions of this chapter.
D.C. Code § 32-1331.06 — DC Code / Title 32 / Chapter 13 / § 32-1331.06
§ 32-1331.06. Hearings.
Status: in_force

(a) (1) Within 15 days after service of notice of a violation, an alleged violator may submit a written request to the Mayor to hold a hearing on the alleged violation.
  (2) Upon receipt of a timely request, the Mayor shall conduct a hearing in accordance with the procedures set forth in subchapter I of Chapter 5 of Title 2 [ § 2-501 et seq.], and issue a decision within 30 days after the hearing.
(b) If the Mayor, after investigation but before a hearing, has cause to believe that a person is violating any provision of this subchapter and the violation has caused, or may cause, immediate and irreparable harm to the public, the Mayor may issue a stop work order requiring the alleged violator to immediately cease and desist construction-related business activities. The order shall be served by certified mail or delivery in person.
(c) (1) Within 10 days after service of a stop work order, the alleged violator may submit a written request to the Mayor for an expedited hearing on the alleged violation.
  (2) Upon receipt of a timely request for an expedited hearing, the Mayor shall conduct a hearing within 10 days after the date of receiving the request and shall deliver to the alleged violator at his or her last known address a written notice of the hearing by any means guaranteed to be received at least 5 days before the hearing date.
  (3) The Mayor shall issue a decision within 10 days after an expedited hearing.
(d) Any party aggrieved by a final order of the Mayor under subsection (c)(3) of this section may seek judicial review and appeal under § 2-510 .
D.C. Code § 32-581.04b — DC Code / Title 32 / Chapter 5B / § 32-581.04b
§ 32-581.04b. Rules of construction.
Status: in_force

The rights, remedies, and prohibitions accorded by the provisions of this chapter are in addition to and cumulative of any right, remedy, or prohibition accorded by the common law, federal law, or any District statute, and nothing contained in this chapter shall be construed to deny, abrogate, or impair any such common law or statutory right, remedy, or prohibition.
D.C. Code § 32-303 — DC Code / Title 32 / Chapter 3 / § 32-303
§ 32-303. Committee for Purchase of Products and Services of the Blind and Other Individuals with Severe Disabilities — Established.
Status: in_force

(a) There is hereby created a Committee for Purchase of Products and Services of the Blind and Other Individuals with Severe Disabilities (hereinafter referred to as the “Committee”) to be appointed by the Mayor of the District of Columbia (hereinafter referred to as the “Mayor”). The Committee shall be composed of 2 private citizens conversant with the problems incident to the employment of the blind and other individuals with severe disabilities, 2 citizens representing individuals who are consumers with severe disabilities employed in qualified nonprofit agencies for the blind and other individuals with severe disabilities, 2 citizens representing the general public and a representative of each of the following agencies: Directors of the Department of General Services, the Office of Budget and Management Systems and the Department of Human Services. The members of the Committee shall be appointed by the Mayor for a term of 4 years and shall not serve beyond the expiration of their term: Except, that of the 6 private citizen members first appointed, 2 shall be appointed for a term of 2 years, 2 shall be appointed for a term of 3 years, and 2 shall be appointed for a term of 4 years, as designated by the Mayor at the time of appointment. The members of the Committee shall designate 1 of their number to be chairperson.
(b) Any private citizen member, appointed under subsection (a) of this section to fill a vacancy occurring prior to the expiration of the term for which his or her predecessor was appointed, shall be appointed only for the remainder of such term.
(c) Members of the Committee shall serve without compensation other than reimbursement for expenses actually incurred in connection with the work of the Committee.
(d) Subject to such rules as may be adopted by the Committee, the Mayor may appoint and fix the pay of any personnel which the Committee determines is necessary to assist it in carrying out its duties and powers under this chapter.
(e) The Committee may secure directly from any agency of the District of Columbia government (hereinafter referred to as “District government”) information which the Committee deems necessary to carry out this chapter. Upon request of the chairperson of the Committee, the head of such agency shall furnish such information to the Committee.
(f) The Committee shall, not later than 90 days following the close of each fiscal year, transmit to the Mayor and to the Council of the District of Columbia (hereinafter referred to as the “Council”) a report which shall include:
  (1) The names of the Committee members serving in the preceding fiscal year;
  (2) The dates of Committee meetings in that year;
  (3) A description of its activities under this chapter in that year;
  (4) A list of contracts awarded under this chapter and the recipients thereof; and
  (5) Any recommendations for changes in this chapter which it determines are necessary.
D.C. Code § 32-131.13 — DC Code / Title 32 / Chapter 1A / § 32-131.13
§ 32-131.13. Rules.
Status: in_force

Recodified as § 32-531.13
D.C. Code § 32-704 — DC Code / Title 32 / Chapter 7 / § 32-704
§ 32-704. Domestic partnership benefits.
Status: in_force

All health care facilities, including hospitals, convalescent facilities, or other long term care facilities, shall allow a patient’s family member as defined in § 32-701(7) to visit the patient.
D.C. Code § 32-1402 — DC Code / Title 32 / Chapter 14 / § 32-1402
§ 32-1402. Apprenticeship Council; membership; term; compensation.
Status: in_force

Without regard for any other provision of law with respect to the appointment of officers and employees of the United States or the District of Columbia, the Mayor of the District of Columbia shall appoint and the Council shall confirm an Apprenticeship Council, to be composed of 11 members, as follows: Three representatives from employer organizations, 3 representatives from employee organizations, and 3 public representatives, who are not members of either employee or employer organizations, chosen to make the Apprenticeship Council better reflect the composition of the District of Columbia labor force, including women and minorities who are traditionally under-represented in the trades, and 2 representatives of government, who shall be the Mayor of the District of Columbia and the Chancellor or their respective delegates. The terms of office of the members of the Apprenticeship Council first appointed by the Mayor shall expire as designated by the Mayor at the time of making the appointment: One representative each of employers, employees and the public being appointed for 1 year; 1 representative each of employers, employees and the public appointed for 2 years; and 1 representative each of employers, employees and the public for 3 years. Thereafter, each member shall be appointed for a term of 3 years. Any member appointed to fill a vacancy occurring prior to the expiration of the term of his predecessor shall be appointed for the remainder of the term. At the end of a term, a member shall continue to serve until a successor is appointed and sworn into office.
D.C. Code § 32-1691.06 — DC Code / Title 32 / Chapter 16 / § 32-1691.06
§ 32-1691.06. Establishment of IT training grants.
Status: in_force

(a) Pursuant to § 32-1603(c) , no later than January 31, 2022, and by November 1 annually thereafter, the WIC shall issue IT training grants ("grants") to eligible providers of IT training in the District.
(b) Grant recipients shall use funds received pursuant to this section to support the salaries and fringe benefits of faculty and staff engaged in the provision of IT training and to provide Program participants the financial assistance outlined in § 32-1691.02(b) .
(c) Subject to availability of funds, the WIC shall award grants totaling not less than $1,875,000 per year with the option of one additional year based on performance results from previous years.
(d) To be eligible for a grant, an applicant shall:
  (1) Be licensed by the Higher Education Licensure Commission as a postsecondary institution, degree or non-degree seeking; and
  (2) Demonstrate that its IT training participants consistently and successfully attain the following benchmarks:
    (A) Completion of IT training;
    (B) Attainment of an IT occupational credential;
    (C) Obtainment of unsubsidized employment in an IT occupation; and
    (D) Retention of employment in an IT occupation for 6 months or longer.
(e) The WIC may give preference to grant applicants utilizing integrated education and training, as defined by 34 C.F.R. § 463.35.
D.C. Code § 32-111.02 — DC Code / Title 32 / Chapter 1 / § 32-111.02
§ 32-111.02. Right to reinstatement.
Status: in_force

*NOTE: This section will expire on June 30, 2023.*
(a) (1) Beginning February 1, 2021, as positions become available with the contractor or in the employer's operation at a covered establishment, the contractor or employer shall offer each eligible employee reinstatement to the employee's previous position or to a position performing the same or substantially similar duties, and that requires essentially the same skills, as those performed by the eligible employee before the eligible employee ceased working for the contractor or at the covered establishment.
  (2) (A) A contractor or an employer shall make the offer of reinstatement in writing, to the employee's last known address by registered mail, or by email, text, or other method that is documented and retained.
    (B) If the offer of reinstatement is made by email, text, or other same-day delivery, a contractor or employer shall give a deadline that is no less than 3 calendar days from the date the offer of reinstatement is sent for an eligible employee to accept or decline the offer.
    (C) If the offer of reinstatement is made by registered mail, non-registered mail, or some other method that does not provide for a same-day delivery, a contractor or employer shall give a deadline that is no less than 3 calendar days from the date the offer of reinstatement is received for an eligible employee to accept or decline the offer.
    (D) If the eligible employee accepts the offer of reinstatement, the eligible employee shall report to work no later than 7 days, or later if requested by the employer, from the date the offer of reinstatement is received.
  (3) If more than one eligible employee is entitled to reinstatement to a particular position, the contractor or employer may make simultaneous, conditional offers of reinstatement to eligible employees for the same position; provided, that the contractor or employer makes offers of reinstatement based on seniority within job classifications, unless the employer is offering reinstatement to positions at a restaurant, tavern, brew pub, nightclub, or club.
  (4) A contractor or employer shall not hire a new employee for a position until all eligible employees have either not responded to an offer of reinstatement by the deadline indicated in the offer or have declined the offer of reinstatement.
D.C. Code § 32-1543 — DC Code / Title 32 / Chapter 15 / § 32-1543
§ 32-1543. Appropriations.
Status: in_force

(a) There is hereby authorized to be appropriated such sum as is necessary for the Mayor to administer the provisions of this chapter.
(b) The Mayor shall reclassify Office of Workers’ Compensation Hearing Examiners as Administrative Law Judges (“ALJs”) and raise their level of compensation.
(c) The Mayor shall develop performance measures and qualifications for the ALJs for the Office of Workers’ Compensation.
(d) Within 2 years following April 16, 1999, the Mayor shall submit to the Council an evaluation of the District’s workers’ compensation program that shall include the following:
  (1) An analysis of the impact of provisions contained in this chapter in reducing costs, improving efficiency, and maintaining access to health care;
  (2) A recommendation on whether the District government should assume additional administrative functions related to the workers’ compensation program including the statistical analysis and ratemaking now undertaken by the National Council on Compensation Insurance, including an assessment of costs involved;
  (3) A recommendation on whether the District should adopt a managed care approach and a preferred provider approach and rationale if such a policy is recommended;
  (4) An evaluation of the effectiveness of the Department of Insurance, Securities, and Banking in regulating workers’ compensation insurance including the basis of ratemaking decisions and encompassing any recommended changes in law, regulation or administration to improve effectiveness;
  (5) An analysis of and recommendation to address the disproportionate burden on District businesses posed by the pre-1982 claims under the Longshore and Harbor Workers’ Act including estimates on savings possible if the U.S. Department of Labor is held to administrative cost standards equal to those associated with post-1982 claims;
  (6) A recommendation on whether the District should create a “state accident fund” as exists in other jurisdictions as a means to reduce overall premium costs through more effective risk management; and
  (7) An evaluation of the current occupational class codes and a recommendation for restructuring if advisable.
D.C. Code § 32-531.02 — DC Code / Title 32 / Chapter 5 / § 32-531.02
§ 32-531.02. Provision of paid leave.
Status: in_force

(a) (1) An employer with 100 or more employees shall provide for each employee not less than one hour of paid leave for every 37 hours worked, not to exceed 7 days per calendar year.
  (2) An employer with at least 25, but not more than 99, employees shall provide for each employee not less than one hour of paid leave for every 43 hours worked, not to exceed 5 days per calendar year.
  (3) An employer with 24 or fewer employees shall provide not less than one hour of paid leave for every 87 hours worked, not to exceed 3 days per calendar year.
  (4) For the purposes of paragraphs (1) through (3) of this subsection, the number of employees of an employer shall be determined by the average monthly number of full-time equivalent employees for the prior calendar year. The average monthly number shall be calculated by adding the total monthly full-time equivalent employees for each month and dividing by 12.
  (5) In the case of employees who are exempt from overtime payment under section 213(a)(1) of the Fair Labor Standards Act of 1938, approved June 25, 1938 (52 Stat. 1060; 29 U.S.C. § 201 et seq. ), employees shall not accrue leave for hours worked beyond a 40-hour work week.
(b) Paid leave accrued under this section may be used by an employee for any of the following:
  (1) An absence resulting from a physical or mental illness, injury, or medical condition of the employee;
  (2) An absence resulting from obtaining professional medical diagnosis or care, or preventive medical care, for the employee, subject to the requirement of subsection (d) of this section;
  (3) An absence for the purpose of caring for a child, a parent, a spouse, domestic partner, or any other family member who has any of the conditions or needs for diagnosis or care described in paragraph (1) or (2) of this subsection; or
  (4) An absence if the employee or the employee’s family member is a victim of stalking, domestic violence, or sexual abuse; provided, that the absence is directly related to social or legal services pertaining to the stalking, domestic violence, or sexual abuse, to:
    (A) Seek medical attention for the employee or the employee’s family member to recover from physical or psychological injury or disability caused by domestic violence or sexual abuse;
    (B) Obtain services from a victim services organization;
    (C) Obtain psychological or other counseling;
    (D) Temporarily or permanently relocate;
    (E) Take legal action, including preparing for or participating in any civil or criminal legal proceeding related to or resulting from the domestic violence or sexual abuse; or
    (F) Take other actions to enhance the physical, psychological, or economic health or safety of the employee or the employee’s family member or to enhance the safety of those who associate or work with the employee.
(c) (1) Paid leave under this subchapter shall accrue in accordance with the employer’s established pay period. An individual shall accrue paid leave at the beginning of his or her employment. An employee may begin to access paid leave after 90 days of service with his or her employer.
  (2) If an employee is transferred to a separate division, entity, or location within the District, or transferred out of the District and then transferred back to a division, entity, or location within the District, but remains employed by the same employer, the employee shall be entitled to all paid leave accrued at the prior division, entity, or location and shall be entitled to use all paid leave as provided in this subchapter.
  (3) When there is a separation from employment and the employee is rehired within one year of separation by the same employer, previously accrued unused paid leave shall be reinstated. The employee shall be entitled to use accrued paid leave and accrue additional paid leave immediately upon the re-commencement of employment; provided, that the employee had previously been eligible to use paid leave. If there is a separation of more than one year, an employer shall not be required to reinstate accrued paid leave and the rehired employee shall be considered to have newly commenced employment.
  (4) An employee who is discharged after the completion of a probationary period of 90 days or more, and is rehired within 12 months, may access paid leave immediately.
(d) An employee shall make a reasonable effort to schedule paid leave under subsection (b) of this section in a manner that does not unduly disrupt the operations of the employer.
(e) If an employee does not suffer a loss of income when absent from work, for the number of days up to the days of paid leave provided for in subsection (a)(1), (2), and (3) of this section, an employer shall not be required to provide paid leave for such employee in accordance with this subchapter. Notwithstanding the foregoing sentence, the provisions of § 32-131.08 shall apply to employees who do not suffer a loss of income when absent from work.
(f) If employees of beauty, hair, and nail salons are paid by commission (whether commission only or base wage plus commission), the sick leave rate of pay shall be calculated as follows: divide the employee’s total earnings in base wages and commissions for the prior calendar year by the total hours worked as a commissioned employee during the prior calendar year. If employees do not have a prior calendar year’s work history, divide the employee’s total earnings in base wages and commissions since the employee’s date of hire by the total hours worked as a commissioned employee since that date.
(g) Notwithstanding the requirements in subsections (a)(1)-(4) of this section, for an employee of a restaurant or bar who regularly receive [sic] tips, commissions, or other gratuities to supplement a base wage that is below the minimum wage as established in § 32-1003 (a), the employer shall provide the employee not less than one hour of paid leave for every 43 hours worked, not to exceed 5 days per calendar year. The paid leave shall be compensated in accordance with the District minimum wage, as established in § 32-1003 (a).
D.C. Code § 32-756 — DC Code / Title 32 / Chapter 7B / § 32-756
§ 32-756. Grantee performance evaluation.
Status: in_force

(a) The Director shall monitor and evaluate the performance of grantees. The Director may terminate or modify grant agreements if the Director determines that a grantee’s performance is not in accordance with the grant. Grantees that have their grants cancelled or modified may appeal the Director’s action pursuant to § 2-510 .
(b) The Mayor shall issue rules to implement this chapter. The rules shall be issued within 120 days of June 8, 2006.
D.C. Code § 32-1012.01 — DC Code / Title 32 / Chapter 10 / § 32-1012.01
§ 32-1012.01. Administrative actions.
Status: in_force

Administrative complaints filed for violations of this chapter shall be considered under the same procedures and with all the same legal and equitable remedies available for violations of Chapter 13 of this title [ § 32-1301 et seq.].
D.C. Code § 32-1051.01 — DC Code / Title 32 / Chapter 10A / § 32-1051.01
§ 32-1051.01. Definitions.
Status: in_force

