D.C. Code § 32-1524 — DC Code / Title 32 / Chapter 15 / § 32-1524
§ 32-1524. Modification of awards.
Status: in_force

(a) At any time prior to 1 year after the date of the last payment of compensation or at any time prior to 1 year after the rejection of a claim, provided, however, that in the case of a claim filed pursuant to § 32-1508(a)(3)(V) the time period shall be at any time prior to 3 years after the date of the last payment of compensation or at any time prior to 3 years after the rejection of a claim, the Mayor may, upon his own initiative or upon application of a party in interest, order a review of a compensation case pursuant to the procedures provided in § 32-1520 where there is reason to believe that a change of conditions has occurred which raises issues concerning:
  (1) The fact or the degree of disability or the amount of compensation payable pursuant thereto; or
  (2) The fact of eligibility or the amount of compensation payable pursuant to § 32-1509 .
(b) A review ordered pursuant to subsection (a) of this section shall be limited solely to new evidence which directly addresses the alleged change of conditions.
(c) Upon the completion of a review conducted pursuant to subsection (a) of this section, the Mayor shall issue a new compensation order which may terminate, continue, reinstate, increase, or decrease such compensation previously paid, or award compensation. An award increasing or decreasing the compensation rate may be made and shall be effective from the date of the Mayor’s order for a review of the compensation case. If, since the date of the Mayor’s order for a review of the compensation case, the employer has made any payments of compensation at a rate greater than the rate provided in the new compensation order, the employer shall be entitled to be reimbursed for the difference in accordance with rules promulgated by the Mayor. If, since the date of the Mayor’s order for review of the compensation case, the employer has made any payments of compensation at a rate less than the rate provided in the new compensation order, the employee shall be entitled to the difference as additional compensation in accordance with rules promulgated by the Mayor.
(d) A compensation order issued pursuant to subsection (c) of this section shall be reviewable pursuant to § 32-1522 .
D.C. Code § 32-1691.10 — DC Code / Title 32 / Chapter 16 / § 32-1691.10
§ 32-1691.10. IT Advisory Report.
Status: in_force

(a) No later than September 30, 2022, the WIC shall submit to the Mayor, Council, UDC-CC, WDLL, and community training providers, an IT Advisory Report, which shall contain the following:
  (1) The number of District residents needed to meet hiring demands of District employers hiring for IT occupation jobs;
  (2) The occupational credentials less than a bachelor's degree needed for District residents to be eligible for employment in IT occupations;
  (3) The necessary hard and soft skills needed to succeed in IT occupations;
  (4) Target performance outcomes for Program training providers to achieve pertaining to recruitment, enrollment, course or degree completion, credential attainment, employment, average starting wage, and retention of employment at 6 months and one year; and
  (5) Recommendations for Program training providers on the following:
    (A) New or additional IT courses that Program training providers should offer;
    (B) Existing IT course offerings that Program training providers should expand;
    (C) IT course content adjustments that could be made to align courses with skills needed on the job in IT occupations;
    (D) Equipment and facilities upgrades necessary for relevant IT education and IT training to achieve the recommendations in paragraphs (1), (2), and (3) of this subsection; and
    (E) Any other information deemed appropriate by the IT Board.
D.C. Code § 32-1344 — DC Code / Title 32 / Chapter 13B / § 32-1344
§ 32-1344. Penalties.
Status: in_force

If the Commission on Human Rights finds that a violation of this subchapter has occurred, the commission shall impose the following penalties, of which half shall be awarded to the complainant:
(1) For employers that employ 11 to 30 employees, a fine of up to $1,000;
(2) For employers that employ 31 to 99 employees, a fine of up to $2,500; or
(3) For employers that employ 100 or more employees, a fine of up to $5,000.
D.C. Code § 32-111.03 — DC Code / Title 32 / Chapter 1 / § 32-111.03
§ 32-111.03. Changes in controlling interest or employer.
Status: in_force

*NOTE: This section will expire on June 30, 2023.*
(a) This section shall not apply to:
  (1) Eligible employees otherwise covered by § 32-102 ; or
  (2) Eligible or retained employees who work at restaurants, taverns, brew pubs, nightclubs, or clubs unless the change in controlling interest or identity of an employer would have no demonstrable change to its operations.
(b) Except as provided in subsection (a) of this section, the requirements of § 32-111.02 shall apply to a new employer.
(c) (1) A new employer shall retain any:
    (A) Eligible employee reinstated pursuant to § 32-111.02 for a 90-day transition period beginning on the date the eligible employee is reinstated; and
    (B) Retained employee who agrees to remain employed by the new employer for a 90-day transition period beginning on the date of the change in controlling interest or identity of the employer.
  (2) Except as provided in paragraph (5) of this subsection, the new employer shall not discharge a retained employee or an eligible employee reinstated pursuant to § 32-111.02 during the 90-day transition period without cause.
  (3) At the end of the 90-day transition period, the new employer shall perform a written performance evaluation for each retained employee and each eligible employee reinstated pursuant to § 32-111.02 , and if the retained employee's or eligible employee's performance during the 90-day transition period was satisfactory, the new employer shall offer the retained employee or eligible employee continued employment under the terms and conditions established by the new employer.
  (4) (A) Beginning on February 1, 2021, an employer that anticipates a change in controlling interest or the identity of the employer, shall, no later than 15 calendar days before the anticipated date of the change in controlling interest or the identity of the employer, provide the following notice:
      (i) To all parties to the transaction that results in the change in controlling interest or the identity of the employer, notice of the name, last known address, date of hire, position, and text or telephone contact information of each eligible employee;
      (ii) To retained employees and eligible employees, notice that the employer is experiencing or anticipates a change in controlling interest or identity of the employer and of an employee's right to reinstatement or retention under this section; and
      (iii) To any labor organization that represents the employer's retained employees or eligible employees, the notices specified in sub-subparagraphs (i) and (ii) of this subparagraph.
    (B) The new employer shall provide the notice required pursuant to subparagraph (A)(ii) of this paragraph by:
      (i) Posting the notice on the premises of the covered establishment in the same place and manner as other statutorily-required notices, unless the covered establishment is no longer operating; and
      (ii) By texting, emailing, or mailing to the last known address the notice to all eligible employees.
  (5) If at any time, a new employer determines that fewer employees are required to work at the covered establishment than the number required before the change in controlling interest or identity of the employer, the new employer shall retain employees by seniority within job classification; provided, that if the new employer is a restaurant, tavern, brew pub, nightclub, or club, the new employer shall not be required to utilize seniority.
D.C. Code § 32-245 — DC Code / Title 32 / Chapter 2 / § 32-245
§ 32-245. Evaluation of the summer youth employment program.
Status: in_force

(a) By December 1, 2019, and every year thereafter, the Mayor shall hire an independent contractor to evaluate the next year's summer youth employment program. The contractor shall conduct the evaluation according to nationally accepted standards. The evaluation criteria shall include a pre-program and post-program survey of participating youth and employers. The contractor shall interview local youth workforce development stakeholders, experts, and providers when preparing the evaluation.
(b) The evaluation shall include an assessment of the following:
  (1) Client satisfaction from participating youth and employers;
  (2) Job responsibilities of participating youth;
  (3) Support mechanisms for participating youth and employers;
  (4) Sense of progress as it relates to job readiness and specific work skills gained for participating youth;
  (5) An estimation of the percentage of youth participating in each of the various types of activities provided through the summer youth employment program (for example, work experience, academic, and youth enrichment);
  (6) An assessment of the steps taken to address shortcomings identified in previous program evaluations and an analysis of the effectiveness of these corrective measures;
  (7) The various types of soft skills training programs offered, including pre-program bootcamps, online modules, contracted services, and in-program instruction, to determine which models were most successful at imparting soft skills; and
  (8) The causes of participant attrition, including the impact of the program's registration and documentation requirements on attrition.
(c) By December 30, 2020, and every year thereafter, the contractor shall present the results of the evaluation conducted pursuant to subsection (a) of this section to the Council and the Department of Employment Services. The department shall place the evaluation on its website.
D.C. Code § 32-1684 — DC Code / Title 32 / Chapter 16 / § 32-1684
§ 32-1684. Healthcare Workforce Partnership.
Status: in_force

(a) The Intermediary shall establish the Healthcare Workforce Partnership, which shall work to increase the number of District residents employed in the healthcare sector and to meet the staffing needs of District healthcare employers, particularly of hospitals that receive District government funds.
(b) (1) The Director of the WIC, or the Director's designee, shall serve as a member of the Partnership.
  (2) The Intermediary shall serve as a member of the Partnership and shall appoint community members in consultation with the WIC.
  (3) Community members, the majority of which shall be healthcare sector employers, shall consist of the following:
    (A) At least 5 employer representatives of the District's healthcare sector, which shall represent a variety of healthcare disciplines;
    (B) At least one representative of a healthcare industry trade association;
    (C) At least one representative from a labor organization that represents healthcare workers;
    (D) At least one representative from a nonprofit organization that offers training programs;
    (E) At least one representative from an adult education integrated education and training program, as defined in 34 C.F.R. § 463.35, in the healthcare sector; and
    (F) [Expires September 30, 2024] At least one representative from an employer of workers who are certified nursing aides, certified home health aides, or medication aide certified, including licensed home health agencies, assisted living residences, adult day health programs, nursing facilities, and long-term direct healthcare providers.
(c) Community members shall serve for the duration of the HWI grant and may be reappointed.
(d) The Partnership shall meet at least once each quarter for the duration of the HWI grant.
(e) No later than July 1, 2021, and annually thereafter in advance of the start of a new fiscal year, the Partnership shall submit to the WIC, through the Intermediary, its Healthcare Occupations Report, which shall contain the following:
  (1) Recommendations of 3 to 5 healthcare occupations requiring less than a bachelor's degree, which may include occupations for which incumbent workers may be upskilled, in which the District should invest in training;
  (2) A summary of the occupational hiring needs of hospitals receiving or committed to receive District government funds, including an estimate of the number of workers needed, disaggregated by healthcare occupation;
  (3) A recommendation of the number of District residents the WIC should train in the occupations identified pursuant to paragraph (1) of this subsection;
  (4) A list of occupational skills required to obtain employment in the occupations identified pursuant to paragraph (1) of this subsection;
  (5) Recommendations of curricula for training in the occupations identified pursuant to paragraph (1) of this subsection;
  (6) An explanation of the feasibility of providing virtual training or distance learning, and recommendations to implement virtual training;
  (7) Customized healthcare career pathway maps for the occupations identified pursuant to paragraph (1) of this subsection;
  (8) Recommendations of strategies and tactics to increase the capacity of training providers to train District residents; and
  (9) Recommendations to attract District residents to, and retain District residents in, the occupations identified pursuant to paragraph (1) of this subsection, including necessary tactics to increase candidates' hard and soft skills and to reduce barriers to employment.
D.C. Code § 32-1040 — DC Code / Title 32 / Chapter 10 / § 32-1040
§ 32-1040. Mayor authorized to take testimony and issue subpoenas.
Status: repealed

Repealed.
D.C. Code § 32-1342 — DC Code / Title 32 / Chapter 13B / § 32-1342
§ 32-1342. Inquiries into certain arrests, accusations, and convictions.
Status: in_force