For the purposes of this chapter , the term:
(1) "Covered employee" or "building services employee" means 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.
(2) "Covered employer" means an individual, group of individuals, partnership, association, corporation, business trust, society, firm, company, joint stock company, or other entity that at a covered location:
  (A) Directly employs a covered employee;
  (B) Contracts for the services of a covered employee; or
  (C) Subcontracts for the services of a covered employee.
(3) "Covered leave" means paid or unpaid temporary leave from work taken by a covered employee pursuant to:
  (A) Federal or District law;
  (B) An employee handbook; or
  (C) A written request voluntarily initiated by the covered employee.
(4) "Covered location" means 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.  The term "covered location" excludes property owned or leased by a health-care facility licensed under subchapter I of Chapter 5 of Title 44 , and affiliated subsidiaries.
(5) "Minimum work week" means the minimum number of compensated hours provided to a covered employee in any work week, including weeks in which the covered employee is taking covered leave.
(6) "Office park" means an area where a number of office buildings are together on landscaped grounds, which may include parking lots, parklike surroundings, and restaurants.
(7) "Work week" means a fixed regularly recurring period of 168 hours or 7 consecutive 24-hour periods.
D.C. Code § 32-531.10b — DC Code / Title 32 / Chapter 5 / § 32-531.10b
§ 32-531.10b. Employer records.
Status: in_force

(a) Employers shall retain records documenting hours worked by employees and paid leave taken by employees for a period of 3 years or the prevailing federal standard at the time the record is created, which shall be identified in rules issued pursuant to this subchapter , whichever is greater, and shall allow the Mayor and the Office of the District of Columbia Auditor access to the records, with appropriate notice and at a mutually agreeable time, to monitor compliance with the requirements of this chapter.
(b) When an issue arises as to an employee’s entitlement to paid leave under this chapter, if the employer does not maintain or retain adequate records documenting hours worked by the employee and paid leave taken by the employee, or does not allow the Mayor or the Office of the District of Columbia Auditor reasonable access to the records, there shall be a rebuttable presumption that the employer has violated this chapter.
D.C. Code § 32-902 — DC Code / Title 32 / Chapter 9 / § 32-902
§ 32-902. Use prohibited; exceptions.
Status: in_force

(a) No employer or prospective employer shall administer, accept or use the results of any lie detector test in connection with the employment, application or consideration of an individual, or have administered, inside the District of Columbia, any lie detector test to any employee, or, in or during any hiring procedure, to any person whose employment, as contemplated at the time of administration of the test, would take place in whole or in part in the District of Columbia.
(b) The provisions of this section shall not apply to any criminal or internal disciplinary investigation, or pre-employment investigation conducted by the Metropolitan Police, the Fire Department, and the Department of Corrections; provided that any information received from a lie detector test which renders an applicant ineligible for employment shall be verified through other information and no person may be denied employment based solely on the results of a pre-employment lie detector test.
D.C. Code § 32-1412.01 — DC Code / Title 32 / Chapter 14 / § 32-1412.01
§ 32-1412.01. Youth Apprenticeship Advisory Committee.
Status: in_force

(a) There is established within the Department of Employment Services a Youth Apprenticeship Advisory Committee.  The members of the Committee shall be appointed by the Mayor in accordance with §  1-523.01(f) .
(b) The Committee shall be composed of 11 members, as follows:
  (1) Two representatives from the Apprenticeship Council;
  (2) One employer whose business has an apprenticeship program;
  (3) One representative from the University of the District of Columbia Community College;
  (4) One representative from the Office of the State Superintendent of Education;
  (5) One individual who holds a doctoral degree and specializes in labor economics with expertise in national and international apprenticeship systems;
  (6) One representative of a nonprofit organization who is involved with employee training and workforce development;
  (7) One representative from a local business organization;
  (8) One representative from a local business trade association;
  (9) One representative from a labor organization; and
  (10) One representative from the Workforce Investment Council.
(c) (1) The Mayor shall designate the chairperson of the Committee.
  (2) (A) Members of the Committee shall be appointed to serve 3-year terms, from the date of appointment.
    (B) A Committee member may be reappointed.
    (C) A person appointed to fill a vacancy occurring before the expiration of a predecessor’s term shall be appointed to serve for the remainder of that term.
    (D) A member may continue to serve after the expiration of the member’s term until a successor is appointed, subject to §  1-523.01(c) .
(d) The Committee shall:
  (1) Based on a systematic review of relevant data, evaluate the effectiveness of youth apprenticeship programs in:
    (A) The District of Columbia;
    (B) States and municipalities; and
    (C) Other countries;
  (2) Review and identify:
    (A) Ways to implement high school youth apprenticeship programs in the District of Columbia;
    (B) The means through which employers and organizations can obtain grants, tax credits, or other subsidies to support the establishment and operation of high school youth apprenticeship programs; and
    (C) The number of apprenticeship opportunities for youth that the District of Columbia needs to reach over the next 3 years; and
    (3) On or before December 1 of each year, submit a report of its findings and recommendations to the Council of the District of Columbia.
(e) For the purposes of this section, the term "Committee" means the Youth Apprenticeship Advisory Committee established by this section.
D.C. Code § 32-1051.10 — DC Code / Title 32 / Chapter 10A / § 32-1051.10
§ 32-1051.10. Hearing before administrative law judge.
Status: in_force

(a) Within 30 days after the issuance of the initial determination or administrative order, other than an administrative order issued pursuant to § 32-1051.09 , either party may file for a formal hearing before an administrative law judge.
(b) (1) An administrative law judge shall:
    (A) Except as provided in paragraph (2) of this subsection, schedule a hearing within 30 days after the date a request for the hearing was filed;
    (B) Provide notice to the parties of the time and place of the hearing; and
    (C) Upon conclusion of the hearing, issue an order based on the findings.
  (2) The administrative law judge may grant each party one discretionary continuance due to hardship or a scheduling conflict of up to 15 days, and any other request for good cause only.
(c) (1) If a respondent does not appear after having received notice of the hearing pursuant to this section, the administrative law judge shall proceed to hear proof of the complaint and render judgment accordingly.
  (2) If a complainant does not appear after having received notice of the hearing pursuant to this section, the administrative law judge shall dismiss the complaint without prejudice.
(d) (1) The parties may:
    (A) Appear at the hearing with or without counsel;
    (B) Submit evidence;
    (C) Cross-examine witnesses;
    (D) Obtain the issuance of subpoenas; and
    (E) Otherwise be heard.
  (2) Testimony taken at the hearing, or given and received by telephone, shall be under oath, and a transcript shall be made available at cost to any individual, unless the case is sealed.
  (3) The burden of proof by a preponderance of the evidence shall rest upon the complainant, but shall shift to the respondent if:
    (A) A respondent failed to keep records of a covered employee's schedule of hours and hours worked, or records of the covered employee's compensation provided to the covered employee are:
      (i) Imprecise;
      (ii) Inadequate;
      (iii) Missing;
      (iv) Fraudulently prepared or presented; or
      (v) Substantially incomplete; and
    (B) A complainant presents evidence to show, as a matter of just and reasonable inference, as determined by the judge, the hours the complainant was scheduled and amount of work done.
  (4) (A) If the burden of proof shifts to the respondent pursuant to paragraph 3 of this subsection, the respondent shall present compelling evidence:
      (i) Of an exemption from applicability of the minimum work week required by this chapter ; and
      (ii) To negate the reasonableness of the inferences drawn from the complainant's evidence.
    (B) If the respondent fails to meet the burden of proof, as required by subparagraph (A) of this paragraph, the administrative law judge shall award damages to the complainant based on the complainant's evidence and may award approximate damages as necessary.
(e) (1) Within 30 days after the conclusion of the hearing, the administrative law judge shall issue:
    (A) A decision setting forth a brief summary of the evidence considered, findings of fact, and conclusions of law; and
    (B) An order detailing the determined relief.
  (2) (A) Relief may include:
      (i) All wages the covered employer would have paid the covered employee had the covered employer complied with this chapter ;
      (ii) Compensation;
      (iii) Reasonable attorneys' fees and costs; and
      (iv) Liquidated damages.
    (B) An administrative law judge may award in liquidated damages an amount of up to treble the amount of owed wages.
  (3) The decision and order of the administrative law judge shall be a final administrative ruling.  It shall be enforceable in a court of competent jurisdiction and reviewable as provided by applicable law.
D.C. Code § 32-1331.08 — DC Code / Title 32 / Chapter 13 / § 32-1331.08
§ 32-1331.08. Provisions of law may not be waived by agreement.
Status: in_force

No provision of this subchapter may in any way be contravened or set aside by private agreement. Any agreement between an employer and employee in which the employee, despite not being an exempt person, agrees to be classified as an independent contractor shall be no defense to any action to recover unpaid wages or liquidated damages.
D.C. Code § 32-217 — DC Code / Title 32 / Chapter 2 / § 32-217
§ 32-217. Street-trades badges — Application requirements.
Status: in_force

The Board of Education shall issue a street-trades badge only upon the application of the minor desiring it, with the written consent of the parent, guardian, or custodian of such minor, and upon proof that the minor is of the age required by § 32-215 , which shall consist of the same evidence as is required for a work permit under this subchapter. A work permit issued as required by this subchapter may be accepted in lieu of any other requirements for said badge.
D.C. Code § 32-1504 — DC Code / Title 32 / Chapter 15 / § 32-1504
§ 32-1504. Exclusiveness of liability and remedy.
Status: in_force

(a) The liability of an employer prescribed in § 32-1503 shall be exclusive and in place of all liability of such employer to the employee, his legal representative, spouse or domestic partner, parents, dependents, next of kin, and anyone otherwise entitled to recover damages from such employer at law on account of such injury or death.
(b) The compensation to which an employee is entitled under this chapter shall constitute the employee’s exclusive remedy against the employer, or any collective-bargaining agent of the employer’s employees and any employee, officer, director, or agent of such employer, insurer, or collective-bargaining agent (while acting within the scope of his employment) for any illness, injury, or death arising out of and in the course of his employment; provided, that if an employer fails to secure payment of compensation as required by this chapter, an injured employee, or his legal representative in case death results from the injury, may elect to claim compensation under this chapter, or to maintain an action at law for damages on account of such injury or death. In such action the defendant may not plead as a defense that injury was caused by the negligence of a fellow servant, nor that the employee assumed the risk of his employment, nor that the injury was due to the contributory negligence of the employee.
(c) The furnishing of, or failure to furnish, insurance consultation services related to, in connection with or incidental to an applicable policy of insurance shall not subject the insurer, its agent or employees undertaking to perform such services to liability for damages from injury, death or loss occurring as a result of any act of omission in the course of such services.
(d) This section shall not apply:
  (1) If the injury, loss or death occurred during the actual performance of consultation services and was caused by the active negligence of the carrier, its agent or employees which was the proximate cause of the injury, death or loss; or
  (2) To any consultation services required to be performed under the provisions of a written service contract not incidental to an applicable policy of insurance.
D.C. Code § 32-755 — DC Code / Title 32 / Chapter 7B / § 32-755
§ 32-755. Grant agreements.
Status: in_force

Each grantee shall, as a condition for the receipt of funds from the Job Opportunity Bank, enter into a grant agreement with the Director, the form and contents of which shall be specified by the Director, which shall at least contain the following:
(1) The name, address, and telephone number of any individual grant recipient;
(2) The name, address, telephone number, and identity of the corporate officers, principal owners, and registered agent of any incorporated grantee; and
(3) Acknowledgment by the recipient of the right of the Director to:
  (A) Monitor expenditure of funds;
  (B) Require reports from recipients regarding expenditures, progress, or performance in meeting identified benchmarks, and any other financial or operational information deemed necessary by the Director,
  (C) Inspect the recipient’s records to obtain the identified information; and
  (D) Acknowledgment by the recipient that the Director may curtail or cancel payment of funds from the Job Opportunity Bank if the recipient does not comply with the requirements of this section.
D.C. Code § 32-1047 — DC Code / Title 32 / Chapter 10 / § 32-1047
§ 32-1047. Right of collective bargaining.
Status: repealed

Repealed.
D.C. Code § 32-1311 — DC Code / Title 32 / Chapter 13 / § 32-1311
§ 32-1311. Retaliation.
Status: in_force

(a) It shall be unlawful for any employer to discharge, threaten, penalize, or in any other manner discriminate or retaliate against any employee or person because that employee or person has:
  (1) Made or is believed to have made a complaint to his or her employer, the Mayor, the Attorney General for the District of Columbia, any federal or District employee, or to any other person that the employer has engaged in conduct that the employee, reasonably and in good faith, believes violates any provision of this chapter or the Living Wage Act, or any regulation promulgated pursuant to this chapter or the Living Wage Act;
  (2) Initiated or is about to initiate a proceeding under or related to this chapter;
  (3) Provided information to the Mayor, the Attorney General for the District of Columbia, or any other person regarding a violation, investigation, or proceeding under this chapter;
  (4) Testified or is about to testify in an investigation or proceeding under this chapter; or
  (5) Otherwise exercised rights protected under this chapter.
(b) An employee complaint or other communication need not make explicit reference to any section or provision of this chapter or the Living Wage Act to trigger the protections of this section. The employer, or any person acting on behalf of the employer, taking adverse action against an employee within 90 days of an employee or other person’s engagement in the activities set forth in subsection (a) of this section shall raise a presumption that such action is retaliation, which may be rebutted by clear and convincing evidence that such action was taken for other permissible reasons.
(c) An employee may bring a civil action in a court of competent jurisdiction against any employer or other person alleged to have violated the provisions of this section. The court shall have jurisdiction to restrain violations of this section regardless of an employee’s dates of employment and to order all appropriate relief, including:
  (1) Assessing a civil penalty against the employer or other person of not less $1,000 nor more than $10,000;
  (2) Enjoining the conduct;
  (3) Awarding liquidated damages of an amount equal to the civil penalty to the employee;
  (4) Awarding front pay, lost compensation, costs, and reasonable attorneys’ fees to the employee;
  (5) Reinstatement of an employee to his or her former position or an equivalent position with restoration of seniority; and
  (6) Other forms of equitable relief.
(d) An employee may file an administrative complaint against any employer or other person alleged to have violated the provisions of this section and receive a hearing by an administrative law judge by following the same procedure as for any other violation of this chapter. If an administrative law judge finds that an employer or other person has engaged in retaliation, the administrative law judge shall, by an order which shall describe with particularity the nature of the violation, assess a civil penalty against the employer or other person of not less than $1,000 nor more than $10,000. The administrative law judge shall also order all appropriate relief including:
  (1) Enjoining the conduct;
  (2) Awarding liquidated damages of an amount equal to the civil penalty to the employee;
  (3) Awarding front pay, lost compensation, costs, and reasonable attorneys” fees to the employee;
  (4) Reinstatement of an employee to his or her former position or an equivalent position with restoration of seniority; and
  (5) Other forms of equitable relief.
(e) No administrative penalty may be collected unless the Mayor has provided the person alleged to have violated any of the provisions of this section with notification of the violation, notification of the amount of the penalty to be imposed, and notification of the opportunity to request a formal hearing held pursuant to subchapter I of Chapter 5 of Title 2 [ § 2-501 et seq.] and § 32-1308.01 . If a formal hearing is requested, it shall be held within 30 days of the date of the request and the Mayor shall issue a final order within 30 days after the hearing. The order shall contain a finding that a violation has or has not occurred and the amount of damages, costs, interest, or penalties owed. If the person receiving the violation does not request a hearing, the person shall transmit to the Mayor the amount of the penalty within 15 days of receipt of notification of the violation.
(f) The court or administrative law judge in any action brought under this section shall, in addition to any judgment or administrative order awarded to the prevailing plaintiff or plaintiffs, allow costs of the action, including costs or fees of any nature, and reasonable attorney’s fees as calculated under § 32-1308(b) or § 32-1308.01(m) , as applicable, to be paid by the defendant.
D.C. Code § 32-131.04 — DC Code / Title 32 / Chapter 1A / § 32-131.04
§ 32-131.04. Certification.
Status: in_force

Recodified as § 32-531.04
D.C. Code § 32-1453.02 — DC Code / Title 32 / Chapter 14A / § 32-1453.02
§ 32-1453.02. Notice.
Status: in_force

An employer shall post a notice in its workplace notifying employees of their rights under this chapter . The notice shall be posted in a conspicuous place in at least one location where employees congregate.
D.C. Code § 32-1406 — DC Code / Title 32 / Chapter 14 / § 32-1406
§ 32-1406. Apprenticeship committees.
Status: in_force

(a) Local joint apprenticeship committees and non-joint apprenticeship committees in any trade or group of trades may be submitted to the Registration Agency for approval. Such apprenticeship committees shall be composed of an equal number of employer and employee representatives appointed by the groups or organizations they represent, or the committee may consist of the employer and not fewer than 2 representatives from the recognized bargaining agency.
(b) In a trade or group of trades in which there is no bona fide employee organization, the Registration Agency, with the advice and guidance of the Apprenticeship Council, may approve a joint trade apprenticeship committee and a non-joint apprenticeship committee (also referred to as a unilateral or group non-joint committee).
(c) Subject to the approval of the Registration Agency, and in accordance with standards established by or under authority of this subchapter, joint trade apprenticeship committees and non-joint apprenticeship committees may develop standards to govern the training of apprentices and give such aid as may be necessary to effectuate the standards.
D.C. Code § 32-1602 — DC Code / Title 32 / Chapter 16 / § 32-1602
§ 32-1602. Definitions.
Status: in_force

For the purposes of this subchapter, the term:
(1) Repealed.
(1A) “Eligible training provider” means an organization that is approved to receive funds for individual training accounts for employment and training services, in accordance with criteria and procedures established by the Workforce Investment Council.
(1B) “Individual training account” or “ITA” means the primary way individuals receive funds for training pursuant to the Federal Act.
(2) “Federal Act” or “WIA” means the federal Workforce Investment Act of 1998,  approved August 7, 1998 (112 Stat. 936; 29 U.S.C. § 2822 [repealed]), or the Workforce Innovation and Opportunity Act, approved July 22, 2014 (Pub. L. No. 113-128; 128 Stat. 1425), in accordance with § 32-1612.01 .
(3) “Self-sufficiency” means the self-sufficiency level as established annually by the Workforce Investment Council.
(4) Repealed.
(5) “WIC” means the Workforce Investment Council established by § 32-1603 .
D.C. Code § 32-703 — DC Code / Title 32 / Chapter 7 / § 32-703
§ 32-703. Enforcement by civil action.
Status: in_force

Any person or employer may bring a civil action in any court of competent jurisdiction against the appropriate domestic partner(s) to recover damages as a result of:
(1) A false statement in a declaration of domestic partnership or a false assertion of family membership; or
(2) A failure to notify the Mayor or the employer of a change in the status of the domestic partnership or family membership.
D.C. Code § 32-1011 — DC Code / Title 32 / Chapter 10 / § 32-1011
§ 32-1011. Penalties; prosecution.
Status: in_force

(a) Any person who willfully or negligently violates any of the provisions of § 32-1010 shall, upon conviction, be subject to a fine of not more than $10,000, or to imprisonment of not more than 6 months, or both.
(b) No person shall be imprisoned under this section except for an offense committed willfully or after the conviction of that person for a prior offense under this section.
(c) Prosecutions for violations of this subchapter shall be in the Superior Court of the District of Columbia and shall be conducted by the Attorney General for the District of Columbia.
(d) (1) In addition to and apart from the penalties or remedies provided for in this section or § 32-1012 , the Mayor shall assess and collect administrative penalties as follows:
    (A) For the first violation of § 32-1003 , $50 for each employee or person whose rights under this subchapter are violated for each day that the violation occurred or continued;
    (B) For any subsequent violation of § 32-1003 , $100 for each employee or person whose rights under this subchapter are violated for each day that the violation occurred or continued;
    (C) $500 for each failure to maintain payroll records or to retain payroll records for 3 years or the prevailing federal standard at the time the record is created, which shall be identified in rules issued pursuant to this chapter , whichever is greater, for each violation as required by § 32-1008(a)(1) ;
    (D) $500 for each failure to allow the Mayor to inspect payroll records or perform any other investigation pursuant to § 32-1008(a)(2) or § 32-1010(a)(4) ;
    (E) $500 for each failure to provide each employee an itemized wage statement or the written notice as required by § 32-1008(b) and (c); and
    (E-i) $500 against an employer for each failure to timely submit the quarterly wage report required pursuant to § 32-1009.01 , in its entirety, unless the employer proves that it used a third-party payroll business to process the relevant quarter's payroll for the employer.
    (F) $100 for each day that the employer fails to post notice as required under § 32-1009(a) .
  (2) The Mayor may assess more than one administrative penalty against an employer for the same adversely affected employee if the employer has violated more than one statutory provision of this subchapter, subchapter X-A of Chapter 2 of Title 2 [ § 2-220.01 et seq.], or Chapter 1A of this title [ § 32-131.01 et seq.].
(e) Repealed.
(f) The fine set forth in this section shall not be limited by § 22-3571.01 .
(g) The administrative fines and penalties collected under this section shall be deposited into the Wage Theft Prevention Fund, established by § 32-1308.01 .
D.C. Code § 32-1051.17 — DC Code / Title 32 / Chapter 10A / § 32-1051.17
§ 32-1051.17. Applicability.
Status: repealed

Repealed.
D.C. Code § 32-1542.03 — DC Code / Title 32 / Chapter 15 / § 32-1542.03
§ 32-1542.03. Anti-fraud reporting requirement.
Status: in_force

The Director of the Department of Employment Services shall file an annual anti-fraud report with the Council by March 1st, which shall contain detailed and comprehensive information about the Department’s anti-fraud activities relating to Workers’ Compensation insurance during the preceding calendar year.
D.C. Code § 32-1231.03 — DC Code / Title 32 / Chapter 12A / § 32-1231.03
§ 32-1231.03. Prohibitions.
Status: in_force

An employer shall not:
(1) Refuse to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding for an employee, unless the employer can demonstrate that the accommodation would impose an undue hardship;
(2) Take an adverse action against an employee who requests or uses a reasonable accommodation in regard to the employee's conditions or privileges of employment, including failing to reinstate the employee when the need for reasonable accommodations ceases to the employee's original job or to an equivalent position with equivalent:
  (A) Pay;
  (B) Accumulated seniority and retirement:
  (C) Benefits; and
  (D) Other applicable service credits;
(3) Deny employment opportunities to an employee, or a job applicant, if the denial is based on the need of the employer to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding;
(4) Require an employee affected by pregnancy, childbirth, related medical conditions, or breastfeeding to accept an accommodation that the employee chooses not to accept if the employee does not have a known limitation related to pregnancy, childbirth, related medical conditions, or breastfeeding or the accommodation is not necessary for the employee to perform her duties;
(5) Require an employee to take leave if a reasonable accommodation can be provided; or
(6) Take an adverse action against an employee who has been absent from work as a result of a pregnancy-related condition, including a pre-birth complication.
D.C. Code § 32-1071.06 — DC Code / Title 32 / Chapter 10B / § 32-1071.06
§ 32-1071.06. Collective bargaining agreements.
Status: in_force

Nothing in [ this chapter ] shall be interpreted to supersede the terms of a valid collective bargaining agreement.
D.C. Code § 32-1306.01 — DC Code / Title 32 / Chapter 13 / § 32-1306.01
§ 32-1306.01. Training.
Status: in_force

(a) Each business owner or operator who employs an employee who is paid in accordance with § 32-1003(f) shall attend either in-person or online, on a yearly basis, at least one training on the requirements of this chapter .
(b) Each manager who is employed by an employer that employs an employee who is paid in accordance with § 32-1003(f) shall attend either in-person or online, on a yearly basis, at least one training on the requirements of this chapter .
(c) Each employer that employs an employee who is paid in accordance with § 32-1003(f) shall offer, at least once annually, its employees the opportunity to attend in person or to complete online at least one training on the requirements of this chapter .
(d) No later than December 31 of each year, each employer subject to the requirements of this section shall provide a certification to the Department of Employment Services that all requirements of this section have been fulfilled.
D.C. Code § 32-131.15 — DC Code / Title 32 / Chapter 1A / § 32-131.15
§ 32-131.15. Report by the District of Columbia Auditor.
Status: in_force

Recodified as § 32-531.15
D.C. Code § 32-1201 — DC Code / Title 32 / Chapter 12 / § 32-1201
§ 32-1201. Definitions.
Status: in_force

Recodified as § 32-521.01
D.C. Code § 32-1051.03 — DC Code / Title 32 / Chapter 10A / § 32-1051.03
§ 32-1051.03. Prohibited acts.
Status: in_force

It shall be a violation of this chapter for a covered employer to:
(1) Fail to provide a minimum work week as required by this chapter or a regulation issue pursuant to this chapter ;
(2) Discharge, threaten, penalize, or in any other manner discriminate or retaliate against a covered employee because the covered employee has:
  (A) Made, or is believed to have made, a complaint to the covered employer, the Mayor, the Attorney General for the District of Columbia, a federal employee, or District government employee that the covered employer has engaged in conduct that the covered employee, reasonably and in good faith, believes violates this chapter or a regulation issued pursuant to this chapter ;
  (B) Instituted, or will institute, a proceeding alleging a violation of this chapter ;
  (C) Provided information related to a possible violation of this chapter to the Mayor, the Attorney General for the District of Columbia, or a federal or District government employee;
  (D) Testified, or will testify, in an investigation or proceeding being conducted pursuant to this chapter ; or
  (E) Exercised any other right protected by this chapter ; or
(3) Hinder the Mayor in the enforcement of this chapter , including by failing to:
  (A) Admit the Mayor to a covered location;
  (B) Make available any record required to be made or retained by this chapter ; or
  (C) Post a summary or copy of this chapter and of any applicable regulation, as required by § 32-1051.04 .
D.C. Code § 32-111.01 — DC Code / Title 32 / Chapter 1 / § 32-111.01
§ 32-111.01. Definitions.
Status: in_force

*NOTE: This section will expire on June 30, 2023.*
(a) For the purposes of this subchapter , the term:
  (1) "Change in controlling interest or identity of an employer" includes any combination of the following events that causes either a change in the entity or entities holding a controlling interest in an employer, or a change in the identity of an employer, after February 29, 2020; provided, that the business operations conducted by the new employer consist of the same or similar operations as those conducted by the employer existing on or before February 29, 2020:
    (A) Any sale, assignment, transfer, contribution, or other disposition of a controlling interest in an employer by consolidation, merger, or reorganization of the employer, or of any entity or entities that maintains any ownership interest in the employer; or
    (B) Any purchase, sale, lease, reorganization or restructuring, or relocation of the operation of an employer.
  (2) "Contractor" means an individual or company, other than an employer, that employs 25 or more individuals and who has hired individuals to work as:
    (A) Food service workers in a hotel, restaurant, cafeteria, apartment building, hospital, nursing care facility, or similar establishment;
    (B) Persons to perform janitorial or building maintenance services in an office building, institution, or similar establishment;
    (C) Nonprofessional employees to perform health care or related services in a hospital, nursing care facility, or similar establishment; or
    (D) Persons to perform security services in an office building, institution, or similar establishment; provided that special police officers who are armed, and employees hired to perform security services for District of Columbia Public Schools or a public charter school shall not be included.
  (3) "Covered establishment" means any of the following businesses in the District, a:
    (A) Hotel;
    (B) Restaurant, as defined in § 25-101(43) , and any other establishment licensed by the District in the business of preparing or serving food to the public;
    (C) Tavern, as defined in § 25-101(52) ;
    (D) Brew pub, as defined in § 25-101(12)
    (E) Nightclub, as defined in § 25-101(33) ;
    (F) Club, as defined in § 25-101(15) ;
    (G) Event or entertainment establishment or venue at which live performing arts, sporting events, or other entertainment events are held; or
    (H) Business engaged in the sale of goods to consumers, but not including wholesalers.
  (4) (A) "Eligible employee" means an individual who was employed to work at a covered establishment or for a contractor, and who ceased working at the covered establishment or for the contractor for reasons other than voluntary resignation or termination for cause, and
      (i) If the individual was a hotel worker, the individual's last date of employment for the employer was between December 1, 2019, and the last day of the public health emergency declared by Mayor's Order in response to the COVID-19 pandemic; or
      (ii) If the individual was not a hotel worker, the individual's last date of employment for the contractor or employer was between March 1, 2020, and the last day of the public health emergency declared by Mayor's Order in response to the COVID-19 pandemic.
    (B) The term "eligible employee" does not include an individual:
      (i) Employed in an executive, administrative, or professional capacity as defined by the Secretary of Labor under section 13(a)(1) of the Fair Labor Standards Act of 1938, approved June 25, 1938 (52 Stat. 1067; 29 U.S.C. § 213(a)(1));
      (ii) Who received severance from the individual's employer or contractor when the individual's employment ceased and whose employer or contractor has written, verifiable proof of the severance; or
      (iii) Whose employer or contractor could have terminated the individual for demonstrable just cause when the individual previously worked for the employer or contractor.
  (5) "Employer" means any entity, including a for-profit or nonprofit firm, partnership, proprietorship, sole proprietorship, limited liability company, association, corporation, or any receiver or trustee of an entity, including the legal representative of a deceased individual or receiver or trustee of an individual, who directly or indirectly or through an agent or any other person, including through the services of a temporary services or staffing agency or similar entity:
    (A) Employs or exercises control over the wages, hours, or working conditions of an employee at a covered establishment;
    (B) Is not a contractor;
    (C) If the entity operates a hotel, the entity employed 50 or more individuals at a hotel on December 1, 2019; and
    (D) If the entity does not operate a hotel, the entity employed 50 or more individuals at a covered establishment other than a hotel on March 1, 2020.
  (6) "Hotel" means a hotel, motel, or similar establishment in the District, which provides lodging to transient guests.
  (7) "Hotel worker" means an individual who is employed by an employer to work at a hotel.
  (8) "New employer" means an employer created as a consequence of a change in controlling interest or identity of an employer.
  (9) "Retained employee" means any individual, except individuals employed in an executive, administrative, or professional capacity as defined by the Secretary of Labor under section 13(a)(1) of the Fair Labor Standards Act of 1938, approved June 25, 1938 (52 Stat. 1067; 29 U.S.C. § 213(a)(1)), who was working for an employer at a covered establishment when a change in controlling interest or identity of an employer occurred or when an employer was required to give notice of a change in controlling interest or the identity of the employer pursuant to § 32-111.03(c)(4) .
D.C. Code § 32-1607 — DC Code / Title 32 / Chapter 16 / § 32-1607
§ 32-1607. Training services criteria and performance accountability.
Status: in_force

(a) (1) (A) Except as provided in subsection (e) of this section, training services funded under section 133 of the Federal Act shall be provided through the use of individual training accounts. ITA funds may only be used to pay for employment and training services that are provided by organizations that have been approved as eligible training providers by WIC, according to criteria and procedures developed by WIC.
    (B) The criteria and procedures required by subparagraph (A) of this paragraph shall be submitted to the Council for a 10-day period of review, excluding days of Council recess. If the Council does not approve or disapprove the procedures and criteria, by resolution, within the 10-day period of review, the procedures and criteria shall be deemed approved.
  (2) The criteria and procedures shall require organizations seeking to become eligible training providers to certify that none of its officers or employees has, in the past 5 years, been convicted of a felony or a misdemeanor, the underlying basis of which involved workplace safety and health or labor standards.
  (3) The criteria and procedures shall require organizations seeking to become eligible training providers to certify as to all violations issued by the U.S. Department of Labor and DOES within the past 5 years, and all judgements and settlements, the underlying basis of which involved workplace safety and health or labor standards.
  (4) (A) The criteria and procedures required by this subsection shall include a list of demand occupations in the District for which training may be provided.
    (B) The criteria and procedures shall require eligible training providers to meet minimum performance requirements with respect to:
      (i) Placement in employment;
      (ii) Employment retention;
      (iii) Average wages; and
      (iv) Other requirements established by WIC.
    (C) Eligible training providers shall submit the required data to WIC to enable WIC to determine performance.
(b) All participants who meet the requirements of an employee pursuant to the Fair Labor Standards Act of 1938, approved June 25, 1938 (52 Stat. 1060; 29 U.S.C. § 201), in the on-the-job training program shall be compensated at no less than the minimum wage required by § 32-1003 .
(c) Repealed.
(d) Repealed.
(e) (1) Training services funded under section 133 of the Federal Act may be provided pursuant to a contract in lieu of an individual training account to the extent that such contracts are permitted under the Federal Act and District law.
  (2) No funds may be provided under this section except according to criteria and procedures developed by the Workforce Investment Council.
(f) (1) All training services funded under section 133 of the Federal Act shall be provided in a manner that maximizes consumer choice.
  (2) The WIC shall publish annual report cards for each eligible training provider that includes performance data and cost information in a manner that helps enhance customer choice in selecting training services.
D.C. Code § 32-531.10 — DC Code / Title 32 / Chapter 5 / § 32-531.10
§ 32-531.10. Administration.
Status: in_force

This subchapter shall be administered by the Department of Employment Services.
D.C. Code § 32-111.04 — DC Code / Title 32 / Chapter 1 / § 32-111.04
§ 32-111.04. Retaliation prohibited.
Status: in_force

*NOTE: This section will expire on June 30, 2024.*
(a) No contractor or employer may terminate, refuse to reinstate or employ, or otherwise take an adverse action against any eligible employee or retained employee because the eligible employee or retained employee asserted rights under or participated in proceedings related to this subchapter , or because the eligible employee or retained employee opposed any practice the individual reasonably believes, in good faith, to be proscribed by this subchapter .
(b) If it is established that an employee engaged in conduct protected by subsection (a) of this section, and the contractor or employer thereafter terminated, refused to reinstate or employ, or otherwise took adverse action against such person within 60 days after such protected activity, then a rebuttable presumption shall arise that the contractor or employer's action was taken in violation of subsection (a) of this section. In such a case, the contractor or employer may rebut the presumption by producing credible evidence that the sole reason for the adverse action was a legitimate business reason.  The contractor or employer's asserted business reason may be rebutted by a showing of pretext.
D.C. Code § 32-606 — DC Code / Title 32 / Chapter 6 / § 32-606
§ 32-606. Application.
Status: in_force

Nothing in this chapter shall be construed to limit any of the rights or remedies provided under 42 U.S.C. § 2000e   et seq., 29 U.S.C. § 206(d)  , Chapter 14 of Title 2 , or any other provisions of law relating to discrimination on the basis of race, color, religion, sex, or national origin.
D.C. Code § 32-541.02 — DC Code / Title 32 / Chapter 5 / § 32-541.02
§ 32-541.02. Establishment of a paid-leave program; rules.
Status: in_force