(a) An employer may not make an inquiry about or require an applicant to disclose or reveal:
  (1) An arrest; or
  (2) A criminal accusation made against the applicant, which:
    (A) Is not then pending against the applicant; or
    (B) Did not result in a conviction.
(b) An employer may not make an inquiry about or require an applicant to disclose or reveal a criminal conviction until after making a conditional offer of employment.
(c) The prohibitions of this subchapter shall not apply:
  (1) Where a federal or District law or regulation requires the consideration of an applicant’s criminal history for the purposes of employment;
  (2) To a position designated by the employer as part of a federal or District government program or obligation that is designed to encourage the employment of those with criminal histories; or
  (3) To any facility or employer that provides programs, services, or direct care to minors or vulnerable adults.
(d) Following the extension of a conditional offer of employment, an employer may only withdraw the conditional offer to an applicant or take an adverse action against an applicant for a legitimate business reason. The employer’s determination of a legitimate business reason must be reasonable in light of the following factors:
  (1) The specific duties and responsibilities necessarily related to the employment sought or held by the applicant;
  (2) The bearing, if any, of the criminal offense for which the applicant was previously convicted will have on his or her fitness or ability to perform one or more such duties or responsibilities;
  (3) The time which has elapsed since the occurrence of the criminal offense;
  (4) The age of the applicant at the time of the occurrence of the criminal offense;
  (5) The frequency and seriousness of the criminal offense; and
  (6) Any information produced by the applicant, or produced on his or her behalf, in regard to his or her rehabilitation and good conduct since the occurrence of the criminal offense.
(e) If an applicant believes that a conditional offer was terminated or an adverse action was taken against the applicant on the basis of a criminal conviction, the applicant may request, within 30 days after the termination or adverse action, that the employer provide the applicant within 30 days after the receipt of the request:
  (1) A copy of any and all records procured by the employer in consideration of the applicant, including criminal records; and
  (2) A notice that advises the applicant of his or her opportunity to file an administrative complaint with the Office of Human Rights.
D.C. Code § 32-1343 — DC Code / Title 32 / Chapter 13B / § 32-1343
§ 32-1343. Filing a complaint with the Office of Human Rights; exclusive remedy.
Status: in_force

(a) A person claiming to be aggrieved by a violation of this subchapter may file an administrative complaint with the Office of Human Rights, in accordance with the procedures set forth in subchapter III of Unit A of Chapter 14 of Title 2 [ § 2-1403.01 et seq.].
(b) The administrative remedies referenced in § 32-1344 are exclusive. A person claiming to be aggrieved by a violation of this subchapter shall have no private cause of action in any court based on a violation of this subchapter.
D.C. Code § 32-131.14 — DC Code / Title 32 / Chapter 1A / § 32-131.14
§ 32-131.14. Hardship exemption.
Status: in_force

Recodified as § 32-531.14
D.C. Code § 32-509 — DC Code / Title 32 / Chapter 5 / § 32-509
§ 32-509. Administrative enforcement procedure; relief.
Status: in_force

(a) The Mayor shall provide an administrative procedure pursuant to which a person claimed to be aggrieved under this chapter may file a complaint against an employer alleged to have violated this chapter. A complaint shall be filed within 1 year of the occurrence or discovery of the alleged violation of this chapter.
(b) The administrative procedure shall include, but not be limited to:
  (1) An investigation of the complaint and an attempt to resolve the complaint by conference, conciliation, or persuasion;
  (2) If the complaint is not resolved, a determination on the existence of probable cause to believe a violation of this chapter has occurred;
  (3) If there is a determination that probable cause exists, the issuance and service of a written notice and a copy of the complaint to the employer alleged to have committed the violation that requires the employer to answer the charges of the complaint at a formal hearing;
  (4) A hearing conducted in accordance with procedures that the Mayor shall promulgate pursuant to subchapter I of Chapter 5 of Title 2 ;
  (5) A decision and order accompanied by findings of fact and conclusions of law;
  (6) If there is a determination that an employer committed a violation of this chapter, the issuance of an order that requires the employer to pay the employee damages in an amount equal to:
    (A) Any wages, salary, employment benefits, or other compensation denied or lost to the employee due to the violation plus interest on the amount calculated at the rate prescribed in § 28-3302(b) or (c); and
    (B) An amount equal to the greater of:
      (i) The amount determined under subparagraph (A) of this paragraph; or
      (ii) Consequential damages not to exceed an amount equal to 3 times the amount determined under subparagraph (A) of this paragraph plus any medical expenses not covered by the health insurance of the employee; or
    (C) A reduction in damages, within the discretion of the trier of fact, for an employer who violates this chapter and proves that the violation occurred in good faith and that the employer had reasonable grounds to believe that the employer’s action or omission was not in violation of this chapter; and
  (7) A provision that authorizes the award of costs and reasonable attorney’s fees to the prevailing party in addition to other relief awarded under this chapter.
(c) Any person who is adversely affected or aggrieved by an order or decision issued pursuant to subsection (b) of this section is entitled to judicial review of the order or decision in accordance with § 2-510 , upon filing a written petition for review in the District of Columbia Court of Appeals.
(d) (1) If the Mayor determines that the employer has not complied with an order after 20 days following service of the order, the Mayor shall certify the matter to the Corporation Counsel and to any other agency as may be appropriate for enforcement.
  (2) The Corporation Counsel shall institute, in the name of the District, a civil proceeding that may include seeking injunctive relief, as is necessary to obtain complete compliance with the order.
  (3) An enforcement action shall not be instituted pending judicial review as provided in subsection (c) of this section.
(e) The entire administrative enforcement procedure outlined in subsections (a) and (b) of this section, including the formal hearing, shall take no longer than 150 days to complete from the date the complaint is filed. If the Mayor fails to make a reasonable effort to comply with the deadline requirements of the administrative enforcement provisions prescribed by this subsection and the rules promulgated by the Mayor, the person who initiated the administrative enforcement procedure against the employer may file a civil action against the employer pursuant to § 32-510 .
D.C. Code § 32-1014 — DC Code / Title 32 / Chapter 10 / § 32-1014
§ 32-1014. Collective bargaining.
Status: in_force

Nothing in this subchapter shall be deemed to interfere with, impede, or in any way diminish the right of employees to bargain collectively with their employers through representatives of their own choosing in order to establish wages or other conditions of work in excess of the standards applicable under the provisions of this subchapter.
D.C. Code § 32-1331.14 — DC Code / Title 32 / Chapter 13 / § 32-1331.14
§ 32-1331.14. Rules.
Status: in_force

The Mayor, pursuant to subchapter I of Chapter 5 of Title 2 [ § 2-501 et seq.], may issue rules to implement the provisions of this subchapter. The proposed rules shall be submitted 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.
D.C. Code § 32-1341 — DC Code / Title 32 / Chapter 13B / § 32-1341
§ 32-1341. Definitions.
Status: in_force

For the purposes of this subchapter, the term:
(1) “Applicant” means any person considered or who requests to be considered for employment by an employer.
(2) “Arrest” means being apprehended, detained, taken into custody, held for investigation, or restrained by a law enforcement agency due to an accusation or suspicion that the person committed a crime.
(3) “Conditional offer” means an offer that is conditional solely on:
  (A) The results of the employer’s subsequent inquiring into or gathering information about the applicant’s criminal record; or
  (B) Some other employment-related contingency expressly communicated to the applicant at the time of the offer.
(4) “Conviction” means any sentence arising from a verdict or plea of guilty or nolo contendere, including a sentence of incarceration, a suspended sentence, a sentence of probation, or a sentence of unconditional discharge.
(5) “Criminal accusation” means an existing accusation that an individual has committed a crime, lodged by a law enforcement agency through an indictment, information, complaint, or other formal charge.
(6) “Employer” means any person, company, corporation, firm, labor organization, or association, including the District government, but not including the courts, that employs more than 10 employees in the District of Columbia.
(7) “Employment” means any occupation, vocation, job, or work for pay, including temporary or seasonal work, contracted work, contingent work, and work through the services of a temporary or other employment agency or any form of vocational or educational training with or without pay, where the physical location of the employment is in whole or substantial part within the District of Columbia.
(8) “Inquiry” means any direct or indirect conduct intended to gather criminal history information from or about an applicant using any method, including application forms, interviews, and criminal history checks.
(9) “Interview” means any direct contact by the employer with the applicant, whether in person or by telephone, to discuss the employment being sought or the applicant’s qualifications.
D.C. Code § 32-1036 — DC Code / Title 32 / Chapter 10 / § 32-1036
§ 32-1036. Reconsideration and revision of wage orders; ad hoc committees; committee reports of findings and recommendations; failure to report.
Status: repealed

Repealed.
D.C. Code § 32-131.12 — DC Code / Title 32 / Chapter 1A / § 32-131.12
§ 32-131.12. Penalties.
Status: in_force

Recodified as § 32-531.12
D.C. Code § 32-305 — DC Code / Title 32 / Chapter 3 / § 32-305
§ 32-305. Procurement requirements for District government.
Status: in_force

(a) If any agency of the District government intends to procure any product or service on the procurement list, that agency shall, in accordance with rules and regulations not contrary to the procurement laws and rules and regulations of the District of Columbia and of the Committee, procure such product or service, at the price established by the Committee, from a qualified nonprofit agency for the blind and other individuals with severe disabilities if the product or service is available within the period required by that agency and if the product meets the minimum quality standards required by the agency; provided, that this chapter shall not apply in any cases where products or services are available for procurement from any agency of the District government and procurement therefrom is required under the provisions of any law in effect on the date of enactment of this chapter. These procurement actions shall not abrogate any existing contractual agreements for goods or services but shall only apply after the termination of existing contractual agreements.
(b) In furthering the purposes of this chapter and in contributing to the economy of the District government, it is the intent of the Council that there be close cooperation between the Committee and any agency of the District government from which procurement of products or services is required under the provisions of any law in effect on the date of enactment of this chapter. The Committee and any such agency of the District government are authorized to enter into such contractual agreements, cooperative working relationships or other arrangements as may be determined to be necessary for effective coordination and efficient realization of the objectives of this chapter and any other law requiring procurement of products or services from any agency of the District government.
D.C. Code § 32-207 — DC Code / Title 32 / Chapter 2 / § 32-207
§ 32-207. Work or vacation permit — Procurement by employer.
Status: in_force

No minor under 18 years of age shall be employed, permitted, or suffered to work in, about, or in connection with any gainful occupation, except in agricultural work or housework as specified in § 32-201 , unless the employer procures and keeps on file and accessible to any attendance officer, inspector or other person authorized to enforce this subchapter a work or vacation permit issued as hereinafter prescribed, except that minors under 18 years of age may be employed without a permit outside of school hours in irregular or casual work usual to the home of the employer; provided, that such employment shall not be in connection with nor form a part of the business, trade, profession, or occupation of the employer; and provided further, that such employment shall not be specifically prohibited by any provision of this subchapter or by any order issued under the authority of § 32-203 .
D.C. Code § 32-1623 — DC Code / Title 32 / Chapter 16 / § 32-1623
§ 32-1623. Requirement to share information.
Status: in_force

District agencies that manage, administer, oversee, or fund workforce development or adult education programs covered pursuant to § 32-1622(c) shall transmit to the WIC the information necessary to create the guide no later than 60 days after receiving a request from the WIC for such information; provided, that:
(a) (1) An agency shall not be required to disclose information specifically protected from disclosure to another agency pursuant to District or federal law;
  (2) An agency shall not be required to transmit individual-level or personally identifiable information without a legally executed memorandum of understanding or similar legal instrument;
  (3) All agencies shall comply with all relevant privacy laws and no personally identifiable information shall be publicly released or made publicly available; and
  (4) The Public Charter School Board shall not be required to transmit the information required by this subchapter , although the WIC may request such information from the Public Charter School Board.
D.C. Code § 32-1101 — DC Code / Title 32 / Chapter 11 / § 32-1101
§ 32-1101. Definitions.
Status: in_force

For the purposes of this chapter, the term:
(1) “Authorized employee representative” means a person or persons selected and authorized by the employee or employees of a workplace to assist or represent the employee or employees in exercising their rights under the provisions of this chapter.
(2) “Board” means the District of Columbia Occupational Safety and Health Board established by § 32-1105 .
(3) “Commission” means the District of Columbia Occupational Safety and Health Commission established by § 32-1106 .
(4) “District” means the District of Columbia.
(5) “Employee” means an individual working for an employer for a salary, wage, or other compensation or pursuant to any other contractual obligation.
(6) “Employer” means any person, firm, corporation, partnership, stock association, agent, manager, representative, foreman, or any other person having control or custody of any place of employment or of any employee. The term “employer” shall include a District government or quasi-governmental agency and an entity established pursuant to interstate compact. The term “employer” shall not include the United States government or its agencies.
(7) “Federal Act” means the Occupational Safety and Health Act of 1970, approved December 29, 1970 (84 Stat. 1590; 29 U.S.C. § 651 et seq.).
(8) “Inspection” means an examination of a workplace on a routine basis.
(9) “Investigation” means an examination of a specific hazard, accident, injury, or death.
(10) “Plan” means the occupational safety and health plan for the District provided for in § 32-1104 .
(11) “Secretary” means the Secretary of the United States Department of Labor.
(12) “Standard” means an occupational safety and health standard that requires conditions or the adoption or use of 1 or more practices, means, methods, operations, or processes that are reasonably necessary or appropriate to provide safe or healthful employment and places of employment.
D.C. Code § 32-1331.07 — DC Code / Title 32 / Chapter 13 / § 32-1331.07
§ 32-1331.07. Penalties.
Status: in_force

(a) Any employer who violates or fails to comply with the requirements of this subchapter shall be subject to a civil penalty of not less than $1,000, and not more than $5,000, for each violation. Each employee who is not properly classified in violation of this subchapter shall be considered a separate violation.
(b) An employer who violates § 32-1331.10 shall be subject to a civil penalty of not less than $5,000, and not more than $10,000, for each such violation.
(c) In addition to the penalties provided in subsections (a) and (b) of this section, an employer may be subject to a stop work order, and may be ordered to make restitution, pay any interest due, and otherwise comply with all applicable laws and regulations.
(d) Within 30 days of the final order, an employer found in violation of this subchapter shall be required to:
  (1) Pay restitution to or on behalf of any individual not properly classified; and
  (2) Otherwise come into compliance with all applicable labor laws, including those related to income tax withholding, unemployment insurance, wage and hour laws, and workers’ compensation.
(e) Notwithstanding subsections (a) and (b) of this section, an employer who has been found to have violated this subchapter more than twice in a 2-year period:
  (1) Shall have the choice of being assessed an administrative penalty of $20,000 for each employee that was not properly classified, or be debarred for 5 years; and
  (2) If an employer is debarred pursuant to paragraph (1) of this subsection, the employer shall be subject to a civil penalty of not less than $5,000, and not more than $10,000, for each employee that was not properly classified, and may be ordered to make restitution, pay any interest due, and otherwise comply with all applicable laws and regulations.
(f) Any penalty issued under this section against an employer 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 penalty was assessed; and
  (2) Is engaged in the same or equivalent trade or activity.
D.C. Code § 32-1308.02 — DC Code / Title 32 / Chapter 13 / § 32-1308.02
§ 32-1308.02. Interpretation of fees.
Status: in_force

No inference shall be drawn, or precedent established, based on the provisions in § 32-1308 or § 32-1308.01 that provide that attorney fees shall be calculated pursuant to the matrix approved in Salazar v. District of Columbia , 123 F.Supp.2d 8 (D.D.C. 2000) that such fees are reasonable for any law other than this chapter , the Minimum Wage Revision Act , the Sick and Safe Leave Act , or the Living Wage Act .
D.C. Code § 32-1412.02 — DC Code / Title 32 / Chapter 14 / § 32-1412.02
§ 32-1412.02. Use of funds.
Status: in_force

Department of Employment Services funds may be used to purchase food and non-alcoholic beverages for apprentices, when the purchase is reasonably necessary to assist in the effective achievement of a statutorily authorized goal, objective, or responsibility.
D.C. Code § 32-807 — DC Code / Title 32 / Chapter 8 / § 32-807
§ 32-807. Director of Industrial Safety.
Status: in_force

The Board is hereby authorized to employ a Director of Industrial Safety, who shall not be a member of the Board. The Director shall perform such duties as may be prescribed by the Board in administering the provisions of this subchapter.
D.C. Code § 32-503 — DC Code / Title 32 / Chapter 5 / § 32-503
§ 32-503. Medical leave requirement.
Status: in_force

(a) Subject to the provisions of § 32-504 , any employee who becomes unable to perform the functions of the employee’s position because of a serious health condition shall be entitled to medical leave for as long as the employee is unable to perform the functions, except that the medical leave shall not exceed 16 workweeks during any 24-month period. The medical leave may be taken intermittently when medically necessary.
(b) (1) Except as provided in paragraphs (2) through (4) of this subsection, medical leave may consist of unpaid leave.
  (2) Any paid medical or sick leave provided by an employer that the employee elects to use for medical leave shall count against the 16 workweeks of allowable medical leave under this chapter.
  (3) If an employer and employee agree that an employee may use paid vacation, personal, or compensatory leave as medical leave, the paid vacation, personal, or compensatory leave shall count against the 16 workweeks of medical leave provided in this chapter.
  (4) If an employer has a program that allows an employee to use the paid leave of another employee under certain conditions, and the conditions have been met, the employee may use the paid leave as medical leave and the leave shall count against the 16 workweeks of medical leave provided in this chapter.
(c) If the need for medical leave is foreseeable based on planned medical treatment or supervision, the employee shall:
  (1) Provide the employer with prior reasonable notice of the medical treatment or supervision; and
  (2) Make a reasonable effort to schedule the medical treatment or supervision, subject to the approval of the health care provider of the employee, in a manner that does not disrupt unduly the operations of the employer.
D.C. Code § 32-1412 — DC Code / Title 32 / Chapter 14 / § 32-1412
§ 32-1412. “Secretary of Labor” defined.
Status: repealed

Repealed.
D.C. Code § 32-507 — DC Code / Title 32 / Chapter 5 / § 32-507
§ 32-507. Prohibited acts.
Status: in_force

(a) It shall be unlawful for any person to interfere with, restrain, or deny the exercise of or the attempt to exercise any right provided by this chapter.
(b) It shall be unlawful for an employer to discharge or discriminate in any manner against any person because the person:
  (1) Opposes any practice made unlawful by this chapter;
  (2) Pursuant or related to this chapter:
    (A) Files or attempts to file a charge;
    (B) Institutes or attempts to institute a proceeding; or
    (C) Facilitates the institution of a proceeding; or
  (3) Gives any information or testimony in connection with an inquiry or proceeding related to this chapter.
D.C. Code § 32-505 — DC Code / Title 32 / Chapter 5 / § 32-505
§ 32-505. Employment and benefits protection.
Status: in_force

(a) Any employee who takes family or medical leave under this chapter shall not lose any employment benefit or seniority accrued before the date on which the family or medical leave commenced.
(b) (1) During any period in which an employee takes family or medical leave under § 32-502 or § 32-503 , the employer shall maintain coverage under any group health plan, as defined in section 5000(b) of the Internal Revenue Code of 1986, approved October 21, 1986 (100 Stat. 2012; 26 U.S.C. 5000(b)), except that for the purposes of this chapter, the term “group health plan” shall include a group health plan provided by the District of Columbia government. The employer shall maintain coverage for the duration of the family or medical leave at the same level and under the same conditions that coverage would have been provided if the employee had continued in employment from the date the employee commenced the family or medical leave until the date the employee was restored to employment pursuant to subsection (d) of this section.
  (2) An employer may require the employee to continue to make any contribution to a group health plan that the employee would have made if the employee had not taken family or medical leave. If an employee is unable or refuses to make the contribution to the group health plan, the employee shall forfeit the health plan benefit until the employee is restored to employment pursuant to subsection (d) of this section and resumes payment to the plan.
(c) (1) Nothing in this chapter shall prohibit an employer and an employee with a serious health condition from agreeing mutually to alternative employment for the employee throughout the duration of the serious health condition of the employee. Any period of alternative employment shall not cause a reduction in the amount of family or medical leave to which the employee is entitled under § 32-502 or § 32-503 .
  (2) When the employee who agreed to alternative employment is able to perform the functions of the employee’s original position, the employee shall be restored to the original position pursuant to subsection (d) of this section.
(d) Except as provided in subsection (f) of this section, upon return from family or medical leave taken pursuant to § 32-502 or § 32-503 , the employee shall be:
  (1) Restored by the employer to the position of employment held by the employee when the family or medical leave commenced; or
  (2) Restored to a position of employment equivalent to the position held by the employee when the family or medical leave commenced that includes equivalent employment benefits, pay, seniority, and other terms and conditions of employment.
(e) Except as provided in subsection (b) of this section, nothing in this section shall entitle an employee restored by an employer to a position of employment to:
  (1) The accrual of any seniority or employment benefit during any period of family or medical leave; or
  (2) Any right, employment benefit, or position of employment other than any right, employment benefit, or position of employment to which the employee would have been entitled had the employee not taken the family or medical leave.
(f) (1) Except as provided in paragraph (2) of this subsection, an employer in the District may deny restoration of employment to a salaried employee if the employee is among the 5 highest paid employees of an employer of fewer than 50 persons or among the highest paid 10% of employees of an employer of 50 or more persons and the following conditions are met:
    (A) The employer demonstrates that denial of restoration of employment is necessary to prevent substantial economic injury to the employer’s operations and the injury is not directly related to the leave that the employee took pursuant to this chapter; and
    (B) The employer notifies the employee of the intent to deny restoration of employment and the basis for the decision at the time the employer determines denial of restoration of employment is necessary.
  (2) The condition in paragraph (1)(A) of this subsection shall not apply if the following conditions have been met:
    (A) The employer is under a contract to provide work or services and the absence of the employee prohibits the employer from completing the contract in accordance with the terms of the contract;
    (B) Failure to complete the contract will cause substantial economic injury to the employer; and
    (C) After the employer made reasonable attempts, the employer failed to find a temporary replacement for the employee.
D.C. Code § 32-508 — DC Code / Title 32 / Chapter 5 / § 32-508
§ 32-508. Investigative authority.
Status: in_force

(a) An employer shall develop, maintain, and make available to the Mayor records regarding the employer’s activities related to this chapter that the Mayor may prescribe by rule.
(b) To ensure compliance with the provisions of this chapter, the Mayor, consistent with constitutional guidelines, may:
  (1) Investigate and gather data regarding any wage, hour, condition, or practice of employment related to this chapter; and
  (2) Enter or inspect any place of employment or record required by this chapter.
(c) For the purpose of any investigation provided for in this section, the Mayor may exercise the subpoena authority provided in § 1-301.21 .
D.C. Code § 32-1526 — DC Code / Title 32 / Chapter 15 / § 32-1526
§ 32-1526. Attendance of witnesses.
Status: in_force

No person shall be required to attend as a witness in any proceeding before the Mayor at more than 25 miles of the place of the hearing, unless his lawful mileage and fee for 1 day’s attendance shall be first paid or tendered to him; but the testimony of any witness including that of an interested party may be taken by deposition or interrogatories according to the rules of practice of the Superior Court of the District of Columbia.
D.C. Code § 32-1516 — DC Code / Title 32 / Chapter 15 / § 32-1516
§ 32-1516. Invalid agreements.
Status: in_force

(a) No agreement by an employee to pay any portion of premium paid by his employer to a carrier or to contribute to a benefit fund or department maintained by such employer for the purpose of providing compensation or medical services and supplies as required by this chapter shall be valid, and any employer who makes a deduction for such purpose or any employee entitled to the benefits of this chapter shall be guilty of a misdemeanor, and upon conviction thereof shall be punished by a fine of not more than $1,000.
(b) No agreement by an employee to waive his right to compensation under this chapter shall be valid.
D.C. Code § 32-1531 — DC Code / Title 32 / Chapter 15 / § 32-1531
§ 32-1531. Employer record of injury or death.
Status: in_force