(a) The Mayor shall establish a paid-leave program to administer the paid-leave benefits provided for in this subchapter .
(b) (1) Within 180 days after April 7, 2017, the Mayor, pursuant to subchapter I of Chapter 5 of Title 2 , shall issue rules to implement the provisions of this subchapter .
  (2) The proposed rules shall be submitted to the Council for a 45-day period of review, excluding Saturdays, Sundays, holidays, and days of Council recess.  If the Council does not approve or disapprove the proposed rules, in whole or in part, by resolution within the 45-day period, the proposed rules shall be deemed approved.
(c) Within 30 days after October 1, 2021, or after any expansion of benefits or change to the employer contribution rate pursuant to § 32-541.04a(c) , the Mayor, pursuant to subchapter I of Chapter 5 of Title 2 , shall issue rules, which may include the issuance of emergency rules, to implement the provisions of this subchapter .
D.C. Code § 32-531.04 — DC Code / Title 32 / Chapter 5 / § 32-531.04
§ 32-531.04. Certification.
Status: in_force

(a) (1) An employer may require that paid leave under § 32-131.02 (b) for 3 or more consecutive days be supported by reasonable certification.
  (2) Reasonable certification may include:
    (A) A signed document from a health care provider, as defined in § 32-501 (5), affirming the illness of the employee;
    (B) A police report indicating that the employee was a victim of stalking, domestic violence, or sexual abuse;
    (C) A court order; or
    (D) A signed statement from a victim and witness advocate, or domestic violence counselor, as defined in § 14-310 (a)(2), affirming that the employee is involved in legal action related to stalking, domestic violence, or sexual abuse.
  (3) If certification is required by an employer, the employee shall provide a copy of the certification to the employer upon the employee’s return to work.
(b) (1) This subchapter shall not require a health care professional to disclose information in violation of section 1177 of the Social Security Act, approved August 21, 1996 (110 Stat. 2029; 42 U.S.C. § 1320d-6), or the regulations promulgated pursuant to section 264(c) of the Health Insurance Portability and Accountability Act of 1996, approved August 21, 1996 (110 Stat. 2033; 42 U.S.C. § 1320d-2, note).
  (2) All information provided to the employer under § 32-131.02 shall not be disclosed by the employer, except to the extent that the disclosure is:
    (A) Requested or consented to by the employee;
    (B) Ordered by a court or administrative agency; or
    (C) Otherwise required by applicable federal or local law.
D.C. Code § 32-605 — DC Code / Title 32 / Chapter 6 / § 32-605
§ 32-605. Cooperation with consultant.
Status: in_force

(a) Each agency of government shall cooperate with the consultant selected pursuant to § 32-603(2) in the conduct of the study under this chapter. Each agency shall provide any data, reports, or other information, in a timely manner, that the consultant may request in the course of the study. All information shall be kept confidential by the consultant until the final report is issued.
(b) The Office of Personnel shall provide, in a timely manner, the Commission with any information that the Commission considers necessary in order to carry out its responsibilities under this chapter. All information shall be kept confidential until the final report is issued pursuant to § 32-607 .
(c) Nothing in this section authorizes the disclosure of any information if, or to the extent that, the disclosure would otherwise be prohibited by law.
(d) The Mayor shall provide administrative support, space, and other resources needed by the Commission.
D.C. Code § 32-1506 — DC Code / Title 32 / Chapter 15 / § 32-1506
§ 32-1506. Supplemental allowance.
Status: in_force

(a) When the average weekly wage has changed as provided for in § 32-1505 , any person who has a total and permanent disability or any surviving spouse or domestic partner who is receiving payments for income benefits under this chapter in amounts per week less than the new maximum for total disability or death shall receive weekly from the carrier, without application, an additional supplemental allowance calculated by the Mayor in accordance with the provisions of subsections (b) and (c) of this section; provided, that such allowance shall not commence to accrue and be payable until the average weekly wage exceeds $396.78. The Mayor shall notify the carrier of the amount of such additional supplemental allowance.
(b) In any case where a person with a total disability, or surviving spouse or domestic partner is receiving the maximum weekly income benefit applicable at the time such award was made under this chapter, the supplemental allowance shall be an amount which, when added to such award, will equal the new maximum weekly benefit.
(c) In any case where a person with a total disability, or a surviving spouse or domestic partner is receiving less than the maximum weekly income benefit rate applicable at the time such award was made under this chapter, the supplemental allowance shall be an amount equal to the difference between the amount the claimant is presently receiving and a percentage of the new maximum determined by multiplying it by a fraction, the numerator of which is his present award and the denominator of which is the maximum weekly rate applicable at the time such award was made.
(d) No supplemental allowance referred to in subsections (b) and (c) of this section shall exceed 5% of the maximum weekly benefit received the preceding benefit year.
D.C. Code § 32-161 — DC Code / Title 32 / Chapter 1C / § 32-161
§ 32-161. District of Columbia labor law universal notice requirements.
Status: in_force

(a) (1) Within 120 days after October 1, 2020, the Mayor shall create and maintain an Internet website that states the rights and benefits to which an individual is entitled under the following District of Columbia labor and anti-discrimination laws:
    (A) Living Wage Act of 2006 [ subchapter X-A of Chapter 2 of Title 2 ];
    (B) Human Rights Act of 1977 [ Unit A of Chapter 14 of Title 2 ];
    (C) District of Columbia Family and Medical Leave Act of 1990 [ subchapter I of Chapter 5 of this title ];
    (D) Parental Leave Act of 1994 [ subchapter II of Chapter 5 of this title ];
    (E) Accrued Sick and Safe Leave Act of 2008 [ subchapter III of Chapter 5 of this title ];
    (F) Repealed.
    (G) Minimum Wage Act Revision Act of 1992 [ subchapter I of Chapter 10 of this title ];
    (H) Building Service Employees Minimum Work Week Act of 2016 [ Chapter 10A of this title ];
    (I) Protecting Pregnant Workers Fairness Act of 2014 [ Chapter 12A of this title ];
    (J) An Act To provide for the payment and collection of wages in the District of Columbia [ Chapter 13 of this title ]; and
    (K) District of Columbia Workers' Compensation Act of 1979 [ Chapter 15 of this title ].
  (2) The Internet website also shall:
    (A) Contain information on how to utilize the reporting system established pursuant to § 32-162(b) .
    (B) Contain other information on how an individual may submit a labor-related or anti-discrimination complaint to the Mayor; and
    (C) List resources, including contact information for legal services or community-based organizations as approved by the Mayor, that an individual may consult if the individual believes his or her rights under one or more of the labor and anti-discrimination laws listed in paragraph (1) of this subsection have been violated.
  (3) The Internet website shall be:
    (A) Capable of being accessed and viewed via computers including mobile devices such as smartphones;
    (B) User-friendly; and
    (C) Printer-friendly.
(b) (1) Within 120 days after October 1, 2020, the Mayor shall provide to all private employers a clear and concise poster, or make available an electronic version of the poster that can be printed and copied, that states:
    (A) The address of the Internet website established pursuant to subsection (a) of this section and a telephone number or numbers for the offices within the Department of Employment Services and the Office of the Attorney General where an employee may file a complaint or obtain additional information about the employee's rights under the laws referenced in subsection (a)(1) of this section;
    (B) The following text formatted in a large font and for maximum readability, including the use of bullet points to call out each specified right on a separate line:
    EMPLOYEE RIGHTS IN THE DISTRICT OF COLUMBIA: Do you know your rights as an employee working in Washington, D.C.? Employees have the right:
    • To be paid at least the minimum wage;
    • To be paid on time;
    • To receive a detailed pay stub;
    • To accrue and use paid sick and safe leave;
    • To request time off to attend a child's school-related activities;
    • To qualify for unpaid family and medical leave;
    • To be compensated for work-related illness or injury;
    • To remain free from discrimination;
    • To be accommodated in the workplace during pregnancy;
    • To remain free from employer retaliation for discussing or exercising any of these rights; and
    • To file a complaint for violation of workplace rights with the Department of "Employment Services (DOES) or the Office of Human Rights (OHR),
    • To learn about these and other workplace rights, visit the website below. This notice does not create, expand, or limit rights under District or federal law.
    (C) Repealed.
    (C-1) The amount of sick and safe leave that a worker may accrue annually;
    (D) Current hourly minimum wage; and
    (E) Current hourly tipped minimum wage.
  (2) Below the text required pursuant to paragraph (1)(B) of this subsection, the poster also shall contain an electronic or digital link (such as a QR code) that provides access to the Internet website maintained pursuant to subsection (a) of this section. The electronic or digital link shall:
    (A) State "Scan here for more information regarding your employment and labor rights";
    (B) Not collect, analyze, or sell any personally identifiable information; and
    (C) Be of sufficient size to be scanned or read easily and effectively by a digital device.
  (3) An employer shall post the poster in a conspicuous place accessible to all employees in or about the premises of the employer. If there are one or more breakrooms or time clocks on the premises, an employer shall post the poster at each such location.
  (4) If any of the laws listed in subsection (a)(1) of this section is amended and the amendment results in information on the poster changing, the Mayor shall provide to all private employers an updated poster or make available an electronic version of the updated poster that can be printed and copied.
(c) (1) In addition to meeting the requirements set forth in subsection (b) of this section, an employer shall print copies of the information posted on the Internet website maintained pursuant to subsection (a) of this section and compile it into a single source, such as a binder. A copy of the compiled information shall be placed at every location that a poster, as required by subsection (b) of this section, is posted.
  (2) An employer shall be responsible for ensuring at least monthly that the information required to be printed and made available pursuant to paragraph (1) of this subsection is up to date and identical to the information provided on the Internet website maintained pursuant to subsection (a) of this section.
(d) An employer that complies with its obligations as set forth in subsections (b) and (c) of this section shall not be not be required to comply with the posting requirements set forth in the following laws:
  (1) § 2-220.06 ;
  (2) § 2-1402.51 ;
  (3) § 32-511 ;
  (4) § 32-521.06 ;
  (5) § 32-531.09 ;
  (6) § 32-541.06(i) ;
  (7) § 32-1009 ;
  (8) § 32-1051.04 .
  (9) § 32-1231.04 ; and
  (10) § 32-1536 .
(e) Subsection (d) of this section shall not be construed to mean that the requirements of this section are optional.
(f) The Internet website required to be maintained pursuant to subsection (a) of this section, the poster required to be provided and posted pursuant to subsection (b) of this section, and the printed information required to be made available pursuant to subsection (c) of this section shall comply with the Language Access Act of 2004 [ subchapter II of Chapter 19 of Title 2 ].
(g) The Mayor shall assess a $100 fine for each day that an employer fails to meet the requirements of this section.
D.C. Code § 32-551.02 — DC Code / Title 32 / Chapter 5 / § 32-551.02
§ 32-551.02. Universal Paid Leave Administration Fund.
Status: in_force

(a) There is established as a special fund the Universal Paid Leave Administration Fund ("Fund"), which shall be administered by the Department of Employment Services ("DOES") in accordance with subsections (c), (d), (e), and (f) of this section.
(b) Pursuant to § 32-551.01(b)(2) , amounts appropriated from the Universal Paid Leave Fund annually for the purposes described in subsection (c) of this section shall be deposited in the Fund.
(c) Money in the Fund shall be used for the following purposes:
  (1) Administration of subchapter IV of this chapter by DOES, including public education pursuant to §§ 32-541.04a(d) and [32-541.06(j)] ; provided, that no more than 6% of the money appropriated annually for administration may be used for public education;
  (2) Enforcement of §§ 32-541.08(e) and 32-541.10(a) and (b) by the Office of Human Rights, which may include education and outreach on individuals' rights under subchapter IV of this chapter ; and
  (3) Hearing of appeals of claim determinations by the Office of Administrative Hearings, pursuant to § 32-541.08(a) , (b) , and (c) .
(d) (1) Beginning no later than October 1, 2020, and by October 1 annually thereafter, DOES shall execute a Memorandum of Understanding with the Office of Human Rights for the intradistrict transfer of funds appropriated, pursuant to subsection (c)(2) of this section, for enforcement; provided, that DOES shall transfer funds appropriated for enforcement to the Office of Human Rights no later than October 2 of any year even if the agencies fail to execute a Memorandum of Understanding by October 1 of that year.
  (2) Notwithstanding any other provision of this section, up to 5 employees hired and employed with funds transferred pursuant to paragraph (1) of this subsection may perform work on matters other than enforcement pursuant to subchapter IV of this chapter ; provided, that they prioritize enforcement.
(e) (1) Beginning no later than October 1, 2020 and by October 1 annually thereafter, DOES shall execute a Memorandum of Understanding with the Office of Administrative Hearings for the intradistrict transfer of funds appropriated, pursuant to subsection (c)(3) of this section, for hearing of appeals of claim determinations; provided, that DOES shall transfer funds appropriated for hearing of appeals of claim determinations to the Office of Administrative Hearings no later than October 2 of any year even if the agencies fail to execute a Memorandum of Understanding by October 1 of that year.
  (2) Notwithstanding any other provision of this section, the Office of Administrative Hearings may use funds transferred pursuant to paragraph (1) of this subsection for matters other than the hearing of appeals of claims determinations pursuant to subchapter IV of this chapter ; provided, that it prioritizes the use of such funds for the hearing of appeals of claims determinations.
(f) Money deposited into the Fund but not expended in a fiscal year shall revert to the Universal Paid Leave Fund, established pursuant to § 32-551.01 .
D.C. Code § 32-811 — DC Code / Title 32 / Chapter 8 / § 32-811
§ 32-811. Annual report to Mayor.
Status: in_force

The Board shall annually, on or before the 1st day of July, file with the Mayor of the District of Columbia a report covering its activities under this subchapter.
D.C. Code § 32-1231.01 — DC Code / Title 32 / Chapter 12A / § 32-1231.01
§ 32-1231.01. Definitions.
Status: in_force

For the purposes of this chapter, the term:
(1) "OHR" means the Office of Human Rights.
(2) “Reasonable accommodation” means an accommodation that does not cause undue hardship in the operation of the employer's business that an employer can make for an employee whose ability to perform the functions of the employee's job are affected by pregnancy, childbirth, a related medical condition, or breastfeeding, including:
  (A) More frequent or longer breaks;
  (B) Time off to recover from childbirth;
  (C) The acquisition or modification of equipment or seating;
  (D) The temporary transfer to a less strenuous or hazardous position or other job restructuring such as providing light duty or a modified work schedule;
  (E) Having the employee refrain from heavy lifting;
  (F) Relocating the employee's work area;
  (G) Providing private non-bathroom space for expressing breast milk; or
  (H) Time off due to pre-birth complications.
(3) “Undue hardship” means any action that requires significant difficulty in the operation of the employer's business or significant expense on the behalf of the employer when considered in relation to factors such as the size of the business, its financial resources, and the nature and structure of its operation.
D.C. Code § 32-1035 — DC Code / Title 32 / Chapter 10 / § 32-1035
§ 32-1035. Powers and duties of Mayor; investigations; statements from employers.
Status: repealed

Repealed.
D.C. Code § 32-1041 — DC Code / Title 32 / Chapter 10 / § 32-1041
§ 32-1041. Records of employers; availability for inspection; statements to employees.
Status: repealed

Repealed.
D.C. Code § 32-732 — DC Code / Title 32 / Chapter 7A / § 32-732
§ 32-732. Continuation of coverage.
Status: in_force

(a) An employee has the right to continue coverage under the employer’s health benefits plan for a period of 3 months, or for the period of time during which the employee is eligible for premium assistance under the American Recovery and Reinvestment Act of 2009, approved February 17, 2009 (123 Stat. 115; 26 U.S.C. § 1, note), unless the employee:
  (1) Was terminated for gross misconduct;
  (2) Is eligible for an extension of coverage required under the Consolidated Omnibus Budget Reconciliation Act of 1985, approved April 7, 1986 (100 Stat. 82; codified in scattered sections of the U.S. Code); or
  (3) Fails to complete timely election and payment as provided in subsection (h) of this section.
(b) An employee’s covered dependents shall have the same right to continue coverage under the employer’s health benefits plan as described in subsection (a) of this section if the dependents would otherwise lose coverage under the health benefits plan.
(c) The right to continue coverage includes any dependent coverage under the terms of the existing health benefits plan.
(d) Within 15 days after the date of application, the employer shall forward to the health insurer the names of individuals who apply for an extension of benefits under this chapter.
(e) Each health benefits plan issued by a health insurer to an employer shall contain a provision requiring that the employer furnish employees whose coverage is terminated a written notification of the existence of the right to continue coverage under this chapter. The notification shall be furnished not later than 15 days after the date that coverage under the health benefits plan would otherwise terminate. Failure by an employer to furnish the notification shall not extend the right to continue coverage beyond the time provided for under this chapter.
(f) The evidence of coverage or certificate of coverage furnished to employees by a health insurer shall include a statement advising the employee of his or her right to continue coverage as provided for under this chapter.
(g) The covered individual’s cost for continued coverage shall not exceed 102% of the group rate.
(h) An individual who elects to continue coverage under this chapter shall tender to the employer the amount required to continue coverage no later than 45 days after the date coverage would otherwise terminate.
(i) Coverage under this chapter shall continue without interruption and shall not terminate unless:
  (1) The covered individual establishes residence outside of the health insurer’s service area;
  (2) The covered individual fails to make timely payment of the required cost of coverage;
  (3) The covered individual violates a material condition of the contract;
  (4) The covered individual becomes covered under another group health benefits plan that does not contain any exclusion or limitation with respect to any pre-existing condition that affects the covered individual;
  (5) The covered individual becomes entitled to Medicare; or
  (6) The employer no longer offers group health benefits coverage to any employee.
(j) If the employer replaces coverage with similar coverage under another health benefits plan, without interruption, the covered individual shall have the right to continue coverage under the replacement health benefits plan for the balance of the covered individual’s continuation of benefit period; provided, that the covered individual is otherwise eligible for continuation of coverage.
(k) At the end of the continued benefit period as provided in this chapter, the covered individual shall remain eligible for a converted policy if the benefit is provided in the employer’s health benefits plan.
D.C. Code § 32-221 — DC Code / Title 32 / Chapter 2 / § 32-221
§ 32-221. Loitering around business establishments prohibited during school hours; penalty.
Status: in_force

No owner or employee of a business establishment shall permit a minor under the age of 16, having reasonable grounds to believe that such minor is a truant or unlawfully absent from school, to loiter on the premises of such business establishment during those hours when school is in session. Any person violating the provisions of this section may be fined not less than $25 nor more than $300, or may be imprisoned for not less than 10 days or longer than 30 days.
D.C. Code § 32-515 — DC Code / Title 32 / Chapter 5 / § 32-515
§ 32-515. Family and Medical Leave Commission established.
Status: repealed

Expired.
D.C. Code § 32-1331.10 — DC Code / Title 32 / Chapter 13 / § 32-1331.10
§ 32-1331.10. Retaliation prohibited.
Status: in_force

(a) An employer may not discriminate in any manner or take adverse action against any person because the person:
  (1) Makes an oral or written complaint with the employer or the Mayor alleging that the employer violated any provision of this subchapter or any rule issue pursuant to this subchapter;
  (2) Brings an action or initiates a proceeding involving a violation of this subchapter;
  (3) Testifies in an action authorized under this subchapter or a proceeding involving a violation of the provisions of this subchapter or any rule issued pursuant to this subchapter; or
  (4) Assists in an investigation by providing information to a litigant in a civil action, the Mayor, or another agency in proceedings as provided by [this] subchapter.
(b) (1) A person who believes that an employer has discriminated in any manner or taken adverse action against the person in violation of this subchapter may submit to the Mayor a written complaint, signed by the complainant, that alleges the discrimination.
  (2) Upon receipt of a complaint, the Mayor shall conduct an investigation.
D.C. Code § 32-531.09 — DC Code / Title 32 / Chapter 5 / § 32-531.09
§ 32-531.09. Posting requirement.
Status: in_force

(a) The Mayor shall prescribe, and the Mayor shall provide to employers, and an employer shall post and maintain in a conspicuous place, a notice that sets forth excerpts from or summaries of the pertinent provisions of this subchapter and information that pertains to the filing of a complaint under this subchapter. The notice shall be published in all languages spoken by 3% of or 500 individuals in the District of Columbia population, whichever is less.
(b) (1) An employer who violates this section shall be assessed a civil penalty not to exceed $100 for each day that the employer fails to post the notice; provided, that the total penalty shall not exceed $500 unless the ongoing violation is willful.
  (2) No liability for failure to post notice will arise under this section if the Mayor has failed to provide to the business the notice required by this section.
(c) An employer shall post the notice in English and all languages spoken by employees with Limited or no-English Proficiency, as defined in § 2-1931 (5).
(d) Employers shall be furnished copies or summaries of this subchapter prepared by the Mayor on request.
D.C. Code § 32-931 — DC Code / Title 32 / Chapter 9A / § 32-931
§ 32-931. Restriction on pre-employment marijuana testing.
Status: in_force

(a) An employer may only test a prospective employee for marijuana use after a conditional offer of employment has been extended, unless otherwise required by law.
(b) Nothing in this chapter shall be construed to:
  (1) Affect employee compliance with employer workplace drug policies;
  (2) Require an employer to permit or accommodate the use, consumption, possession, transfer, display, transportation, sale, or growing of marijuana in the workplace or at any time during employment;
  (3) Interfere with federal employment contracts; or
  (4) Prevent the employer from denying a position based on a positive test for marijuana.
(c) For the purposes of this section, the term:
  (1) “Employer” shall have the same meaning as provided in § 32-1101(6) .
  (2) “Prospective employee” means any individual applying for employment with an employer.
D.C. Code § 32-1303 — DC Code / Title 32 / Chapter 13 / § 32-1303
§ 32-1303. Payment of wages upon discharge or resignation of employee and upon suspension of work; employer’s liability for failure to make such payment.
Status: in_force

Unless otherwise specified in a collective agreement between an employer and a bona fide union representing his employees:
(1) Whenever an employer discharges an employee, the employer shall pay the employee’s wages earned not later than the working day following such discharge; provided, however, that in the instance of an employee who is responsible for monies belonging to the employer, the employer shall be allowed a period of 4 days from the date of discharge or resignation for the determination of the accuracy of the employee’s accounts, at the end of which time all wages earned by the employee shall be paid.
(2) Whenever an employee (not having a written contract of employment for a period in excess of 30 days) quits or resigns, the employer shall pay the employee’s wages due upon the next regular payday or within 7 days from the date of quitting or resigning, whichever is earlier.
(3) When work of an employee is suspended as a result of a labor dispute, the employer shall pay to such employee not later than the next regular payday, designated under § 32-1302 , wages earned at the time of suspension.
(4) If an employer fails to pay an employee wages earned as required under paragraphs (1), (2), and (3) of this section, such employer shall pay, or be additionally liable to, the employee, as liquidated damages, 10 per centum of the unpaid wages for each working day during which such failure shall continue after the day upon which payment is hereunder required, or an amount equal to treble the unpaid wages, whichever is smaller.
(5) A subcontractor, including any intermediate subcontractor, and the general contractor shall be jointly and severally liable to the subcontractor's employees for the subcontractor's violations of this chapter , the Living Wage Act , and the Sick and Safe Leave Act . Except as otherwise provided in a contract between the subcontractor and the general contractor, the subcontractor shall indemnify the general contractor for any wages, damages, interest, penalties, or attorneys' fees owed as a result of the subcontractor's violations of this chapter , the Living Wage Act , and the Sick and Safe Leave Act , unless those violations were due to the lack of prompt payment in accordance with the terms of the contract between the general contractor and the subcontractor.
(6) When a temporary staffing firm employs an employee who performs work on behalf of or to the benefit of another employer pursuant to a temporary staffing arrangement or contract for services, both the temporary staffing firm and the employer shall be jointly and severally liable for violations of this chapter, the Living Wage Act, and the Sick and Safe Leave Act to the employee and to the District. The District, the employee, or the employee’s representative shall notify the temporary staffing firm and employer of the alleged violations at least 30 days before filing a claim for these violations. Except as otherwise provided in a contract between the temporary staffing firm and its client, the temporary staffing firm shall indemnify its client for any wages, damages, interest, penalties, or attorneys' fees owed as a result of the temporary staffing firm's violations of this chapter, the Living Wage Act, and the Sick and Safe Leave Act.
D.C. Code § 32-247 — DC Code / Title 32 / Chapter 2 / § 32-247
§ 32-247. Industry advisory committees.
Status: in_force

(a) (1) The Director shall establish industry advisory committees to advise DCIA on occupational skills training offerings with the goal of aligning DCIA's trainings with industry hiring needs.
  (2) There shall be one committee per industry sector in which DCIA offers occupational skills training pursuant to § 32-246(a)(1) .
  (3) Each committee shall consist of representatives of at least 2 employers from the relevant industry sector, whom the Director shall appoint.
  (4) (A) The Director shall make initial appointments to the committees within 30 days of December 20, 2020.
    (B) Committee members shall disclose all existing and potential conflicts of interest to the Director. No committee member may, in any manner, directly or indirectly, participate in a deliberation upon, or the determination of, any question affecting the financial interest of any corporation, partnership, or association in which the member or a member of the member's family is directly or indirectly interested. Committee members shall disclose the nature of any financial or personal relationships with any training providers by completing a conflict of interest form.
(b) No later than December 15, 2020, and annually thereafter in advance of the start of a new fiscal year, each Committee shall submit written recommendations to DCIA, which shall contain the following:
  (1) Recommendations of 2 to 4 specific occupational skills trainings DCIA should offer;
  (2) The number of District residents DCIA should train in the occupations identified pursuant to paragraph (1) of this subsection;
  (3) Occupational skills required to obtain employment in the occupations identified pursuant to paragraph (1) of this subsection;
  (4) A description of tools, equipment, and services necessary to conduct trainings to acquire the skills identified in paragraph (3) of this subsection;
  (5) Industry-recognized credentials required for obtaining employment in the occupations identified pursuant to paragraph (1) of this subsection, when appropriate; and
  (6) The feasibility of providing virtual training or distance learning and recommendations to implement virtual training.
(c) After receiving a proposed training curriculum from the DCIA pursuant to § 32-246(a)(2)(B)(i) , a Committee shall provide the DCIA with a written explanation of recommended modifications, if any.
(d) Within 30 calendar days after receiving a proposed scope of work for a grant or contract from DCIA pursuant to § 32-246(a)(2)(C)(i) , the Committee shall provide DCIA with a written explanation of recommended modifications, if any.
D.C. Code § 32-1691.01 — DC Code / Title 32 / Chapter 16 / § 32-1691.01
§ 32-1691.01. Definitions.
Status: in_force

(a) For the purposes of this subchapter :
  (1) "Community training provider" means an entity in the District that has received an IT training grant awarded pursuant to § 32-1691.06 .
  (2) "Dual-enrollment" means enrollment at both a WIC-approved community-based IT training program and UDC-CC or WDLL.
  (3) "IT" means information technology.
  (4) "IT Board" means the Information Technology Occupational Advisory Board.
  (5) "IT training" means occupational skills training that leads to an industry-recognized credential for IT jobs in any sector.
  (6) "Program" means the Information Technology Investment Program established pursuant to § 32-1691.02 .
  (7) "Program participant" means a District resident who is enrolled in Program training and receiving Program assistance authorized pursuant to § 32-1691.02 .
  (8) "Program training" means any of the following, collectively or independently, as determined by context:
    (A) Credit-bearing courses at UDC-CC that may be applied toward a UDC-CC degree;
    (B) WDLL courses; or
    (C) IT training through a community training provider.
  (9) "Program training providers" means UDC-CC and WDLL, to the extent those entities are engaged in providing Program training, and community training providers.
  (10) "Public health emergency" means the Coronavirus (COVID-19) public health emergency declared pursuant to Mayor's Order 2020-046, on March 11, 2020, and all subsequent extensions.
  (11) "Satisfactory academic progress" means maintaining an academic standing consistent with the requirements for Program completion, as determined by the Program training provider.
  (12) "UDC" means the University of the District of Columbia.
  (13) "UDC-CC" means the UDC Community College.
  (14) "UDC-CC degree" means the Associate of Science degree in Computer Science, Information Technology, or any of the technology academies offered through the UDC-CC.
  (15) "WDLL" means the UDC-CC Division of Workforce Development and Lifelong Learning.
  (16) "WDLL courses" means Information Technology and Office Administration Career Pathway courses offered through the WDLL.
  (17) "WIC" means the Workforce Investment Council, established pursuant to § 32-1603 .
  (18) "WIOA" means the Workforce Innovation and Opportunity Act, approved July 22, 2014 (128 Stat. 1425; 29 U.S.C. § 3101 et seq .).
D.C. Code § 32-1537 — DC Code / Title 32 / Chapter 15 / § 32-1537
§ 32-1537. Discharge of liability.
Status: in_force

In any case where the employer is not a self-insurer, in order that the liability for compensation imposed by this chapter may be most effectively discharged by the employer, and in order that the administration of this chapter in respect of such liability may be facilitated, the Mayor shall by regulation provide for the discharge, by the carrier for such employer, of such obligations and duties of the employer, in respect to such liability, imposed by this chapter upon the employer, as he considers proper in order to effectuate the provisions of this chapter. For such purposes:
(1) Notice to or knowledge of an employer of the occurrence of the injury shall be notice to or knowledge of the carrier; and
(2) Any requirement by the Mayor or any court under any compensation order, finding, or decision shall be binding upon the carrier in the same manner and to the same extent as upon the employer.
D.C. Code § 32-1006 — DC Code / Title 32 / Chapter 10 / § 32-1006
§ 32-1006. Regulatory powers of Mayor.
Status: in_force

(a) The Mayor shall make and revise regulations, including definitions of terms, as deemed appropriate to carry out the purposes of this subchapter or necessary to prevent its circumvention or evasion and to safeguard the minimum wage rates and the overtime provisions established by this subchapter.
(b) The Mayor shall make regulations in order to:
  (1) Provide reasonable allowances for board, lodging, or services customarily furnished by employers to employees; and
  (2) Provide allowances for other special conditions or circumstance that may be usual in a particular employer-employee relationship.
(c) The Mayor may make regulations in order to:
  (1) Define and govern the employment of workers under 18 years of age and provide minimum wages for these workers at a rate lower than that specified in § 32-1003 ;
  (2) Govern piece rates, bonuses, and commissions in relation to time rates;
  (3) Govern part-time rates;
  (4) Govern minimum daily wages;
  (5) Relate to wage provisions governing split shifts and excessive spread of hours; and
  (6) Govern uniforms, tools, travel, and other items of expense incurred by employees as a condition of employment.
(d) The Council of the District of Columbia shall review and make recommendations, as needed, to the Mayor or the Mayor’s authorized representative, to ensure that the minimum wage set by the federal government, plus $1, is fair and adequate for employees in the District of Columbia.
D.C. Code § 32-206 — DC Code / Title 32 / Chapter 2 / § 32-206
§ 32-206. Theatrical permits for minors under 18 years of age for performances and professional sports activities.
Status: in_force

(a) The Board of Education may issue a theatrical employment permit to a minor under 18 years of age permitting the minor to:
  (1) Perform on the stage of a licensed theatre within the District of Columbia in a professional theatrical production;
  (2) Perform in a musical or dance recital or concert;
  (3) Participate in a radio or television program;
  (4) Participate in a motion picture;
  (5) Appear as a fashion model; or
  (6) Participate in a professional sports activity or circus.
(b) An application for a theatrical permit shall be made by the parent or guardian, and by the agent if applicable, of the minor to the Board of Education. The Board of Education may issue a theatrical employment permit if the Board is satisfied that adequate provisions have been made for the educational instruction of the minor, for safeguarding the minor’s health, and for the proper supervision of the minor. The Board of Education may require the employer to provide the necessary resources to satisfy the requirements of this subsection.
(c) A minor shall not appear in more than 2 live performances in 1 day or more than 8 live performances in 1 week. A minor shall not appear in a live performance, or otherwise be required to work, before 7:00 a.m. or after 11:30 p.m. A licensed practical nurse with substantial pediatric experience, or a registered nurse who is a pediatric nurse practitioner, shall be provided for each 3 or fewer infants under the age of 30 months.
(d) A theatrical employment permit shall limit the time during which a minor 7 years of age or younger is permitted at the place of employment within a 24-hour period according to age as follows:
  (1) An infant under the age of 6 months may be permitted to remain at the place of employment for a maximum of 2 hours, which shall consist of not more than 20 minutes of work.
  (2) A minor between the ages of 6 months and 30 months may be permitted at the place of employment for a maximum of 4 hours, which shall consist of not more than 2 hours of work, with the balance of the 4-hour period being rest or recreation.
  (3) A minor between the ages of 30 months and 7 years may be permitted at the place of employment for a maximum of 6 hours, which shall consist of not more than 3 hours of work, with the balance of the 6-hour period being rest, recreation, or education.
(e) For the purposes of this section, the term “theatrical employment permit” means an authorization to perform or appear in any of the activities listed in subsection (a) of this section for monetary remuneration, a gift, or other form of valuable consideration.
D.C. Code § 32-1518 — DC Code / Title 32 / Chapter 15 / § 32-1518
§ 32-1518. Compensation as lien against assets.
Status: in_force

Any person entitled to compensation under the provisions of this chapter shall have a lien against the assets of the carrier or employer for such compensation without limit of amount, and shall, upon insolvency, bankruptcy, or reorganization in bankruptcy proceedings of the carrier or employer, or both, be entitled to preference and priority in the distribution of the assets of such carrier or employer, or both.
D.C. Code § 32-541.07 — DC Code / Title 32 / Chapter 5 / § 32-541.07
§ 32-541.07. Coordination of benefits.
Status: in_force