Every employer shall keep a record with respect of any injury to an employee. Such record shall contain such information of disease, other disability, or death in respect of such injury as the Mayor may by regulation require, and shall be available for inspection by an authorized representative of the Mayor or of any agency of the government of the District of Columbia at such times and under such conditions as the Mayor may by regulation prescribe.
D.C. Code § 32-208 — DC Code / Title 32 / Chapter 2 / § 32-208
§ 32-208. Work or vacation permit — Issue by Board of Education; contents; records of applicants.
Status: in_force

The work or vacation permit required by this subchapter shall be issued by the Board of Education and shall state the name, sex, date, and place of birth, and place of residence of the minor, the grade last completed by said minor, and the kind of evidence of age accepted, and such other details as may be necessary for the identification of the minor. It shall certify that all the requirements for issuing a work or vacation permit under the provisions of this subchapter have been fulfilled and shall be signed by the person issuing it. It shall state the name and address of the employer for whom and the nature of the specific occupation in which the work permit authorizes the minor to be employed, and no permit shall be valid except for the employer so named and for the occupation so designated. It shall bear a number, shall show the date of its issue, and shall be signed by the minor for whom it is issued in the presence of the person issuing it, and shall be mailed or delivered to the employer. The Board shall maintain an office record for each applicant containing the minor’s name, sex, date and place of birth; evidence of age, residence, name and address of the employer; and nature of the specific occupation in which the minor is employed; the grade and school last attended by the minor; the employer’s statement of intention to employ; and the parent’s, guardian’s, or custodian’s written consent if such written consent is required.
D.C. Code § 32-1536 — DC Code / Title 32 / Chapter 15 / § 32-1536
§ 32-1536. Notice of compensation secured.
Status: in_force

Every employer who has secured compensation under the provisions of this chapter shall keep posted in a conspicuous place or places in and about his place or places of business typewritten or printed notices, in accordance with a form prescribed by the Mayor, stating that such employer has secured the payment of compensation in accordance with the provisions of this chapter. Such notices shall contain the name and address of the carrier, if any, with whom the employer has secured payment of compensation and the date of the expiration of the policy.
D.C. Code § 32-332 — DC Code / Title 32 / Chapter 3 / § 32-332
§ 32-332. Rules.
Status: in_force

The Mayor, pursuant to subchapter I of Chapter 5 of Title 2 , shall issue rules to implement the provisions of this subchapter.
D.C. Code § 32-531.07 — DC Code / Title 32 / Chapter 5 / § 32-531.07
§ 32-531.07. Encouragement of more generous paid leave policies.
Status: in_force

This subchapter shall not prevent an employer from the adoption or retention of a paid leave policy more generous than the one required by this subchapter.
D.C. Code § 32-1051.05 — DC Code / Title 32 / Chapter 10A / § 32-1051.05
§ 32-1051.05. Mayor's authority.
Status: in_force

The Mayor shall have the authority to:
(1) Investigate and ascertain the minimum work week of a covered employee;
(2) Enter and inspect a covered location of a covered employer to:
  (A) Inspect and copy:
    (i) Books;
    (ii) Registers;
    (iii) Payrolls; or
    (iv) Other records the Mayor considers necessary or appropriate; or
  (B) Question a covered employee to ascertain whether the covered employer is in compliance with the requirements of this chapter ;
(3) Require a covered employer to provide a sworn statement pertaining to the employment of a covered employee regarding:
  (A) Wages and hours; and
  (B) Any other information pertaining to the employment of the covered employee that the Mayor considers necessary or appropriate to carry out the purposes of this chapter ; and
(4) Following an admission of a violation by a respondent to a complaint, conduct an audit or issue a subpoena to determine if the rights of covered employees other than the complainant have also been violated.
D.C. Code § 32-531.16 — DC Code / Title 32 / Chapter 5 / § 32-531.16
§ 32-531.16. Applicability.
Status: in_force

(a) This subchapter shall apply 6 months after May 13, 2008.
(b) In the case of a collective bargaining agreement in effect on the effective date set forth in subsection (a) of this section, this subchapter shall apply on the earlier of the date of the termination of the agreement or the date that occurs 18 months after the effective date set forth in subsection (a) of this section.
D.C. Code § 32-1034 — DC Code / Title 32 / Chapter 10 / § 32-1034
§ 32-1034. Exemptions of certain employees from minimum wage and overtime provisions.
Status: repealed

Repealed.
D.C. Code § 32-1231.14 — DC Code / Title 32 / Chapter 12A / § 32-1231.14
§ 32-1231.14. Construction.
Status: in_force

This chapter shall not be construed to preempt, limit, diminish, or otherwise affect any other provision of law relating to sex discrimination or pregnancy or in any way to diminish the coverage for pregnancy, childbirth, or a related medical condition.
D.C. Code § 32-1691.11 — DC Code / Title 32 / Chapter 16 / § 32-1691.11
§ 32-1691.11. Sunset.
Status: in_force

This subchapter shall expire on September 30, 2024.
D.C. Code § 32-1231.09 — DC Code / Title 32 / Chapter 12A / § 32-1231.09
§ 32-1231.09. Enforcement by civil action.
Status: in_force

(a) A civil action may be maintained against any employer in a court of competent jurisdiction by one or more employees.
(b) An employer who violates the provisions of this chapter shall be liable to the affected employee or employees for the remedies set forth in § 32-1231.07(c) .
D.C. Code § 32-1603 — DC Code / Title 32 / Chapter 16 / § 32-1603
§ 32-1603. Workforce Investment Council.
Status: in_force

(a) There is created a Workforce Investment Council that shall serve as the District’s state workforce investment board pursuant to section 111 of the Federal Act, which shall carry out the functions of a local workforce investment board as assigned by the Mayor pursuant to section 117(c)(4) of the Federal Act.
(b) Repealed.
(c) The Council shall have grant-making authority for the purpose of providing competitive grants under the authority granted to the Council by this subchapter; provided, that grants shall be administered pursuant to the requirements set forth in part B of subchapter XII-A of Chapter 3 of Title 1 [ § 1-328.11 et seq.].
(d) The Council shall have grant-making authority for the purpose of providing competitive grants based on the recommendations of the Workforce Intermediary Task Force, made pursuant to the Workforce Intermediary Task Force Establishment Temporary Act of 2011, effective December 2, 2011 ( D.C. Law 19-55 ; 58 DCR 8962), and approved by the Council in the Workforce Intermediary Task Force Recommendations Emergency Approval Resolution of 2012, effective June 5, 2012 (Res. 19-454; 59 DCR 7454); provided, that grants shall be administered pursuant to the requirements set forth in part B of subchapter XII-A of Chapter 3 of Title 1 [ § 1-328.11 et seq.].
(e) The Mayor shall appoint members of the Workforce Investment Council in a manner consistent with the requirements of section 101 of the Workforce Innovation and Opportunity Act, approved July 22, 2014 (128 Stat. 1440; 29 U.S.C. § 3111); provided, that the Workforce Investment Council shall include 2 members of the Council of the District of Columbia appointed by the Chairman of the Council of the District of Columbia.
(f) The WIC shall:
  (1) Assist the Mayor in the selection of the WIC Executive Director;
  (2) In cooperation with the WIA administrative entity:
    (A) Develop the District’s state plan consistent with the requirements of section 112 of the Federal Act;
    (B) Negotiate the District’s state performance measures as required under section 136(b) of the Federal Act; and
    (C) Develop the District’s annual report as required under section 136(d) of the Federal Act;
  (3) Establish policies and guidance for the District’s American Job Center system as required under section 134(c) of the Federal Act;
  (4) In coordination with the WIA administrative entity, develop and implement District-wide employment and training activities as required under section 134(a) of the Federal Act;
  (5) Develop and implement a workforce intermediary pilot project, as described in § 2-219.04b ;
  (6) Develop applications for incentive grants pursuant to section 503 of the Federal Act; and
  (7) Collect and compile the information required to develop the Workforce Development System Expenditure Guide pursuant to subchapter I-A of this chapter .
(g) The Mayor shall certify WIC as the local workforce investment board for the District of Columbia not less than once every 2 years, consistent with the requirements of section 117(c) of the Federal Act.
(h) The Mayor shall designate WIC to:
  (1) Certify American Job Centers;
  (2) Select and terminate American Job Centers;
  (3) In coordination with the WIA administrative entity, develop a memorandum of agreement with mandatory partner programs for the administration of American Job Centers, which shall include a resource-sharing agreement;
  (4) Establish eligibility and performance requirements for training providers to be considered eligible to receive ITA funds;
  (5) Identify demand occupations for which training may be provided and develop a demand occupation list not less than once every 2 years;
  (6) Implement a procedure for determining initial and subsequent eligibility of training providers;
  (7) Establish and implement eligibility and performance requirements for providers of training services other than those provided through ITAs, including on-the-job training and customized training services;
  (8) Develop and implement a policy for the selection of providers of youth employment and training services consistent with section 123 of the Federal Act;
  (9) Establish a youth council consistent with section 117(h) of the Federal Act;
  (10) Develop an annual operating budget for WIC;
  (11) In cooperation with the WIA administrative entity, advise the Mayor and the Office of the Chief Financial Officer of the District of Columbia on the annual budget and spending plan for youth activities as described in section 129 of the Federal Act and employment and training activities as described in section 134 of the Federal Act; and
  (12) Coordinate workforce development activities with economic development strategies and other employer linkages.
(i) (1) The WIC shall direct the WIA administrative entity to disburse funds received pursuant to sections 127 and 132 of the Federal Act to support the activities described in subsections (d) and (e) of this section, consistent with WIC policies.
  (2) The WIA administrative entity shall disburse the funds described in paragraph (1) of this subsection immediately upon the direction of the local workforce investment board; provided, that the direction does not violate a provision of the Federal Act or District law.
(j) The WIC may hire staff to assist it in carrying out its responsibilities, as described in subsections (f) and (h) of this section.
D.C. Code § 32-804 — DC Code / Title 32 / Chapter 8 / § 32-804
§ 32-804. Council to make rules and regulations; public hearing.
Status: in_force

Before any rules or regulations of the Council of the District of Columbia shall become effective a public hearing shall be held by the Council for the purpose of investigating reasonable standards of safety in employment, places of employment, in the use of devices and safeguards, and in the use of practices, means, methods, operations, and processes of employment, and any person interested in the matter being investigated may appear and testify. If, after investigation, the Council is of the opinion that minimum standards of safety requirements are necessary to protect or safeguard the lives or health of employees covered by this subchapter, it may adopt and promulgate such rules and regulations as it may deem advisable, which shall become effective 30 days after publication of notice at least once in a newspaper of general circulation in the District of Columbia that they have been adopted and copies are available to the public at the Office of the Mayor of the District of Columbia.
D.C. Code § 32-573 — DC Code / Title 32 / Chapter 5A / § 32-573
§ 32-573. Penalty.
Status: repealed

Repealed.
D.C. Code § 32-571 — DC Code / Title 32 / Chapter 5A / § 32-571
§ 32-571. Definitions.
Status: repealed

Repealed.
D.C. Code § 32-561.02 — DC Code / Title 32 / Chapter 5 / § 32-561.02
§ 32-561.02. Workplace Leave Navigators Program.
Status: repealed

Repealed.
D.C. Code § 32-1691.08 — DC Code / Title 32 / Chapter 16 / § 32-1691.08
§ 32-1691.08. Program funding.
Status: in_force

The WIC shall make best efforts to use federal WIOA Title I Adult and Dislocated Worker funds to supplement funds appropriated for the purposes of implementing this subchapter .
D.C. Code § 32-1621 — DC Code / Title 32 / Chapter 16 / § 32-1621
§ 32-1621. Definitions.
Status: in_force