(a) (1) To the extent practicable, an eligible individual shall provide written notice to his or her employer of the need for the use of paid-leave benefits provided in this subchapter before taking leave.
  (2) The written notice shall include a reason for the absence involved, within the parameters of the Health Insurance Portability and Accountability Act of 1996, approved August 21, 1996 (Pub. L. No. 104-191; 110 Stat. 1936), and the expected duration of the paid leave.
  (3) If the paid leave is foreseeable, the written notice shall be provided at least 10 days, or as early as possible, in advance of the paid leave.
  (4) If the paid leave is unforeseeable, a notification, either oral or written, shall be provided before the start of the work shift for which the paid leave is being used.
  (5) In the case of an emergency, the eligible individual, or another individual on behalf of the eligible individual, shall notify the eligible individual's employer, either orally or in writing, within 48 hours of the emergency occurring.
  (6) Nothing in this subsection shall be construed to deny an eligible individual paid-leave benefits to which he or she is otherwise entitled pursuant to this subchapter .
(b) If paid leave taken pursuant to this subchapter also qualifies as protected leave pursuant to the Family and Medical Leave Act of 1993, approved February 5, 1993 (107 Stat. 6; 29 U.S.C. § 2601 et seq. ), or D.C. FMLA , the paid leave taken pursuant to this subchapter shall run concurrently with, and not in addition to, leave taken under those other acts.
(c) Nothing in this subchapter shall be construed to provide job protection to any eligible individual beyond that to which an individual is entitled under D.C. FMLA .
(d) A covered employer may provide an eligible individual with leave benefits in addition to those provided by this subchapter ; provided, that the provision of such benefits, including a paid-leave program, shall not exempt the covered employer from making contributions under § 32-541.03 or an eligible individual from receiving benefits pursuant to this subchapter .
(e) An eligible individual receiving benefits pursuant to part A of subchapter I of Chapter 1 of Title 51 , shall not be eligible to receive the benefits provided for in this subchapter .
(f) If an eligible individual is receiving long-term disability payments, he or she shall not be eligible to receive the benefits provided for in this subchapter .
(g) (1) If an individual concurrently earns self-employment income and is a covered employee employed by a covered employer, the individual shall not be entitled to receive double payments.
  (2) If the self-employed individual has opted into the paid-leave program established pursuant to this subchapter , his or her benefit payment amount shall be based on the combined wages from covered employment and self-employment.
(h) This subchapter shall not:
  (1) Supersede any provision of law, collective-bargaining agreement, or other contract that provides paid-leave rights in addition to the rights established pursuant to this subchapter ; or
  (2) Prevent a covered employer from adopting or retaining a paid-leave policy that supplements or otherwise provides greater benefits than are required by this subchapter .
(i) (1) An individual's right to benefits provided for in this subchapter shall not be diminished by a collective-bargaining agreement or other contract entered into or renewed after December 31, 2017.
  (2) An individual's right to benefits provided for in this subchapter shall not be diminished by an employer policy.
  (3) Any agreement by an individual to waive his or her rights under this subchapter is void as against public policy.
(j) (1) An insurer shall not offset or reduce benefits or income available to an eligible individual under a temporary or short-term disability insurance policy or contract provided by an insurer based on estimated or actual payment of benefits under this subchapter .
  (2) Paragraph (1) of this subsection shall not apply to the actions of a self-insured employer or to the actions of an insurer to the extent the insurer is acting on behalf of a self-insured employer as a third-party administrator for the self-insured employer.
D.C. Code § 32-1683 — DC Code / Title 32 / Chapter 16 / § 32-1683
§ 32-1683. Intermediary duties.
Status: in_force

(a) The Intermediary shall:
  (1) By July 1, 2021:
    (A) Appoint members to the Partnership consistent with the criteria specified in § 32-1684(b)(3) ;
    (B) Convene at least 4 Partnership meetings;
    (C) Compose and transmit to the WIC the Partnership's first Healthcare Occupations Report, as described in § 32-1684(e) ;
  (2) For the duration of the grant:
    (A) Provide administrative support to the Partnership;
    (B) Convene Partnership meetings at least quarterly;
    (C) Compile and transmit to the WIC feedback from the Partnership on any statement of work for a proposed grant solicitation for the provision of training no more than 15 days after receiving the statement of work pursuant to § 32-1682 (d)(2) [§ 32-1682(c)(2)];
    (D) Work with the Partnership to coordinate and ensure provision of career coaching, screening and referral services, practice interviews, and job fairs for healthcare sector employment for qualified District training graduates;
    (E) Facilitate requests for professional development and learning opportunities for training providers and training participants at healthcare facilities;
    (F) Annually, compose and transmit the Partnership's Healthcare Occupations Report, as described in § 32-1684(e) ; and
    (G) Perform additional duties on behalf of the Partnership consistent with the purposes of this subtitle and as funds permit; and
  (3) During the fourth year of the HWI grant, raise private funds equal to the value of the HWI grant for that year, which the Intermediary shall reserve for use until after the expiration of the HWI grant in order to sustain the Partnership without dedicated District government funding.
D.C. Code § 32-1527 — DC Code / Title 32 / Chapter 15 / § 32-1527
§ 32-1527. Witness fees.
Status: in_force

Witnesses summoned in a proceeding before the Mayor or whose depositions are taken shall receive the same fees and mileage as witnesses in the Superior Court of the District of Columbia.
D.C. Code § 32-541.04a — DC Code / Title 32 / Chapter 5 / § 32-541.04a
§ 32-541.04a. Expansion of paid-leave benefits and employer contribution rate change.
Status: in_force

(a) By March 1, 2022, and annually thereafter, the Chief Financial Officer ("CFO") shall update estimates of the projected cost of the paid-leave program established by this this subchapter .
(b) (1) On or before March 1 of each year beginning with March 1, 2022, the CFO shall certify the:
    (A) Fund balance of the Universal Paid Leave Fund;
    (B) Projected annual revenues for the current fiscal year and future fiscal years, for the duration of the financial plan, to be deposited into the Universal Paid Leave Fund at the then-existing employer contribution rate;
    (C) Projected annual expenditures from the Universal Paid Leave Fund at the benefit durations prescribed in § 32-541.04(e-1)(3) and allowable administrative expenditures; and
    (D) Repealed.
    (E) Projected employer contribution rate necessary to maintain the benefit durations prescribed in § 32-541.04(e-1)(3) and continued solvency of the Universal Paid Leave Fund.
  (2) The Mayor shall incorporate the certification required pursuant to paragraph (1) of this subsection into the Mayor's annual submission of the District's multiyear budget and financial plan to the Council.
  (3) Repealed.
(c) (1) Repealed.
  (2) Repealed.
(d) (1) At least 60 days before implementation of any paid-leave benefit expansion or the first employer contribution to the District is due after an employer contribution rate change, the Mayor shall prescribe and provide to covered employers an update to the notice required under § 32-541.06(i) . The Mayor may conduct a public-education campaign to inform individuals of expanded benefits. Costs of the notice and campaign authorized under this subsection shall be payable pursuant to § 32-551.02(c)(1) , from the Universal Paid Leave Administration Fund.
  (2) A public education campaign conducted pursuant to paragraph (1) of this subsection shall include:
    (A) Updated programmatic notices sent electronically to all covered employers, which shall be distributed to their covered employees;
    (B) At least 3 webinars, of which at least one shall be offered during evening hours or on the weekend, that are open to the public and that shall be promoted through multiple methods of communication at least 2 weeks before they occur; and
    (C) Promotional mailers, including postcards, sent to all households with residents enrolled in the District's Medicaid or Health Care Alliance Program, and other households as determined by the Mayor.
D.C. Code § 32-1331 — DC Code / Title 32 / Chapter 13A / § 32-1331
§ 32-1331. Transitional employment program.
Status: in_force

(a) The Mayor shall establish and implement a program, subject to the annual appropriation of funds, to provide transitional employment for District of Columbia residents residing in persistent problem areas who face barriers to employment due to deficiencies in education, work experience, work training, work skills, prior incarceration, or the loss of certain occupations or industries from the economy of the District or the Washington Metropolitan Area.
(b) For purposes of this section “persistent problem area” shall mean those areas of the District where such factors as crime, lack of economic development, and high unemployment create a particular need for the services of this program and which the Mayor may further identify by executive order.
(c) At the time of entry into the program, participants shall be certified as to residence by the Department of Employment Services and assessed as to their readiness for placement in paid work positions. Based upon that assessment, a comprehensive service and case management plan shall be developed for each participant. Plans may include supportive services such as health care, childcare, counseling, financial management services, remedial education, and placement into wage paying jobs.
(d) All jobs into which participants are placed shall pay stipends, training wages, or wages as the Mayor may determine are appropriate for the job and participant and shall last for a maximum of 12 months. Placements shall be made into jobs that provide participants the opportunity to obtain needed work experience and gain job skills, with the goal of a successful transition to unsubsidized employment.
(e) All jobs into which participants are placed shall be the subject of an agreement between the Department of Employment Services and the worksite host providing that no regular employee will be displaced by program participants.
(f) Program participants placed in jobs shall participate in placement activities during their work experience including periodic job search requirements, participation in peer support groups, job coaching, and other activities and services directed to placing participants in unsubsidized employment.
(g) Participants may be provided with additional placement and supportive services for up to 6 months after the conclusion of their work experience jobs if these services are found to enhance the participants’ chances of obtaining or continuing in unsubsidized employment.
(h) Department of Employment Services funds may be used to purchase food and non-alcoholic beverages for transitional employment program participants attending training and education activities when the purchase is reasonably necessary to assist in the effective achievement of a statutorily authorized goal, objective, or responsibility.
D.C. Code § 32-541.08 — DC Code / Title 32 / Chapter 5 / § 32-541.08
§ 32-541.08. Appeals.
Status: in_force

(a) No later than 60 days after an individual who has submitted a claim for paid-leave benefits pursuant to this subchapter is notified that a determination has been made by the Mayor regarding his or her claim, the individual may appeal the claim determination to the Office of Administrative Hearings, including with respect to his or her eligibility for benefits, the weekly amount of benefits to be provided, or the duration of the time period during which benefits are to be paid.
(b) In connection with an appeal made pursuant to subsection (a) of this section, the Office of Administrative Hearings shall consider as evidence documentation including but not limited to: paystubs; personal checks, cash receipts, or bank deposits; work schedules; communications between employer and employee; and any circumstantial evidence regarding the employee's eligibility.
(c) In any case in which an employer has failed to keep or provide an employee with employment records as required under District law or has failed to make contributions on wages paid to an employee as required under this subchapter , the Office of Administrative Hearings shall consider, as a rebuttable presumption, that the employee is eligible and shall consider broadly evidence of the employee's eligibility for the benefit.
(d) A complaint, other than a claim determination, shall be filed within one year of the occurrence or discovery of the alleged violation of this subchapter , whichever is later.
(e) For complaints, other than a claim determination, that arise under this subchapter , the administrative enforcement procedure and relief shall be the same as that in D.C. FMLA ; except, that complaints arising from a violation of § 32-541.07(j) shall be filed with the Department of Insurance, Securities, and Banking for resolution pursuant to Chapter 22A of Title 31 .
(f) Notwithstanding any other provision of this subchapter :
  (1) All correspondence, notices, determinations, or decisions required for the administration of this act may be transmitted to claimants, employers, or necessary parties by electronic mail or other means of communication as the claimant, employer, or necessary party may select from the alternative methods of communication approved by the Mayor.  The Mayor shall issue a list of such approved methods of communication within 180 days after April 7, 2017.
  (2) All correspondence, notices, determinations, or decisions issued by the Mayor may be signed by an electronic signature that complies with the requirements of § 28-4917 and Mayor's Order 2009-118, issued June 25, 2009 (56 DCR 6867).
D.C. Code § 32-1691.05 — DC Code / Title 32 / Chapter 16 / § 32-1691.05
§ 32-1691.05. Memoranda of Understanding.
Status: in_force

(a) (1) No later than November 1, 2021, and by November 1 annually thereafter, the WIC shall execute Memoranda of Understanding ("MOUs") with UDC and the University of the District of Columbia Foundation, Inc. ("Foundation") for the purpose of implementing the Program through UDC-CC, including WDLL, and authorizing the intradistrict transfer of funds in accordance with the terms of this subsection.
  (2) The MOU with UDC shall, among other things, include funding from the WIC to support the following purposes in amounts to be determined by the parties:
    (A) Tuition, required fees, equipment, supplies, tools, and memberships for Program participants who are full-time or part-time students enrolled at UDC-CC to obtain a UDC-CC degree;
    (B) Required academic fees, equipment, supplies, tools, and membership fees for Program participants who are students enrolled in WDLL courses, and the salaries and fringe benefits of faculty and staff directly engaged in the provision of such courses;
    (C) Reasonable costs of facilities and equipment upgrades necessary to provide Program training offered through UDC-CC, including WDLL;
    (D) Marketing and recruitment activities to attract District residents to the Program;
    (E) Development of dual enrollment guidance and policies for the expansion of dual-enrollment programs; and
    (F) The salary and fringe benefits of faculty or staff who teach or support classes or training in information technology, computer science, or cyber security at UDC-CC.
  (3) The MOU with UDC shall, among other things, include funding from the WIC to provide Program participants enrolled in WDLL courses monthly stipends to defray living expenses in amounts to be determined by the parties. UDC will disperse the stipends in a timely manner and apply criteria for providing stipends, which may include amounts for the following:
    (A) Fees associated with occupational licensing exams;
    (B) Reasonable transportation costs to and from classes; and
    (C) Any other expenses considered appropriate by the WIC.
D.C. Code § 32-1304 — DC Code / Title 32 / Chapter 13 / § 32-1304
§ 32-1304. Unconditional payment of wages conceded to be due.
Status: in_force

In case of a bona fide dispute concerning the amount of wages due, the employer shall give written notice to the employee of the amount of wages which he concedes to be due, and shall pay such amount, without condition, within the time required by §§ 32-1302 and 32-1303 ; provided, however, that acceptance by the employee of any payment made hereunder shall not constitute a release as to the balance of his claim. The employee or Mayor shall be able to pursue any such balance of unpaid wages and related damages, interest, costs, and penalties.
D.C. Code § 32-1365 — DC Code / Title 32 / Chapter 13C / § 32-1365
§ 32-1365. Oversight.
Status: in_force

(a) The District of Columbia Office of Human Rights (“Office”) shall receive, review, and investigate complaints regarding violations of this chapter and shall take appropriate enforcement action regarding the complaints.
(b) The Office shall respond to a complaint arising pursuant to this chapter no later than one month after the complaint is filed.
(c) The Office shall assess civil penalties in all cases where the Office determines that an employer or employment agency has committed a violation of this chapter.
D.C. Code § 32-162 — DC Code / Title 32 / Chapter 1C / § 32-162
§ 32-162. Public awareness campaign and violation tip line.
Status: in_force

(a) (1) No later than 180 days after October 1, 2020, the Mayor shall launch a public-education campaign to raise awareness and educate the public about the rights of tipped workers pursuant to subchapter I of Chapter 10 of this title , Chapter 13 of this title , and subchapter III of Chapter 5 of this title .
    (6) All materials prepared and distributed in accordance with this subsection must contain a telephone number and internet website address for the Department of Employment Services and the Office of the Attorney General where an employee can obtain additional information about the employee's workplace rights or file a complaint.
  (2) The campaign shall include the preparation of written materials, available in concise physical format, that state in plain language the rights of tipped workers under the laws identified in paragraph (1) of this subsection.
  (3) The campaign shall place particular emphasis on communities that are most at risk for wage and labor violations and shall publicize resources available to tipped workers to protect against wage theft.
  (4) The Mayor shall distribute such materials to all workplaces that employ employees paid pursuant to § 32-1003(f) , and employers shall distribute the materials to all employees.
  (5) The campaign shall comply with subchapter II of Chapter 19 of Title 2 .
(b) (1) The Mayor shall create a reporting system that permits the public to report violations of subchapter X-A of Chapter 2 of Title 2 , subchapter III of Chapter 5 of this title , subchapter I of Chapter 10 of this title , and Chapter 13 of this title .
  (2) The reporting system shall:
    (A) Be accessible to the public by the Internet and telephone 24 hours each day and 7 days each week for the entire calendar year;
    (B) For the telephone component:
      (i) Have live staff available to take complaints, answer basic questions, and provide resources during business hours; and
      (ii) During non-business hours, have a voice-messaging system available on which an individual may leave his or her contact information so that his or her message can be returned;
    (B-i) For the Internet component:
      (i) Be user-friendly, including the ability to be accessed and viewed via mobile devices such as smartphones, to enable an employee to easily report an alleged violation of the laws identified in paragraph (1) of this subsection; and
      (ii) Include video tutorials on how to report alleged violations of the laws identified in paragraph (1) of this subsection;
    (C) Comply with subchapter II of Chapter 19 of Title 2 ; and
    (D) Allow for anonymous reporting.
  (3) The Mayor shall review all reports collected on the reporting system on a weekly basis.
  (4) The Mayor may investigate whether violations reported through the reporting system established by this subsection have occurred.
D.C. Code § 32-1515 — DC Code / Title 32 / Chapter 15 / § 32-1515
§ 32-1515. Payment of compensation.
Status: in_force