For the purposes of this subchapter , the term:
(a) (1) "Adult education program" means a program, other than a program that is part of the conventional kindergarten through grade 12 educational system funded by the Uniform Per Student Funding Formula, that offers services or instruction below the college level for adults who:
    (A) Lack mastery of basic educational skills;
    (B) Do not have a certificate of graduation from a school providing secondary education and who have not achieved an equivalent level of education; or
    (C) Have limited ability in speaking, reading, writing, or understanding the English language.
  (2) "Course of training" means the totality of services within a workforce development or adult education program designed to assist participants in obtaining a particular skill, scope of knowledge, or credential.
  (3) "Funding vehicle" includes grants, contracts, and human care agreements.
  (4) "Guide" means the Workforce Development Expenditure Guide.
  (5) "Occupation" means the broad occupation code and associated title assigned to a particular category of work in the most recent edition of the Standard Occupational Classification Manual published by the U.S. Bureau of Labor Statistics.
  (6) "Participant" means a person who participates or participated in a program, as defined by program rules established by the program's administering or funding agency.
  (7) "Personally identifiable information" means information that can be used to distinguish or trace an individual's identity, such as the individual's name, social security number, or biometric records, alone, or when combined with other personal or identifying information that is linked or linkable to a specific individual, such as date and place of birth or mother's maiden name.
  (8) "Program" means each activity, sub-activity, pilot program, or project, including those funded through memoranda of understanding between agencies, that is managed, administered, overseen, or funded by a District agency. Where a District agency provides a service, a program is the most discrete unit of services in which an individual can participate.  Where a provider receives District funding to provide a service, a program is the most discrete level at which a provider can apply for such funding.
  (9) "Provider" means an organization that provides any service as part of a workforce development or adult education program with funding obtained from a District agency, including federal funding managed, administered, or overseen by a District agency.
  (10) "Public charter school program" means a program provided by a District public charter school with funds from the Uniform Per Student Funding Formula.
  (11) "Sector" means the category of the occupation for which an individual trained or prepared and includes the high-demand sectors identified by the Workforce Investment Council.
  (12) "Service" includes post-secondary education, credential preparation, workforce training, work-readiness or job-readiness training, workforce preparation, occupational skills training, subsidized work experience, unsubsidized work experience, job search and job placement, case management, and assistance to employers regarding hiring or training.
  (13) "Target population" means the individuals that a program is designed to serve, identified by reference to shared demographic characteristics such as age range, gender, or race, or status as English-language-learners, hard-to-serve individuals, individuals with a physical disability, or individuals with an intellectual or developmental disability.
  (14) "WIC" means the Workforce Investment Council.
  (15) "Workforce development program" means a program that provides any service that supports and increases the capacity of individuals to enter and remain a part of the labor market, excluding programs that are:
    (A) Part of the conventional kindergarten through grade 12 educational system and funded by the Uniform Per Student Funding Formula;
    (B) Four-year college degree programs or post bachelor's degree programs; or
    (C) Federally or locally funded scholarships for post-secondary, degree-granting, or credit-based programs.
D.C. Code § 32-709 — DC Code / Title 32 / Chapter 7 / § 32-709
§ 32-709. Rulemaking.
Status: in_force

(a) The Mayor shall, pursuant to subchapter I of Chapter 5 of Title 2 , issue rules to implement the provisions of this chapter.
(b) The proposed rules shall be submitted to the Council for a 45-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 45-day period, the proposed rules shall be deemed approved.  Nothing in this section shall affect any requirements imposed upon the Mayor by subchapter I of Chapter 5 of Title 2 .
D.C. Code § 32-805 — DC Code / Title 32 / Chapter 8 / § 32-805
§ 32-805. Board authorized to take testimony and issue subpoenas.
Status: in_force

Any member of the Board shall have power to administer oaths and the Board may require by subpoena the attendance and testimony of witnesses, the production of all books, registers, and other evidence relative to any matters under investigation, at any public hearing, or at any session or any conference held by the Board. In case of disobedience to a subpoena the Board may invoke the Superior Court of the District of Columbia in requiring the attendance and testimony of witnesses and the production of documentary evidence. In the case of contumacy or refusal to obey a subpoena, the Court may issue an order requiring appearance before the Board, the production of documentary evidence and the giving of evidence touching the matter in question, and any failure to obey such order of the Court may be punished by such Court as a contempt thereof.
D.C. Code § 32-404 — DC Code / Title 32 / Chapter 4 / § 32-404
§ 32-404. Requirements for operation of employment agencies.
Status: in_force

(a) Each employment agency shall maintain a file of all its advertisements identified by date and publication. All advertisements and other promotional material shall carry the name under which the employment agency is licensed to do business.
(b) Any employment agency which uses any statistics regarding its placement rate, success rate, or other similar statistics in its advertising, promotional materials, or oral or written statements to job-seekers shall maintain records from which the Mayor can determine the accuracy of these statistics.
(c) Each employment agency shall keep detailed records of the following information on forms approved by the Mayor:
  (1) The names, home addresses, and telephone numbers of all job-seekers contracting with the employment agency;
  (2) A log of all activities performed by the employment agency for the benefit of each job-seeker contracting with the employment agency, including, but not limited to, the dates of job interviews arranged by the employment agency for each job-seeker and the identity of the employer with whom each interview was arranged;
  (3) Copies of each contract between the employment agency and each job-seeker;
  (4) The name of each employer placing a job order with the employment agency, a description of each job order, and the identity of each job-seeker referred to the employer for each job order;
  (5) The identity of each employer and job-seeker for each job placement resulting from the activities performed by the employment agency and a description of the job in which the job-seeker was placed; and
  (6) Any other information determined by the Mayor to be necessary to accomplish the purposes of this chapter.
(d) The records required by subsections (a) through (c) of this section shall be maintained for 4 years from the date the record was made.
(e) Each employment agency shall file with the Mayor a schedule of fees to be charged to job-seekers. These fees may be changed by filing an amended schedule showing the changes at least 30 days before the changes are to take effect. It shall be unlawful to charge, demand, or receive a fee greater than is specified in the most recent schedule filed with the Mayor.
(f) (1) Prior to performing any service for a job-seeker, an employment agency shall enter into a written contract with the job-seeker.
  (2) The contract required by this subsection shall be written in simple, easily understandable language.
  (3) The contract shall set forth the specific services to be provided, the fee charged by the employment agency for each service, the total fee for all services to be provided by the employment agency, the period of time during which the services are to be provided, and the schedule for payment of fees.
  (4) The employment agency shall provide a copy of the contract to the job-seeker at the time the contract is signed by the job-seeker.
  (5) The job-seeker shall have the right to cancel any contract with an employment agency by providing written notification to the employment agency within 3 days from the date of signing the contract.
  (6) Each contract between an employment agency and a job-seeker shall contain the following notice in type which is more prominent than the type used for the remainder of the contract:
  NOTICE
  YOU HAVE THE RIGHT TO CANCEL THIS CONTRACT FOR ANY REASON WITHIN 3 DAYS FROM THE DATE OF SIGNING. IF YOU CHOOSE TO CANCEL THIS CONTRACT, YOU MUST PROVIDE (name of employment agency) WRITTEN NOTIFICATION OF YOUR CANCELLATION WITHIN 3 DAYS.
  IF YOU FEEL THAT YOU HAVE BEEN THE VICTIM OF AN UNLAWFUL TRADE PRACTICE RELATED TO THIS CONTRACT, YOU HAVE THE RIGHT TO FILE A COMPLAINT WITH THE DEPARTMENT OF CONSUMER AND REGULATORY AFFAIRS OF THE DISTRICT OF COLUMBIA.
(g) No employment agency shall charge any job-seeker a registration fee or collect from any job-seeker any payment for any service in advance of performing the service.
(h) No employment agency shall charge, demand, or receive any fee from a job-seeker unless the employment agency has made an appointment for the job-seeker for a job interview with an employer.
(i) Any attempt by any employment agency or its representative to collect a fee from a job-seeker who has accepted a job with an employer with which the employment agency did not make an appointment for the job-seeker shall be considered fraud and grounds for suspension of the employment agency’s license. Any job-seeker aggrieved by this improper attempt to collect a fee may file a complaint with and request a hearing by the Mayor.
(j) (1) No employment agency, as a condition of providing service to a job-seeker, shall require the job-seeker to execute any document prior to acceptance of a job which may constitute a promissory note or authorization to confess judgment.
  (2) Any promissory note executed by a person in consideration of an employment agency finding that person employment shall not be held in due course for a period of 120 days after the commencement of employment even though the holder during that period meets all the requirements set forth in § 28:3-302 .
(k) Employment shall not be considered permanent when, within 12 weeks after employment commences, that employment is terminated by the employer through no fault of the job-seeker, or is terminated by the job-seeker if the employment is not as represented to the job-seeker. In that event, the employment agency making the job placement shall refund to the job-seeker the portion of the placement fee that exceeds 1/12 of that fee for each week or portion thereof that the employment continued.
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(l) In the event the job-seeker is discharged for cause or voluntarily leaves employment without just cause within 12 weeks after employment commences, the employment agency making the job placement may charge the job-seeker a fee not to exceed 75% of the permanent placement fee.
(m) If an employer agrees to pay an employment agency fee, but through no fault of the job-seeker does not, the employment agency shall have a right of action against the employer, but not against the job-seeker.
(n) Each employment agency shall give to every job-seeker a numbered receipt for each payment received by the employment agency from the job-seeker. Each receipt shall have printed or written on it the name of the job-seeker, the date and amount of the payment, the name and address of the employment agency, the purpose for which the payment was made, and the legible signature of the person receiving the payment.
(o) No employment agency doing business in the District, or any person employed by or acting as an agent of that employment agency, shall:
  (1) Knowingly make referral to any job for which the requirements, duties, or conditions violate federal or District law;
  (2) Knowingly refer any job-seeker to any establishment at which a labor dispute is in progress without informing the job-seeker of the existence of the labor dispute;
  (3) Refer any job-seeker to any employer for a job that the employment agency does not know to be open, unless the employer specifically requests to see the particular job-seeker;
  (4) Refer any job-seeker to an employer without making an appointment for the job-seeker with the employer;
  (5) Refer any job-seeker to any employer for a position for which the employment agency knows the job-seeker is not qualified;
  (6) Advertise a job opening unless the employment agency has a bona fide employer order for a job-seeker for that job opening;
  (7) Solicit, persuade, or induce any job-seeker to leave any job in which the employment agency placed the job-seeker;
  (8) Solicit, persuade, or induce any employer to discharge any job-seeker;
  (9) Offer, divide, or share, directly or indirectly, any fee, charge, or compensation received or to be received from any job-seeker with any employer or person in any way connected with the employer’s business;
  (10) Place or attempt to place any person under the age of 18 in any employment where the employment would violate any compulsory education or child labor laws;
  (11) Enter into any contract with any person under 18 years of age who is not an emancipated minor unless that person’s parent or guardian co-signs the contract; or
  (12) Violate any provision of Chapter 39 of Title 28 .
D.C. Code § 32-410 — DC Code / Title 32 / Chapter 4 / § 32-410
§ 32-410. Investigations.
Status: in_force

(a) The Mayor may investigate the manner in which all employment agencies, employment counseling services, employer-paid personnel services, and job listing services doing business in the District conduct their businesses, and may examine at any time during business hours any and all books and records of the employment agencies, employment counseling services, employer-paid personnel services, and job listing services to determine compliance with the provisions of this chapter and rules and regulations issued by the Mayor pursuant to this chapter.
(b) The Mayor may further investigate all matters which may aid in the enforcement of this chapter.
D.C. Code § 32-706 — DC Code / Title 32 / Chapter 7 / § 32-706
§ 32-706. Optional self-financed coverage: District of Columbia Employees Health Benefits Program.
Status: in_force

District government employees enrolled in the District of Columbia Employees Health Benefits Program shall be allowed to purchase family health insurance coverage that would cover the employee’s family members as defined in § 32-701(7) in accordance with §§ 1-621.05 , 1-621.06 , and 1-621.07(a) , (c), and (d). A domestic partner shall not simultaneously be enrolled for individual and family member coverage. The employee shall pay 25% of the cost of family health insurance coverage for the domestic partner or family members as defined in § 32-701(7) , and the District government shall pay the remaining 75%.
D.C. Code § 32-1605 — DC Code / Title 32 / Chapter 16 / § 32-1605
§ 32-1605. Labor market analysis.
Status: repealed

Repealed.
D.C. Code § 32-1042 — DC Code / Title 32 / Chapter 10 / § 32-1042
§ 32-1042. Posting of law and wage orders; Mayor to furnish copies.
Status: repealed

Repealed.
D.C. Code § 32-1231.07 — DC Code / Title 32 / Chapter 12A / § 32-1231.07
§ 32-1231.07. Administrative enforcement by OHR.
Status: in_force

(a) An employee who claims that an employer has violated the employee's rights under this chapter and seeks redress may file a complaint with OHR.
(b) OHR, which shall administer this chapter, shall establish administrative procedures for an aggrieved person to file a complaint against the employer alleged to have violated this chapter, which shall include:
  (1) An investigation of the complaint and an attempt to resolve the complaint by conference or mediation;
  (2) If the complaint is not resolved, a determination on the existence of probable cause to believe a violation of this chapter has occurred;
  (3) If it is determined probable cause exists:
    (A) An attempt to resolve the complaint by conciliation as set forth under § 2-1403.06 ;
    (B) If conciliation fails, certifying the case for a hearing before the Commission on Human Rights as set forth under § 2-1403.10 , or for matters involving the District government, forwarding the case to an independent hearing examiner as set forth under 4 DCMR § 116; and
    (C) A requirement that the hearing under this paragraph be conducted in accordance with subchapter I of Chapter 5 of Title 2 ; and
  (4) The right of the employee to have an attorney authorized to practice law in the District of Columbia and retained by the employee present at the hearing.
(c) If the Commission on Human Rights or an independent hearing examiner determines, after the hearing, that the employer has violated any provision of this chapter , the Commission shall order or the independent hearing examiner shall recommend the employer to provide affirmative remedies, including:
  (1) Back pay for lost wages resulting from the employer's violation of this chapter;
  (2) Reinstatement or other injunctive relief; and
  (3) Reasonable attorney's fees and costs of enforcement.
(d) (1) To compensate the District for the costs of investigating and remedying a violation, OHR may also order the employer to pay to the District a penalty of not more than $ 500 for each day or portion thereof that the violation continues for each employee against whom the violation occurred or continues.
  (2) The funds recovered by the District under this subsection shall be deposited in the Pregnant Workers Protection Fund established by § 32-1231.12 .
(e) If an employer is determined to not be in compliance with this chapter , OHR may make a referral to licensing agencies as provided under § 2-1403.17 .
D.C. Code § 32-214 — DC Code / Title 32 / Chapter 2 / § 32-214
§ 32-214. Board of Education to enforce law; inspection of places in which minors are employed.
Status: in_force

It shall be the duty of the Board of Education to cause all the provisions of this subchapter to be enforced, to make complaints against persons violating its provisions, and to prosecute violations of the same. The Board of Education, its inspectors, and agents are empowered and instructed to visit and inspect at any time, and as often as shall be necessary in order effectively to enforce the provisions of this subchapter, all places where minors are employed, and shall have authority to enter any place or establishment covered by the terms of this subchapter, and to have access to work or vacation permits kept on file by the employer and such other records as may aid in the enforcement of this subchapter.
D.C. Code § 32-131.10 — DC Code / Title 32 / Chapter 1A / § 32-131.10
§ 32-131.10. Administration.
Status: in_force

Recodified as § 32-531.10
D.C. Code § 32-1404 — DC Code / Title 32 / Chapter 14 / § 32-1404
§ 32-1404. Meetings of Apprenticeship Council; rules and regulations; reports.
Status: in_force

The Apprenticeship Council shall meet at the call of the Associate Director of Apprenticeship, or the chairman thereof, and shall aid in formulating policies for the effective administration of this subchapter. Subject to the approval of the Director of the Department of Employment Services, the Apprenticeship Council shall establish standards for apprenticeship agreements in accordance with those prescribed by this subchapter, shall issue such rules and regulations as may be necessary to carry out the intent and purposes of this subchapter, and shall perform such other functions as are necessary to carry out the intent of this subchapter. Once every year the Registration Agency shall make a report through the Mayor of its findings and activities to the Council of the District of Columbia and to the public.
D.C. Code § 32-531.15a — DC Code / Title 32 / Chapter 5 / § 32-531.15a
§ 32-531.15a. Public education and outreach.
Status: in_force

(a) The Department of Employment Services shall develop and implement a multilingual outreach program to inform employees of the availability of paid leave under this chapter.
(b) The program shall include the distribution of notices and other written materials in English and in other languages to all childcare and elder care providers, domestic violence shelters, schools, hospitals, community health centers, and other health care providers within the District.
D.C. Code § 32-1307.01 — DC Code / Title 32 / Chapter 13 / § 32-1307.01
§ 32-1307.01. Wage Theft Prevention Fund.
Status: in_force

(a) There is established as a special fund the Wage Theft Prevention Fund (“Fund”), which shall be administered by the Department of Employment Services in accordance with subsection (c) of this section.
(b) The Fund shall consist of the revenue from the following sources recovered under § 32-1307 and § 32-581.04(a) and (b) of the Ban on Non-Compete Agreements Amendment Act of 2020, passed on 2nd reading on December 15, 2020 (Enrolled version of Bill 23-494) ("Ban on Non-Compete Agreements Act") :
  (1) Civil fines; and
  (2) Administrative penalties.
(c) The Fund shall be used to enforce the provisions of this subchapter , Chapter 5B of this title , the Living Wage Act, the Minimum Wage Revision Act, and the Sick and Safe Leave Act.
(d) Any money remaining available in the Fund at the end of a fiscal year, as determined by the Chief Financial Officer in the fiscal year-end close, shall be transferred to the unassigned fund balance of the General Fund of the District of Columbia as part of the fiscal year-end close.
D.C. Code § 32-204 — DC Code / Title 32 / Chapter 2 / § 32-204
§ 32-204. Employment of minors under 16 years of age in certain occupations prohibited; exception.
Status: in_force

(a) No minor under 16 years of age shall be employed, permitted, or suffered to work at any of the following occupations:
  (1) In the operation of any machinery operated by power other than hand or foot power; or
  (2) In oiling, wiping, or cleaning machinery or assisting therein.
(b) This section does not apply to any duly approved vocational education program or training under the auspices of the Board of Education or the Trustees of the University.
D.C. Code § 32-1045 — DC Code / Title 32 / Chapter 10 / § 32-1045
§ 32-1045. Liability of employer; liquidated damages; attorney fees and costs; assignment of claim; supervision of payment.
Status: repealed

Repealed.
D.C. Code § 32-1541 — DC Code / Title 32 / Chapter 15 / § 32-1541
§ 32-1541. Administration fund.
Status: in_force

(a) (1) There is established in the Treasury of the District of Columbia a fund to provide for the payment of all expenses to administer the provisions of this chapter. The fund shall be administered by the Mayor.
  (2) The Mayor shall determine, for fiscal years commencing on or after October 1, 1999, the cost of administration of this chapter for each fiscal year and shall prorate and assess the costs of administration as provided in subsections (d) and (f) of this section. The cost of administration shall include any expenses that have been incurred, will be incurred, or that will accrue during the fiscal year.
  (3) The Mayor shall determine, in each fiscal year commencing on or after September 30 of the fiscal year in which the Workers’ Compensation Amendment Act of 1998 becomes effective, prior to the commencement of the fiscal year, the cost of administration of this chapter. The cost of administration shall include any expenses to be incurred or that will accrue during the fiscal year.
(b) The provisions of § 32-1540(b) and (e) shall apply to the fund established pursuant to subsection (a)(1) of this section.
(c) The Mayor shall determine, at the end of each fiscal year, the cost of the administration of this chapter. The cost of administration shall include any expenses to be incurred or which will accrue during the fiscal year.
(d) The total amount of costs to administer this chapter, shall be pro rated among the carriers and self-insurers authorized to insure pursuant to § 32-1534 . The assessment base shall be the total amount of compensation and medical payments that carriers and self-insurers have paid pursuant to this chapter during the preceding fiscal year; provided, however, beginning with the fiscal year commencing on or after October 1, 1999, the Mayor shall have the authority to assess each carrier or self-insured a minimum annual amount of $1,000.
(e) The assessment for each carrier and self-insurer for the preceding fiscal year shall be redetermined, subsequent to each fiscal year, based upon the actual total amount of compensation and medical payments paid and the administrative costs incurred that year. Adjustments for differences between the beginning year assessment and the year end actual determination, if any, shall be made to the next ensuing assessment.
(e-1) If the Mayor fails to properly determine or redetermine the costs of administering this chapter or fails to properly determine or redetermine the assessment rate or assessments under this section, the assessment rates and assessments shall remain valid and no cause of action shall lie for the Mayor’s failure.
(f) The Mayor shall assess each carrier and self-insurer for its pro rata share of the total amount of costs to administer this chapter in the fiscal year pursuant to this section, and shall give written notice by certified or registered mail to each carrier or self-insurer of the assessment against it.
(g) (1) Assessments shall be paid within the time prescribed by the Mayor.
  (2) For a period not to exceed 12 months following April 16, 1999, the Mayor may permit payment of the assessment of each carrier or self-insured in quarterly installment payments.
(h) If a deficit is projected to occur in the administration of the fund created pursuant to subsection (a) of this section, prior to the end of the fiscal year, the Mayor is authorized to implement an emergency assessment in an amount deemed necessary to avoid the deficit. Self-insurers and carriers, on behalf of their policyholders, shall remit the emergency assessment within 30 calendar days of receipt of the assessment.
(i) The Mayor is authorized to promulgate rules deemed necessary or appropriate to carry out the purposes of this section, including provisions for making and preserving appropriate records, paying of assessments, inspecting these records, and the submission by carriers and self-insurers of reports prescribed by the Mayor.
(j) If a carrier or self-insurer fails to pay the assessment referred to in subsection (f) or (h) of this section, or to make and preserve records in the form and manner required by the Mayor, to file a report in the form and manner required by the Mayor, or to allow the Mayor to inspect records required by rules issued pursuant to this section, the Mayor may suspend or revoke the authorization of a carrier to insure for workers’ compensation or a self-insurer to act as a self-insurer pursuant to this chapter.
(k) The administration fund shall be audited annually by the Department of Employment Services. The Director of the Department of Employment Services shall file an audited financial report with the Council by March 1st detailing the financial status of the fund as of the end of the preceding fiscal year, including the fund’s operation, cash flow, and changes in capital and surplus, using standard accounting principles.
D.C. Code § 32-853 — DC Code / Title 32 / Chapter 8A / § 32-853
§ 32-853. Contents of labor peace agreement.
Status: in_force

(a) The labor peace agreement shall be a written agreement between the employer and the labor organization that contains, at a minimum, a provision prohibiting the labor organization and its members from engaging in any picketing, work stoppage, boycott, or other economic interference with the employer’s operations in which the District has a proprietary interest, for the duration of the interest.
(b) The labor peace agreement shall be enforceable under section 301(a) of the Labor Management Relations Act of 1947, approved July 23, 1947 (61 Stat. 156; [29 U.S.C. § 185(a)]) or through any other relief provided by law, including administrative and judicial relief, after the best efforts of the parties at resolving a dispute have failed.
(c) The employer and labor organization may incorporate additional provisions in the labor peace agreement to protect the District’s proprietary interest.
(d) An employer that performs its obligations under a labor peace agreement will be relieved of further obligation to abide by the procedures in the agreement, if the labor organization engages in adverse economic action such as striking, picketing, or boycotting the employer.
D.C. Code § 32-1038 — DC Code / Title 32 / Chapter 10 / § 32-1038
§ 32-1038. Council to make regulations.
Status: repealed