(a) Compensation under this chapter shall be paid periodically, promptly, and directly to the person entitled thereto, without an award, except where liability to pay compensation is controverted by the employer.
(b) The 1st installment of compensation shall become due on the 14th day after the employer has knowledge of the job-related injury or death, on which date all compensation then due shall be paid. Thereafter compensation shall be paid in installments, biweekly, except where the Mayor determines that payment in installments should be made monthly or at some other period.
(c) Upon making the 1st payment and upon suspension of payment for any cause, the employer shall immediately notify the Mayor in accordance with a form prescribed by the Mayor that payment of compensation has begun or has been suspended, as the case may be.
(d) If the employer controverts the right to compensation he shall file with the Mayor, on or before the 14th day after he has knowledge of the alleged injury or death and its relationship to the employment, a notice in accordance with a form prescribed by the Mayor stating that the right to compensation is controverted, the name of the claimant, the name of the employer, the date of the alleged injury or death and the grounds upon which the right to compensation is controverted.
(e) If any installment of compensation payable without an award is not paid within 14 days after it becomes due, as provided in subsection (b) of this section, there shall be added to such unpaid installment an amount equal to 10% thereof, which shall be paid at the same time as, but in addition to, such installment, unless notice is filed under subsection (d) of this section, or unless such nonpayment is excused by the Mayor after a showing by the employer that owing to conditions over which he had no control such installment could not be paid within the period prescribed for the payment.
(f) If any compensation, payable under the terms of an award, is not paid within 10 days after it becomes due, there shall be added to such unpaid compensation an amount equal to 20% thereof, which shall be paid at the same time as, but in addition to, such compensation, unless review of the compensation order making such award is had as provided in § 32-1522 and an order staying payments has been issued by the Mayor or court. The Mayor may waive payment of the additional compensation after a showing by the employer that owing to conditions over which he had no control such installment could not be paid within the period prescribed for the payment.
(g) Within 16 days after final payment of compensation has been made, the employer shall send to the Mayor a notice, in accordance with a form prescribed by the Mayor, stating that such final payment has been made, the total amount of compensation paid, the name of the employee and of any other person to whom compensation has been paid, the date of the injury or death, and the date to which compensation has been paid. If the employer fails to so notify the Mayor within such time the Mayor shall assess against such employer a civil penalty in the amount of $100.
(h) The Mayor: (1) May upon his own initiative at any time in a case in which payments are being made without an award; and (2) shall in any case where right to compensation is controverted, or where payments of compensation have been stopped or suspended, upon receipt of notice from any person entitled to compensation or from the employer, that the right to compensation is controverted, or where payments of compensation have been stopped or suspended, make such investigations, cause such medical examinations to be made, or hold such hearings, and take such further action as he considers will properly protect the rights of all parties.
(i) Whenever the Mayor deems it advisable he may require any employer to make a deposit with the District of Columbia Treasurer to secure the prompt and convenient payment of such compensation, and payments therefrom upon any awards shall be made upon order of the Mayor.
(j) If the employer has made advance payments of compensation, he shall be entitled to be reimbursed out of any unpaid installment or installments of compensation due. All payments prior to an award, to an employee who is injured in the course and scope of his employment, shall be considered advance payments of compensation.
(k) An injured employee, or in case of death his dependents or personal representative, shall give receipts for payment of compensation to the employer paying the same and such employer shall produce the same for inspection by the Mayor, whenever required.
D.C. Code § 32-1452 — DC Code / Title 32 / Chapter 14A / § 32-1452
§ 32-1452. Prohibited actions of employer.
Status: in_force

An employer shall not:
(1) Require, as a condition of employment, that an employee refrain from inquiring about, disclosing, comparing, or otherwise discussing the employees compensation or the compensation of another employee;
(2) Discharge, discipline, interfere with, negatively affect the terms and conditions of employment, or otherwise retaliate against an employee who inquires about, discloses, compares, or otherwise discusses the employee’s compensation or the compensation of another employee or is believed by the employer to have done so;
(3) Prohibit or attempt to prohibit an employee from lodging a complaint, or testifying, assisting, or participating in an investigation or proceeding, related to a violation of this chapter;
(4) Screen prospective employees based on their wage history, including by requiring that a prospective employee's wage history satisfy minimum or maximum criteria or by requesting or requiring as a condition of being interviewed or as a condition of continuing to be considered for an offer of employment that a prospective employee disclose the prospective employee's wage history; or
(5) Seek the wage history of a prospective employee from a person who previously employed the individual.
D.C. Code § 32-1610 — DC Code / Title 32 / Chapter 16 / § 32-1610
§ 32-1610. Use of funds for employment and training activities.
Status: in_force

(a) The District’s state workforce investment board shall develop policies and procedures pertaining to the use of funds pursuant to section 134 [29 U.S.C. § 2864] of the Federal Act.
(b) Repealed.
(b-1) The WIC shall establish policies and procedures for the development of a one- stop delivery system consistent with the requirements of sections 121 and 134(c) of the Federal Act, including policies and procedures for the certification of American Job Centers and the selection of one-stop operators consistent with the requirements of section 121(d) of the Federal Act.
(b-2) The WIC shall develop policies and procedures to ensure that American Job Centers provide:
  (1) Core services, as described in section 134(d)(2) of the Federal Act;
  (2) Access to intensive career services, as described in section 134(d)(3) of the Federal Act; and
  (3) Training services, as described in 134(d)(4) of the Federal Act and consistent with the requirements in § 32-1607 .
(c) Intensive services offered by the one-stop delivery system may include addiction recovery. Consistent with this subchapter, intensive services may also include short-term prevocational services that raise job seekers’ basic reading, writing and computational skills to enable them to compete for jobs.
(d) Repealed.
(d-1) The policies and procedures required by subsection (b-2) of this section shall ensure that eligible individuals seeking services through American Job Centers receive an initial assessment of aptitudes and abilities that is non-gender biased and that assesses a woman’s interest in high-wage employment, including for positions that are nontraditional employment for women.
(e) Consistent with this subchapter, job seekers who are employed, but do not earn a self-sufficient wage, shall be eligible for intensive services.
(f) Any funds expended pursuant to this section shall be appropriated by the Council of the District of Columbia.
D.C. Code § 32-1691.03 — DC Code / Title 32 / Chapter 16 / § 32-1691.03
§ 32-1691.03. Conditions of Program eligibility.
Status: in_force

(a) To be eligible for Program assistance to pursue a UDC-CC degree, an individual shall:
  (1) Meet the relevant enrollment requirements for a UDC-CC degree;
  (2) Be a resident of the District;
  (3) Have a stated interest in working in IT occupations;
  (4) Not have already completed an associate degree in IT or a bachelor's degree at an institution of higher education; and
  (5) (A) Have experienced unemployment or significant loss of income due to the public health emergency; or
    (B) Have multiple barriers to employment, as determined by the WIC.
(b) To be eligible for Program assistance to pursue WDLL courses, an individual shall:
  (1) Meet the eligibility criteria established pursuant to subsection (a)(2), (3), (4), and (5) of this section; and
  (2) Meet the enrollment requirements for WDLL courses.
(c) To be eligible for Program assistance to pursue IT training through a community training provider, an individual shall:
  (1) Meet the eligibility criteria established pursuant to subsection (a)(2), (3), (4), and (5) of this section; and
  (2) Meet the enrollment requirements of the community training provider.
(d) Program training providers shall select Program participants according to the terms of the applicable memorandum of understanding or grant agreement with the WIC.
D.C. Code § 32-171.04 — DC Code / Title 32 / Chapter 1D / § 32-171.04
§ 32-171.04. Grant uses.
Status: in_force

(a) Grantees may conduct activities:
  (1) Regarding a subset of employment laws; and
  (2) With workers in a single occupational group; provided, that the grant application demonstrates that such occupational group experiences significant, disproportionately high, or persistent violations of employment laws or that the occupational group requires targeted assistance in order to access programs under employment laws.
(b) Grantees that provide worker education shall provide, to an eligible individual or group of eligible individuals, information on the rights and responsibilities of accessing benefits under employment laws, recognizing violations of and learning how to prevent or rectify violations of employment laws, or learning how to assist others to take steps to prevent or rectify violations of employment laws.
D.C. Code § 32-203 — DC Code / Title 32 / Chapter 2 / § 32-203
§ 32-203. Employment dangerous or prejudicial to life prohibited; Board of Education to prohibit such employment by general or special order.
Status: in_force

No minor shall be employed, permitted, or suffered to work in any place of employment, or at any employment, dangerous or prejudicial to the life, health, safety, or welfare of such minor. It shall be the duty of the Board of Education of the District of Columbia and the said board shall have the power, jurisdiction and authority, after hearing duly held, to issue general or special orders prohibiting the employment of such minors in any employment or at any place of employment dangerous or prejudicial to the life, health, safety, or welfare of such minors; provided, that no such order shall permit the employment of any minor at any employment specified in §§ 32-204 through 32-206 at a lower age than the age therein specified; provided further, that no hearing shall be necessary for the issuance of an order prohibiting employment in any occupation found by the Secretary of Labor under the authority of the Fair Labor Standards Act to be particularly hazardous for minors under 18 years of age or detrimental to their health and well-being.
D.C. Code § 32-1409 — DC Code / Title 32 / Chapter 14 / § 32-1409
§ 32-1409. Apprenticeship agreements — Registration and approval; extension into majority of apprentice.
Status: in_force

No apprenticeship agreement shall be registered or approved by the Associate Director of Apprenticeship under the provisions of this subchapter unless it conforms with the standards established by or in accordance with this subchapter and is in the best interests of the apprentice. Where a minor enters into an agreement for a period of training extending into his majority, and such agreement has been approved by the Associate Director of Apprenticeship, then such apprenticeship agreement shall, if the parties therein so provide, have the same force and effect during the period covered by the majority of such minor as if such agreement were entered into during the majority of such minor.
D.C. Code § 32-1071.02 — DC Code / Title 32 / Chapter 10B / § 32-1071.02
§ 32-1071.02. Services contracts and other requirements for hiring entities and referral agencies.
Status: in_force

(a) A hiring entity shall execute a services contract with a domestic worker no later than the first day a domestic worker is expected to perform work for a hiring entity, or, if the hiring entity employs or engages a domestic worker as of January 29, 2024, within 30 calendar days after January 29, 2024.
(b) (1) An executed services contract shall include:
    (A) The domestic worker's start date;
    (B) If known, the end date of contract;
    (C) The address where work will usually be performed or the business address that the hiring entity registered with the Department of Licensing and Consumer Protection;
    (D) The primary contact information for the hiring entity, including a telephone number;
    (E) The duties to be performed by the domestic worker;
    (F) The rate of pay per hour, week, or other unit of time, specifying for domestic workers who are employees the rate per hour and overtime rate;
    (G) The form, place, and frequency of payment;
    (H) The date first payment will be provided;
    (I) The weekly schedule, including days of the week, start time, end time, and number of hours of work per week;
    (J) If the domestic worker will be provided with rest breaks or meal breaks, the customary practice or time;
    (K) Types of leave from work provided and whether paid or unpaid;
    (L) Any other compensation or reimbursement provided by the hiring entity, such as health insurance premiums, transportation allowance, or separation pay;
    (M) Whether the domestic worker must provide their own vehicle for the fulfillment of work duties; and
    (N) For live-in domestic workers, a description of the type and value of lodging provided, time of sleeping period, and personal time allotment.
  (2) If any of the provisions required pursuant to paragraph (1) of this subsection do not apply to the relationship between a hiring entity and domestic worker, the hiring entity shall specify in the services contract the provisions that do not apply.
  (3) A hiring entity and domestic worker may execute a services contract in identical documents; which identical documents shall have the same force and effect as a single document bearing the signatures of all parties.
  (4) When one or more of the terms of a services contract permanently changes, the parties shall modify the existing services contract or execute a new services contract.
  (5) Recipients of shared services shall jointly execute a services contract with the domestic worker that complies with this subsection.
(c) (1) A services contract shall not:
    (A) Require the domestic worker to waive any provision of this chapter ;
    (B) Prohibit, punish, interfere with, or have the effect of deterring the domestic worker from filing a complaint or cooperating with an investigation under this chapter ; or
    (C) Contain a non-compete provision to the extent prohibited in Chapter 5B of this title .
  (2) A provision in an executed services contract that paragraph (1) of this subsection prohibits shall be void as a matter of law.
(d) (1) A hiring entity shall:
    (A) Make reasonable efforts to provide a domestic worker with a translation of a services contract in the domestic worker's preferred language; and
    (B) Retain a true and accurate copy of an executed services contract with a domestic worker and other records made or kept in relation to this chapter pursuant to rules promulgated pursuant to § 32-1071.05 for no less than 3 years and as long as may be required by other applicable District law.
  (2) In determining whether a hiring entity made reasonable efforts to provide the translated services contract pursuant to paragraph (1)(A) of this subsection, a factfinder shall consider whether the Mayor has made template agreements available in the domestic worker's preferred language, the other resources available to the hiring entity to obtain a translation, the time the hiring entity spent attempting to obtain translation services, the complexity of the information in need of translation, and other relevant factors.
(e) A hiring entity may not discharge, threaten, penalize, or in any other manner retaliate against a domestic worker because the hiring entity believes or because the domestic worker in fact:
  (1) Alleged a violation of this chapter that the domestic worker reasonably believes to:
    (A) A hiring entity;
    (B) The Mayor;
    (C) The Attorney General; or
    (D) Another person that the hiring entity has employed or engaged.
  (2) Participated in or cooperated with an action by the Mayor or Attorney General under this chapter ; or
  (3) Otherwise exercised a right pursuant to this chapter .
(f) A referral agency shall notify domestic workers and hiring entities about the requirements of this section whenever the referral agency provides services to a hiring entity or a domestic worker.
(g) Hiring entities that receive services under the same services contract are jointly and severally liable for violations of this section.
(h) Unless otherwise specified in an executed services contract, no provision of the contract may be interpreted to limit or prohibit either party from terminating the employment or engagement at-will.
(i) A services contract that complies with this section shall be deemed to satisfy an employer's obligations pursuant to the requirements of § 32-1008(c) .
(j) Nothing in this section shall be construed to mean that a hiring entity or a domestic worker may not include other lawful terms in a services contract.
D.C. Code § 32-581.01 — DC Code / Title 32 / Chapter 5B / § 32-581.01
§ 32-581.01. Definitions.
Status: in_force

(a) For the purposes of this chapter , the term:
  (1) "An Act" means Chapter 13 of this title .
  (2) "Broadcast employee" means an on- or off-air creator (such as an anchor, disc jockey, editor, producer, program host, reporter, or writer) of a legal entity that owns or operates one or more of the following:
    (A) A television station or network;
    (B) A radio station or network;
    (C) A cable station or network;
    (D) Satellite-based services similar to a broadcast station or network; or
    (E) Any other entity that provides broadcasting services such as news, weather, traffic, sports, or entertainment programming.
  (3) "Compensation" means all monetary remuneration an employer may pay or promise an employee.
    (A) The term includes:
      (i) Hourly wages;
      (ii) Salary;
      (iii) Bonuses or cash incentives;
      (iv) Commissions;
      (v) Overtime premiums;
      (vi) Vested stock, including restricted stock units; and
      (vii) Other payments provided on a regular or irregular basis.
    (B) The term does not include fringe benefits other than those paid to the employee in cash or cash equivalents.
  (4) "Confidential employer information" means information owned or possessed by the employer that is not available to the general public and that the employer has taken reasonable steps to ensure is protected from improper disclosure.
  (5) "Conflict of commitment" means conduct that would compromise the ability of an employee of a higher education institution to perform employment duties for the institution because the activities risk interfering with the employee's primary duties for the institution.
  (6) "Covered employee" means an employee who is not a highly compensated employee and:
    (A) If the employee has commenced work for the employer:
      (i) Spends more than 50% of his or her work time for the employer working in the District; or
      (ii) Whose employment for the employer is based in the District and the employee regularly spends a substantial amount of his or her work time for the employer in the District and not more than 50% of his or her work time for that employer in another jurisdiction; or
    (B) If not yet commenced work for the employer:
      (i) Has an employer that reasonably anticipates that the employee will spend more than 50% of his or her work time for the employer working in the District; or
      (ii) Whose employment for the employer will be based in the District and the employer reasonably anticipates that the employee will regularly spend a substantial amount of his or her work time for the employer in the District and not more than 50% of his or her work time for that employer in another jurisdiction.
  (7) "Employee":
    (A) Means:
      (i) An individual who performs work for pay in the District on behalf of an employer; or
      (ii) An individual to whom the employer has made an offer of employment and whom an employer reasonably anticipates will perform work for pay on behalf of the employer in the District.
    (B) The term does not mean:
      (i) An individual employed as a casual babysitter in or about the residence of the employer; or
      (ii) A partner in a partnership.
  (8) "Employer" means an individual, partnership, general contractor, subcontractor, association, corporation, or business trust operating in the District, or any person or group of persons acting directly or indirectly in the interest of an employer operating in the District in relation to an employee, including a prospective employer.  The term does not mean the District government or the United States government
  (9) "Higher education institution" means a postsecondary educational institution accredited by an agency that the United States Department of Education recognizes as an accrediting agency.
  (10) "Highly compensated employee" means, other than a broadcast employee, an employee:
    (A) Who is reasonably expected to earn from the employer in a consecutive 12-month period compensation greater than or equal to the minimum qualifying annual compensation; or
    (B) Whose compensation earned from the employer in the consecutive 12-month period preceding the date on which the proposed term of non-competition is to begin is greater than or equal to the minimum qualifying annual compensation.
  (11) "Long-term incentive" means bonuses, equity compensation, stock options, restricted and unrestricted stock shares or units, performance stock shares or units, phantom stock shares, stock appreciation rights, and other performance driven incentives for individual or corporate achievements typically earned over more than one year.
  (12) "Medical specialist" means a highly compensated employee who is engaged primarily in the delivery of medical services and who:
    (A) Holds a license to practice medicine;
    (B) Is a physician ;
    (C) Has completed a medical residency; and
    (D) Receives total compensation in the amount equal to or greater than $ 250,000.
  (13) "Minimum qualifying annual compensation" means:
    (A) Beginning with the calendar year in which this chapter becomes applicable:
      (i) $150,000; or
      (ii) $250,000, if the employee is a medical specialist.
    (B) For the calendar year beginning January 1, 2024, and each calendar year thereafter, an amount equal to the previous calendar year's minimum qualifying annual compensation, increased in proportion to the annual average increase, if any, in the Consumer Price Index for All Urban Consumers in the Washington Metropolitan Statistical Area published by the Bureau of Labor Statistics of the United States Department of Labor for the previous calendar year adjusted to the nearest whole dollar.
  (14) "Non-compete agreement" means a contract between an employer and employee that has one or more non-compete provisions.
  (15) "Non-compete provision" means a provision in a written agreement or a workplace policy that prohibits an employee from performing work for another for pay or from operating the employee's own business. The term "non-compete provision" does not include an otherwise lawful provision:
    (A) Contained within or executed contemporaneously with an agreement between the seller of a business and one or more buyers of that business wherein the seller agrees not to compete with the buyer's business;
    (B) That prohibits or restricts an employee from:
      (i) Disclosing, using, selling, or accessing the employer's confidential employer information or proprietary employer information;
      (ii) Accepting money or a thing of value for performing work for a person other than the employer, during the employee's employment with the employer, because the employer reasonably believes the employee's acceptance of money or a thing of value under such circumstances will:
        (I) Result in the employee's disclosure or use of confidential employer information or proprietary employer information;
        (II) Conflict with the employer's, industry's, or profession's established rules regarding conflicts of interest;
        (III) Constitute a conflict of commitment if the employee is employed by a higher education institution; or
        (IV) Impair the employer's ability to comply with District or federal laws or regulations; a contract; or a grant agreement; or
    (C) That provides a long-term incentive.
  (16) "Proprietary employer information" means information unique to an employer that is compiled, created, or solicited by the employer, including customer lists, client lists, and trade secrets as that term is defined in § 36-401(4) .
  (17) "Retaliate" means to take an adverse action, including a threat, verbal warning, written warning, reduction of work hours, suspension, or termination against one or more employees.
  (18) "Term of non-competition" means the period of time specified in a non-compete provision during which the employee's work for a person other than the employer is prohibited.
  (19) "Workplace policy" means the rules and restrictions, whether written or as a matter of practice, implemented by an employer to govern the conduct of the employer's employees.
D.C. Code § 32-1331.11 — DC Code / Title 32 / Chapter 13 / § 32-1331.11
§ 32-1331.11. Provisions relating to contracts with public bodies.
Status: in_force