Repealed.
D.C. Code § 32-1613 — DC Code / Title 32 / Chapter 16 / § 32-1613
§ 32-1613. Disclosure of information by the Council.
Status: in_force

The Council shall not withhold information from the public regarding its operations, procedures, and decisions that would otherwise be subject to disclosure under subchapter II of Chapter 5 of Title 2 .
D.C. Code § 32-1206 — DC Code / Title 32 / Chapter 12 / § 32-1206
§ 32-1206. Notice.
Status: in_force

Recodified as § 32-521.06
D.C. Code § 32-153 — DC Code / Title 32 / Chapter 1B / § 32-153
§ 32-153. Rules.
Status: in_force

(a) The Mayor, pursuant to subchapter I of Chapter 5 of Title 2 , may issue rules to implement the provisions of this chapter . As of January 1, 2017, the Mayor may expand through rulemaking the definition of "covered employer" in section 301(1) to include employers with fewer than 20 employees.
(b) Within 90 days after October 1, 2020, the Mayor, pursuant to subchapter I of Chapter 5 of Title 2 , shall issue rules to implement the provisions of § 32-152.01 .
D.C. Code § 32-1609 — DC Code / Title 32 / Chapter 16 / § 32-1609
§ 32-1609. Grievance procedure.
Status: in_force

The Mayor shall direct the Workforce Investment Council to establish and maintain a procedure to receive grievances or complaints alleging violations of the Federal Act from participants and other interested or affected parties. The procedure shall be in accordance with section 181(c) [29 U.S.C. § 2931  ] of the Federal Act.
D.C. Code § 32-1202 — DC Code / Title 32 / Chapter 12 / § 32-1202
§ 32-1202. Amount of leave; denial; form; notice.
Status: in_force

Recodified as § 32-521.02
D.C. Code § 32-572 — DC Code / Title 32 / Chapter 5A / § 32-572
§ 32-572. Unenforceability of broadcasting industry contract provisions restricting employment after expiration of contract or termination of employment.
Status: repealed

Repealed.
D.C. Code § 32-810 — DC Code / Title 32 / Chapter 8 / § 32-810
§ 32-810. Mayor to furnish office space and supplies.
Status: in_force

The Mayor of the District of Columbia shall furnish the Board with such office space, furniture and equipment, stationery, books, books of reference, and other supplies as are necessary for the discharge of its duties under this subchapter.
D.C. Code § 32-409 — DC Code / Title 32 / Chapter 4 / § 32-409
§ 32-409. Protection of privacy.
Status: in_force

An employment agency, employment counseling service, employer-paid personnel service, or employment counselor shall obtain the express written authorization of a job-seeker before disclosing the job-seeker’s name, home address, or telephone number to any person other than to the Mayor or his or her duly authorized representative for the purpose of conducting an investigation pursuant to § 32-410 .
D.C. Code § 32-731 — DC Code / Title 32 / Chapter 7A / § 32-731
§ 32-731. Definitions.
Status: in_force

For the purposes of this chapter, the term:
(1) “Commissioner” means the Commissioner of the Department of Insurance, Securities, and Banking.
(2) “Covered individual” means a person whose coverage under an employer’s health benefits plan is continued under this chapter.
(3) “Health benefits plan” means any accident and health insurance policy or certificate, hospital and medical services corporation contract, health maintenance organization subscriber contract, plan provided by a multiple employer welfare arrangement, or plan provided by another benefit arrangement. The term “health benefit plan” does not mean accident only, credit, or disability insurance; coverage of Medicare services or federal employee health plans, pursuant to contracts with the United States government; Medicare supplemental or long-term care insurance; dental only or vision only insurance; specified disease insurance; hospital confinement indemnity coverage; limited benefit health coverage; coverage issued as a supplement to liability insurance, insurance arising out of a worker’s compensation or similar law; automobile medical payment insurance; medical expense and loss of income benefits; or insurance under which benefits are payable with or without regard to fault and that is statutorily required to be contained in any liability insurance policy or equivalent self-insurance.
(4) “Health insurer” means any person that provides one or more health benefit plans or insurance in the District of Columbia, including an insurer, a hospital and medical services corporation, a fraternal benefit society, a health maintenance organization, a multiple employer welfare arrangement, or any other person providing a plan of health insurance subject to the authority of the Commissioner.
D.C. Code § 32-1513 — DC Code / Title 32 / Chapter 15 / § 32-1513
§ 32-1513. Notice of injury or death.
Status: in_force

(a) Notice of any injury or death in respect of which compensation is payable under this chapter shall be given within 30 days after the date of such injury or death, or 30 days after the employee or beneficiary is aware or in the exercise of reasonable diligence should have been aware of a relationship between the injury or death and the employment. Such notice shall be given to the Mayor and to the employer.
(b) Such notice shall be in writing, shall contain the name and address of the employee and a statement of the time, place, nature, and cause of the injury or death, and shall be signed by the employee or by some person on his behalf, or, in case of death, by any person claiming to be entitled to compensation for such death or by a person on his behalf.
(c) Notice shall be given to the Mayor by delivering it to him or sending it by mail to him, and to the employer by delivering to him or by sending it by mail addressed to him at his last known place of business. If the employer is a partnership, such notice may be given to any partner, or, if a corporation, such notice may be given to any agent or officer thereof upon whom legal process may be served or who is in charge of the business in the place where the injury occurred.
(d) Failure to give such notice shall not bar any claim under this chapter:
  (1) If the employer (or his agent in charge of the business in the place where the injury occurred) or the carrier had knowledge of the injury or death and its relationship to the employment and the Mayor determines that the employer or carrier has not been prejudiced by failure to give such notice; or
  (2) If the Mayor excuses such failure on the ground that for some satisfactory reason such notice could not be given; or unless objection to such failure is raised before the Mayor at the 1st hearing of a claim for compensation in respect of such injury or death.
D.C. Code § 32-541.05 — DC Code / Title 32 / Chapter 5 / § 32-541.05
§ 32-541.05. Self-employed individuals.
Status: in_force

(a) (1) An individual who earns self-employment income and who opts into the paid-leave program established pursuant to this subchapter shall remain continuously enrolled in the program until such time as he or she elects to opt out; provided, that an individual who earns self-employment income who has opted into the program may only opt out of the program during an open enrollment period.
  (2) If an individual who earns self-employment income has chosen not to opt into the paid-leave program established pursuant to this subchapter , he or she shall only be permitted to enroll, or re-enroll, in the program during an open enrollment period in a manner prescribed by the Mayor and shall make contributions to the District for no less than 3 consecutive years.
(b) If an individual who earns self-employment income withdraws from the paid-leave program established pursuant to this subchapter 2 or more times, he or she shall be barred from re-enrolling in the program for a period of 5 years from the date of his or her withdrawal from the program.
(c) Beginning on January 1, 2020, an individual who earns self-employment income who previously opted out of or withdrew from the paid-leave program established pursuant to this subchapter shall not be eligible to receive benefits pursuant to this subchapter for the first year after enrolling or reenrolling in the program.
(d) (1) If an individual who earns self-employment income does not make a timely payment required by this subchapter , the District shall notify the individual of the payment due.  After notice has been given, and if payment is not received, the individual shall be disenrolled and shall not be eligible for paid-leave benefits pursuant to this subchapter .
  (2) An individual who has been disenrolled pursuant to this subsection may re-enroll consistent with requirements of this section following the payment of any amounts due to the District pursuant to this subchapter .
D.C. Code § 32-1231.12 — DC Code / Title 32 / Chapter 12A / § 32-1231.12
§ 32-1231.12. Pregnant Workers Protection Fund.
Status: in_force

(a) There is established as a special fund the Pregnant Workers Protection Fund (“Fund”), which shall be administered by an agency designated by the Mayor in accordance with subsection (c) of this subsection.
(b) The Fund shall consist of the revenue from the following sources recovered under this chapter:
  (1) Civil fines; and
  (2) Administrative penalties.
(c) The Fund shall be used to enforce this chapter.
(d) (1) The money deposited into the Fund, and interest earned, shall not revert to the unrestricted fund balance of the General Fund of the District of Columbia at the end of a fiscal year, or at any other time.
  (2) Subject to authorization in an approved budget and financial plan, any funds appropriated in the Fund shall be continually available without regard to fiscal year limitation.
D.C. Code § 32-734 — DC Code / Title 32 / Chapter 7A / § 32-734
§ 32-734. Applicability.
Status: in_force

This chapter shall apply to contracts issued or renewed by health insurers on or after January 16, 2002.
D.C. Code § 32-1514 — DC Code / Title 32 / Chapter 15 / § 32-1514
§ 32-1514. Time for filing claims.
Status: in_force

(a) Except as otherwise provided in this section, the right to compensation for disability or death under this chapter shall be barred unless a claim therefor is filed within 1 year after the injury or death. If payment of compensation has been made without an award on account of such injury or death, a claim may be filed within 1 year after the date of the last payment. Such claim shall be filed with the Mayor. The time for filing a claim shall not begin to run until the employee or beneficiary is aware, or by the exercise of reasonable diligence should have been aware, of the relationship between the injury or death and the employment. Once a claim has been filed with the Mayor, no further written claims are necessary.
(b) Notwithstanding the provisions of subsection (a) of this section, failure to file a claim within the period prescribed in such subsection shall not be a bar to such right unless objection to such failure is made at the 1st hearing of such claim in which all parties in interest are given reasonable notice and opportunity to be heard.
(c) If a person who is entitled to compensation under this chapter is mentally incompetent or a minor, the provisions of subsection (a) of this section shall not be applicable so long as such person has no guardian or other authorized representative, but shall be applicable in the case of a person who is mentally incompetent or a minor from the date of appointment of such guardian or other representative, or in the case of a minor, if no guardian is appointed before he becomes of age, from the date he becomes of age.
(d) Where recovery is denied to any person, in a suit brought at law to recover damages in respect of injury or death, on the ground that such a person was an employee and that the defendant was an employer within the meaning of this chapter and that such employer had secured compensation to such employee under this chapter, the limitation of time prescribed in subsection (a) of this section shall begin to run only from the date of termination of such suit.
D.C. Code § 32-1519 — DC Code / Title 32 / Chapter 15 / § 32-1519
§ 32-1519. Collection of defaulted payments.
Status: in_force

(a) In case of default by the employer in the payment of compensation due under any award of compensation for a period of 30 days after the compensation is due and payable, the person to whom such compensation is payable may, within 2 years after such default, make application to the Mayor for a supplementary order declaring the amount of the default. After investigation, notice and hearing, as provided in § 32-1520 , the Mayor shall make a supplementary order, declaring the amount of the default, which shall be filed in the same manner as the compensation order. In case the payment in default is an installment of the award the Mayor may, in his discretion, declare the whole of the award as the amount in default. The applicant may file a certified copy of such supplementary order with the Clerk of the Superior Court of the District of Columbia. Such supplementary order of the Mayor shall be final, and the Court shall, upon the filing of the copy, enter judgment for the amount declared in default by the supplementary order. No fee shall be required for filing the supplementary order nor for entry of judgment thereon, and the applicant shall not be liable for costs in a proceeding for review of the judgment unless the Court shall otherwise direct. The Court shall modify such judgment to conform to any later compensation order upon presentation of a certified copy thereof to the Court.
(b) In cases where judgment cannot be satisfied by reason of the employer’s insolvency or other circumstances precluding payment, the Mayor may, in his discretion, and to the extent he shall determine advisable after consideration of current commitments payable from the special fund established in § 32-1540 , make payment from such fund upon any award made under this chapter, and, in addition, provide any necessary medical, surgical, and other treatment required by § 32-1507 in any case of disability where there has been a default in furnishing medical treatment by reason of the insolvency of the employer. Such an employer shall be liable for payment into such fund of the amounts paid therefrom by the Mayor under this subsection; and for the purposes of enforcing this liability, the Mayor for the benefit of the fund shall be subrogated to all the rights of the person receiving such payment or benefits, including the right of lien and priority provided for by § 32-1518 as against the employer and may by a proceeding in the name of the Mayor under § 32-1520 or under § 32-1522(c) , or both, seek to recover the amount of the default or so much thereof as in the judgment of the Mayor is possible, or the Mayor may settle and compromise any such claim.
D.C. Code § 32-1528 — DC Code / Title 32 / Chapter 15 / § 32-1528
§ 32-1528. Costs in proceedings brought without reasonable grounds; penalty for unreasonable delay in payment of compensation.
Status: in_force