(a) Where, after investigation, the Mayor determines that an employer who is or has engaged in work on a project funded by District funds is in violation of this subchapter, the Mayor shall:
  (1) Withhold from payment due to the employer an amount that is sufficient to:
    (A) Pay restitution to each employee according to § 32-1331.09 , including any applicable prevailing wages; and
    (B) Pay any benefits, taxes, or other contributions that are required by law to be paid on behalf of the employee.
  (2) Upon a final determination, the Mayor shall release the full amount of the withheld funds if no violation is found, or if a violation is found, the balance of the withheld funds after all obligations are satisfied pursuant to paragraph (1) of this subsection.
(b) An employer found to be in violation of this section more than twice in a 2-year period shall be subject to debarment. A debarment under this section shall be in effect against any successor corporation or business entity that:
  (1) Has one or more of the same principals or officers as the employer against whom the debarment was imposed; and
  (2) Is engaged in the same or equivalent trade or activity.
D.C. Code § 32-541.06 — DC Code / Title 32 / Chapter 5 / § 32-541.06
§ 32-541.06. Administration of the paid-leave program.
Status: in_force

(a) The Mayor shall establish reasonable procedures and forms for filing claims for benefits under this subchapter and shall specify the supporting documentation necessary to support a claim for benefits, including, for qualifying family leave or qualifying medical leave, proof of a serious health condition and the length of leave expected based on industry standards used by health care professionals to label diagnosis of medical conditions and treatments.
(b) Claims for paid-leave benefits shall be made in accordance with this subchapter and any regulations that the Mayor may prescribe for administration of the program established pursuant to this subchapter ; provided, that, for qualifying family leave, the Mayor shall require an applicant to affirm that he or she will be taking the leave in order to provide care or companionship for a family member with a serious health condition and submit a description of the care or companionship to be provided.
(c) The Mayor shall notify the eligible individual's employer within 3 business days of the filing of a claim for benefits under this subchapter .
(d) No later than 10 business days after an eligible individual files a claim for benefits under this subchapter , the Mayor shall make, and notify an individual of, an initial determination as to:
  (1) Whether an eligible individual may receive benefits pursuant to this subchapter ;
  (2) The weekly amount of benefits payable to the eligible individual;
  (3) The date on which payment to the eligible individual shall commence;
  (4) The number of weeks for which the eligible individual shall receive benefits and the dates on which the corresponding payments shall be made; provided, that the Mayor shall employ the International Classification of Diseases, Tenth Revision (ICD-10), or any subsequent revision by the World Health Organization to the International Classification of Diseases, along with health care provider or caretaker assessments, when making this determination for purposes of qualifying family leave or qualifying medical leave; and
  (5) The right to appeal to the Office of Administrative Hearings if an eligible individual does not agree with one or more of the determinations made by the Mayor pursuant to this subsection.
(e) If an individual is determined eligible to receive paid-leave benefits provided for under this subchapter , the Mayor shall make the first payment to the eligible individual within 10 business days of the determination of eligibility and subsequent payments shall be made biweekly thereafter.
(f) The Mayor may use information sharing and integration technology to facilitate the disclosure of relevant information or records so long as an individual consents to the disclosure as required under District law.
(g) (1) The Mayor shall create a user-friendly, online portal for the submission and management of forms and documents necessary to administer the paid-leave program established pursuant to this subchapter .
  (2) The portal shall be accessible to the public via the Internet, and shall be designed with a privacy protected, user-friendly, interactive, searchable interface that provides information relevant to claimants, employers, and the public.
  (3) No individual information shall be posted on this portal.
  (4) The portal shall be compliant with Health Insurance Portability and Accountability Act of 1996, approved August 21, 1996 (Pub. L. No. 104-191; 110 Stat. 1936).
  (5) The components of the portal accessible to the general public shall include at a minimum, real-time, searchable parameters for the purpose of collection of reportable data, tracking program use, and to use data to reduce the cost of the program and to integrate the program with existing District benefit programs.
  (6) The portal, and all associated software necessary to administer the paid-leave program established pursuant to this subchapter , shall be designed to be able to handle the benefits provided for in this subchapter and future changes to the parameters of the program, including the maximum number of weeks an eligible individual may claim for a qualifying leave event or the formula for calculating weekly benefits.
(h) Information contained in the files and records pertaining to an individual under this subchapter are confidential and not open to public inspection, other than to public employees in the performance of their official duties.  An individual or an authorized representative of an individual may review his or her own records or receive specific information from his or her own records. All documents may be accepted and distributed electronically pursuant to § 28-4917 .
(i) (1) The Mayor shall prescribe and provide to covered employers a notice explaining:
    (A) The employees' right to paid-leave benefits under this subchapter and the terms under which such leave may be used;
    (B) That retaliation by the covered employer against the covered employee for requesting, applying for, or using paid-leave benefits is prohibited;
    (C) That an employee who works for a covered employer with under 20 employees shall not be entitled to job protection if he or she decides to take paid leave pursuant to this subchapter ; and
    (D) That the covered employee has a right to file a complaint and the procedures established by the Mayor for filing a complaint.
  (2) The notice shall comply with subchapter II of Chapter 19 of Title 2 .
  (3) Each covered employer shall, at the time of hiring and annually thereafter, and at the time the covered employer is aware that the leave is needed, provide this notice to each covered employee.  Each covered employer shall also post and maintain the notice in a conspicuous place in English and in all languages in which the Mayor has published the notice.
  (4) A covered employer who violates this notice requirement shall be assessed a civil penalty not to exceed $100 for each covered employee to whom individual notice was not delivered and $100 for each day that the covered employer fails to post the notice in a conspicuous place.  No liability for failure to post notice will arise under this section if the Mayor has not prescribed the notice required by this section.
(j) (1) The Mayor shall conduct a public-education campaign, which shall be paid for out of the Universal Paid Leave Administration Fund, pursuant to § 32-551.02(c)(1) , to inform individuals of the benefits provided for in this subchapter .
  (2) The Mayor shall coordinate with the Office of Human Rights and other agencies the Mayor deems appropriate to create an awareness campaign for the paid-leave program established pursuant to this subchapter .
  (3) All outreach information shall comply with subchapter II of Chapter 19 of Title 2 .
D.C. Code § 32-131.17 — DC Code / Title 32 / Chapter 1A / § 32-131.17
§ 32-131.17. Appropriations contingency.
Status: in_force

Recodified as § 32-531.17
D.C. Code § 32-1231.10 — DC Code / Title 32 / Chapter 12A / § 32-1231.10
§ 32-1231.10. Interest and collection on amounts due.
Status: in_force

(a) In any administrative or civil action brought under this chapter, the Mayor or court shall award interest on all amounts due and unpaid at the rate of interest specified in § 28-3302(b) or (c).
(b) The award of any money awarded to an employee under this chapter shall be enforceable by the employee to whom the debt is owed or may be collected by the District on behalf of the employee.
D.C. Code § 32-1604 — DC Code / Title 32 / Chapter 16 / § 32-1604
§ 32-1604. Council approval of state workforce plans.
Status: in_force

Upon the Mayor’s approval of the state plan described in § 32-1603(f)(2)(A) , or any modification of such plan, the Mayor shall transmit the state plan to the Council for a 10-day period of review. If the Council does not approve or disapprove the state plan or modification, by resolution, within the 10-day review period, the state workforce plan shall be deemed approved.
D.C. Code § 32-1661 — DC Code / Title 32 / Chapter 16 / § 32-1661
§ 32-1661. Definitions; Task Force established; member ship; duties.
Status: in_force

(a) For the purposes of this subchapter, the term:
  (1) “Basic skills program” means a secondary, post-secondary, or alternative education or training program that helps individuals enhance the reading, writing, math, English language, digital literacy, or problem-solving skills that adults need to succeed in a job, occupational training, or postsecondary education.
  (2) “Career pathways” means an approach to connecting progressive levels of basic skills and postsecondary education, training, and supportive services in specific sectors or cross-sector occupations in a way that optimizes the progress and success of individuals (including those with limited education, English skills, or work experience) in securing marketable credentials, family-supporting employment, and further education and employment opportunities.
  (3) “High-demand occupations or sectors” means occupations or sectors consistent with the Workforce Investment Council’s current Workforce Investment Act of 1998 Demand Occupation List.
  (4) “Task Force” means the Adult Career Pathways Task Force established in subsection (b) of this section.
(b) Beginning October 1, 2014, the Mayor shall establish an Adult Career Pathways Task Force that shall have as its purpose development of a city-wide strategic plan for connecting adult basic skills programs administered in the District to career pathways.
(c) The Task Force shall be convened by the Workforce Investment Council, and shall consist of the following 17 members:
  (1) The Chairman of the Council, or his or her designee;
  (2) The Chair of the Workforce Investment Council, or his or her designee;
  (3) The Deputy Mayor for Education, or his or her designee;
  (4) The State Superintendent of Education, or his or her designee;
  (5) The Chancellor of the District of Columbia Public Schools, or his or her designee;
  (6) The Chair of the Public Charter School Board, or his or her designee;
  (7) The Director of the Department of Employment Services, or his or her designee;
  (8) The Director of the Department of Human Services, or his or her designee;
  (8A) The Director of the Department on Disability Services, or his or her designee;
  (9) The Executive Director of the D.C. Public Library, or his or her designee;
  (10) A representative of the University of the District of Columbia Community College, appointed by the President of the University of the District of Columbia; and
  (11) Six community representatives, appointed by the Mayor, as follows:
    (A) A representative of a District organization engaged in the direct provision of a basic skills program;
    (B) A representative of a District school engaged in the direct provision of a basic skills program;
    (C) A representative of a District job training provider; and
    (D) Three representatives of the District business community that the Workforce Investment Council determines are from in-demand industry sectors, as defined by section 3(23) of the Workforce Innovation and Opportunity Act, approved July 22, 2014 (128 Stat. 1433; 29 U.S.C. § 3102(23)).
(d) No later than September 30, 2015, the Task Force shall submit to the Council and the Mayor the city-wide strategic plan required under this section. The plan shall be developed in concert with the District’s state integrated workforce development plan required under the Workforce Innovation and Opportunity Act, approved July 22, 2014 (128 Stat. 1425; 29 U.S.C. § 3101 et seq.). In developing the strategic plan, the Task Force shall:
  (1) Review best practices for improving literacy, numeracy, and technology skills for adults;
  (2) Review and analyze adult basic skills programs currently administered by the Office of the State Superintendent of Education, the District of Columbia Public Schools, the District of Columbia Public Charter Schools, the University of the District of Columbia Community College, the District of Columbia Public Library, and other agencies identified by the Task Force , with focus provided to the missions and goals of the various programs, the types of credentials offered, the degree of funding levels, the age and educational functioning level of students at time of program entry and the rates of gains upon completion, and the degree to which the program partners with job training providers, postsecondary education programs, or employers;
  (3) Consult with stakeholders, including the following:
    (A) Organizations with research or policy expertise in adult basic skills programs and career pathways;
    (B) Organizations focused on adult education and workforce development research or service provision;
    (C) Representatives of the District’s business community in high-demand occupations or sectors that the Task Force has identified for potential career pathways; and
    (D) Representatives from the philanthropic community;
  (4) Perform an analysis of evidence-based approaches for helping adult learners with different needs and skill levels advance in career pathways, with special attention paid to practices for adult learners with basic skills below the 6th grade level;
  (5) Develop a city-wide mission statement for ensuring that adult learners have access to career pathways by 2020 and annual benchmarks for measuring progress toward that goal;
  (6) Analyze the high-demand occupations or sectors in which career pathways can be developed;
  (7) Develop responsibilities among the Task Force agencies for meeting the citywide goals, including recommendations to better align policies and practices around support services;
  (8) Develop common performance definitions and measures that adult basic skills programs will use to track progress, including educational gains, secondary school diploma or equivalent credential attainment, employment placement and retention, entrance into postsecondary education or training, and other credential completion; and
  (9) Analyze existing professional development opportunities for adult educators and develop a strategy for addressing any identified gaps.
(e) Following the completion of the city-wide strategic plan, the Workforce Investment Council shall convene the Task Force on a quarterly basis to track implementation of the strategy.
D.C. Code § 32-513 — DC Code / Title 32 / Chapter 5 / § 32-513
§ 32-513. Effect on existing employment benefits.
Status: in_force

(a) Nothing in this chapter shall diminish an employer’s obligation to comply with any collective bargaining agreement or any employment benefit program or plan that provides greater family or medical leave rights to an employee than the family or medical leave rights provided under this chapter.
(b) The rights provided to an employee under this chapter may not be diminished by any collective bargaining agreement or any employment benefit program or plan, except that this chapter shall not supersede any clause on family or medical leave in any collective bargaining agreement in force on October 3, 1990, for the time that the collective bargaining agreement is in effect.
(c) The rights provided to an employee under this chapter may be suspended temporarily for an employee of a public safety agency if the employee is required by rules or regulations of the agency or by the provisions of a collective bargaining agreement to return to duty because of an emergency declared by the agency head or the Mayor.
D.C. Code § 32-901 — DC Code / Title 32 / Chapter 9 / § 32-901
§ 32-901. Definitions.
Status: in_force

As used in this chapter, the term:
(1) “Employee” means any natural person who performs any labor for compensation, in whole or in part, in the District of Columbia; but does not include:
  (A) Employees of any authority of the government of the United States other than the District of Columbia government;
  (B) Employees of any foreign government; or
  (C) Employees of any international organization defined in 22 U.S.C. § 288.
(2) “Employer” means anyone who employs any natural person and who does business in the District of Columbia, but does not include any agency or authority of the federal government.
(3) “Hiring procedure” means any procedure or action in the District of Columbia used to find, or to select for employment, any person seeking employment, whether the procedure is used by a prospective employer with all persons seeking employment, or is used only selectively with such persons.
(4) “Lie detector test” means any polygraph, lie detector, or other test which by any mechanical, electrical, chemical, or physiological means attempts to determine whether a person is telling the truth, or the truth to the best of the person’s knowledge.
D.C. Code § 32-531.13 — DC Code / Title 32 / Chapter 5 / § 32-531.13
§ 32-531.13. Rules.
Status: in_force

The Mayor, pursuant to subchapter I of Chapter 5 of Title 2 , may issue rules to implement the provisions of this subchapter. If rules are promulgated, the Mayor shall submit the proposed rules to the Council for a 30-day period of review, excluding Saturdays, Sundays, legal holidays, and days of Council recess. If the Council does not approve or disapprove the proposed rules, in whole or in part, by resolution, within this 30-day review period, the proposed rules shall be deemed approved.