(a) If the trier of fact or court having jurisdiction of proceedings in respect of any claim or compensation order determines that the proceedings in respect of such claim or order have been instituted or continued without reasonable ground, the costs of such proceedings shall be assessed against the party who has so instituted or continued such proceedings.
(b) If the Mayor or court determines that an employer or carrier has delayed the payment of any installment of compensation to an employee in bad faith, the employer shall pay to the injured employee, for the duration of the delay, the actual weekly wage of the employee for the period that the employee is eligible to receive workers’ compensation benefits under this chapter. The penalty shall be in addition to any amount paid pursuant to § 32-1515 .
D.C. Code § 32-1039 — DC Code / Title 32 / Chapter 10 / § 32-1039
§ 32-1039. Judicial review of orders; stay pending determination of proceedings.
Status: repealed

Repealed.
D.C. Code § 32-772 — DC Code / Title 32 / Chapter 7C / § 32-772
§ 32-772. Department of Employment Services annual report on year-round youth programs.
Status: in_force

(a) Starting December 15, 2020, and annually thereafter, the Department of Employment Services ("Department") shall publish on its website and submit to the Council a report on the operations of its year-round youth programs, including:
  (1) The In-School Youth Program;
  (2) The Out-of-School Youth Program;
  (3) The Marion Barry Youth Leadership Institute;
  (4) Pathways for Young Adults Program;
  (5) Youth Earn and Learn Program;
  (6) The High School Internship Program;
  (7) In-School Youth Innovation Grants; and
  (8) In-school DCHR internship program.
(b) The report shall include the following information for each program from the previous fiscal year:
  (1) The number of participants newly enrolled;
  (2) The total number of participants, disaggregated by ward, grade, school, age, and, if known, at-risk status;
  (3) Each program's total expenditures, disaggregated by fund type (federal, local, intra-District, or special purpose revenue funds); and
  (4) The names of any vendors, grantees, host employers (including public schools and public charter schools for the High School Internship Program), host sites, or other organizations providing services to youth.
(c) The Department may withhold from the report required pursuant to subsection (b) of this section any information precluded from release by federal law, rule, or policy; provided, that, if at a later time, such information may be released, the Department shall supplement the next annual report following the date on which the information may be shared with the withheld information.
(d) For the purposes of this section, the term "at-risk" means a public school, public charter school, private school, or homeschool student who is identified as one or more of the following:
  (1) Homeless;
  (2) In the District's foster care system;
  (3) Qualifies for the Temporary Assistance for Needy Families program or the Supplemental Nutrition Assistance Program; or
  (4) A high school student that is one year older, or more, than the expected age for the grade in which the student is enrolled.
D.C. Code § 32-302 — DC Code / Title 32 / Chapter 3 / § 32-302
§ 32-302. Definitions.
Status: in_force

For the purposes of this chapter:
(1) The term “blind” refers to an individual or class of individuals whose central visual acuity does not exceed 20/200 in the better eye with correcting lenses or whose visual acuity, if better than 20/200, is accompanied by a limit to the field of vision in the better eye to such a degree that its widest diameter subtends an angle of no greater than 20 degrees.
(2) The term “direct labor” includes all work required for preparation, processing and packing but not supervision, administration, inspection and shipping.
(3) The term “qualified nonprofit agency for the blind and other individuals with severe disabilities” means an agency:
  (A) Organized under the laws of the United States or of the District of Columbia operated in the interest of blind individuals and other individuals with severe disabilities and the net income of which does not ensure, in whole or in part, to the benefit of any shareholder or other individual;
  (B) Which complies with any applicable occupational health and safety standard required by the laws of the United States or of the District of Columbia; and
  (C) Which in the manufacture of products and in the provision of service (whether or not the products or services are procured under this chapter) during the fiscal year employs blind and other individuals with severe disabilities for not less than 75% of the person-hours of direct labor required for the manufacture or provision of the products or services.
(4) The term “individual with a severe disability” means any person (other than a blind person as heretofore defined) who is so severely incapacitated by any physical or mental disability that he or she cannot engage in normal competitive employment because of such disability.
D.C. Code § 32-1051.13 — DC Code / Title 32 / Chapter 10A / § 32-1051.13
§ 32-1051.13. Subpoenas; noncompliance.
Status: in_force

(a) Any party may request that a subpoena be issued by the administrative law judge.
(b) Witnesses summoned by subpoena shall be entitled to the same witness and mileage fees as are witnesses in proceedings in the Superior Court of the District of Columbia; provided, that fees payable to a witness summoned by subpoena issued at the request of a party shall be paid by that party.
(c) Within 10 days after service of a subpoena upon a person, the person may petition the administrative law judge to quash or modify the subpoena, which the administrative law judge shall grant, if the judge finds that:
  (1) The subpoena requires appearance or attendance at an unreasonable time or place;
  (2) The subpoena requires production of evidence that does not relate to the matter at issue;
  (3) The subpoena does not describe with sufficient particularity the evidence to be produced;
  (4) Compliance with the subpoena would be unduly onerous; or
  (5) The subpoena fails for other good reason.
(d) In the case of a refusal to obey a subpoena, the administrative law judge or any party may seek enforcement of a subpoena issued under the authority of this chapter by filing a petition for enforcement in a court of competent jurisdiction. In the enforcement proceeding, the court may award to the prevailing party all or part of the costs and attorney's fees incurred in obtaining the enforcement order.
(e) A person who fails or neglects to attend a proceeding to which the person was duly called to testify or refuses to answer any lawful inquiry or demand to produce records, documents, or other evidence, without good cause, may be fined by a court of competent jurisdiction not more than the amount set forth in § 22-3571.01 ("Criminal Fine Proportionality Act") or imprisoned not more than 60 days, or both.
(f) A person who makes or causes to be made a false entry or false statement of fact in any report, account, record, or other document submitted to an administrative law judge pursuant to a subpoena or other order or who willfully mutilates, alters, or by any other means falsifies any documentary evidence may be fined by a court of competent jurisdiction not more than the amount set forth in the Criminal Fine Proportionality Act or imprisoned not more than 60 days, or both.
D.C. Code § 32-1346 — DC Code / Title 32 / Chapter 13B / § 32-1346
§ 32-1346. Rules.
Status: in_force

The Director of the Office of Human Rights, pursuant to subchapter I of Chapter 5 of Title 2 , shall issue rules to implement the provisions of this subchapter .
D.C. Code § 32-581.05 — DC Code / Title 32 / Chapter 5B / § 32-581.05
§ 32-581.05. Rules.
Status: in_force

(a) The Mayor, pursuant to subchapter I of Chapter 5 of Title 2 , shall issue rules to implement the provisions of this chapter , including:
  (1) Annual changes to the minimum qualifying annual compensation; and
  (2) Rules requiring the preservation and retention of workplace policies, non-compete provisions, non-compete agreements, the written disclosures required by § 32-581.03a , and other records related to demonstrating compliance with this chapter .
D.C. Code § 32-504 — DC Code / Title 32 / Chapter 5 / § 32-504
§ 32-504. Certification.
Status: in_force

(a) An employer may require that a request for family leave under § 32-502(a)(4) or medical leave under § 32-503 be supported by a certification issued by the health care provider of the employee or family member. The employee shall provide a copy of the certification to the employer.
(b) The certification provided by the employee to the employer shall state:
  (1) The date on which the serious health condition commenced;
  (2) The probable duration of the condition;
  (3) The appropriate medical facts within the knowledge of the health care provider that would entitle the employee to take leave under this chapter; and
  (4) (A) For purposes of medical leave under § 32-503 , a statement that the employee is unable to perform the functions of the employee’s position; or
    (B) For purposes of family leave under § 32-502(a)(4) , an estimate of the amount of time that the employee is needed to care for the family member.
(c) For the purposes of § 32-505(c) , the employer may request that certification issued in any case involving medical leave under § 32-503 include an explanation of the extent to which the employee is unable to perform the functions of the employee’s position.
(d) (1) If the employer has reason to doubt the validity of the certification provided under subsection (a) of this section, the employer may require that the employee obtain, at the expense of the employer, the opinion of a 2nd health care provider approved by the employer, in regard to any information required to be certified under subsection (b) of this section.
  (2) (A) If the 2nd opinion provided under this subsection differs from the original certification provided under subsection (a) of this section, the employee may obtain the opinion of a 3rd health care provider mutually agreed upon by the employer and the employee, in regard to any information required to be certified under subsection (b) of this section. The employer shall pay the cost of the opinion of the 3rd health care provider.
    (B) The opinion of the 3rd health care provider in regard to the information certified under subsection (b) of this section shall be final and binding on the employer and employee.
(e) Any health care provider approved or mutually agreed upon under subsection (d)(1) or (2) of this section may not be retained on a regular basis by the employer or employee or otherwise bear a close relationship to the employer or employee that would give the appearance that the certification is biased.
(f) The employer may require that the employee obtain subsequent recertifications on a reasonable basis.
(g) (1) Certification information requested under this section shall be used only to make a decision in regard to the provisions of this chapter. An employer shall keep any medical information obtained from a certification request confidential.
  (2) Any employer who willfully violates this subsection shall be assessed a civil penalty of $1,000 for each offense.
D.C. Code § 32-808 — DC Code / Title 32 / Chapter 8 / § 32-808
§ 32-808. Employer to furnish safe place of employment, information required by Board, report of employees’ injury or death, and record of employees.
Status: in_force

(a) Every employer shall furnish a place of employment which shall be reasonably safe for employees, shall furnish and use safety devices and safeguards, and shall adopt and use practices, means, methods, operations, and processes which are reasonably safe and adequate to render such employment and place of employment reasonably safe.
(b) Every employer shall furnish to the Board any information which the Board is authorized to require and shall make true and specific answers to all questions.
(c) Every employer shall submit to the Board within 10 days from the date of any injury or death, or from the date that the employer has knowledge of any disease or infection resulting from any injury, a duplicate copy of the report provided for in § 930 of Title 33, United States Code, as made applicable to the District of Columbia by §§ 36-501 and 36-502 [1973 Ed.].
(d) Every employer shall keep an accurate record of every person employed by him so as to be able in case of accident immediately to give an accurate record relative to same.
D.C. Code § 32-502 — DC Code / Title 32 / Chapter 5 / § 32-502
§ 32-502. Family leave requirement.
Status: in_force

(a) An employee shall be entitled to a total of 16 workweeks of family leave during any 24-month period for:
  (1) The birth of a child of the employee;
  (2) The placement of a child with the employee for adoption or foster care;
  (3) The placement of a child with the employee for whom the employee permanently assumes and discharges parental responsibility; or
  (4) The care of a family member of the employee who has a serious health condition.
(b) The entitlement to family leave under subsection (a)(1) through (3) of this section shall expire 12 months after the birth of the child or placement of the child with the employee.
(c) Subject to the requirements of subsection (h) of this section, in the case of a family member who has a serious health condition, the family leave may be taken intermittently when medically necessary.
(d) Upon agreement between the employer and the employee, family leave may be taken on a reduced leave schedule, during which the 16 workweeks of family leave may be taken over a period not to exceed 24 consecutive workweeks.
(e) (1) Except as provided in paragraphs (2) and (3) of this subsection, family leave may consist of unpaid leave.
  (2) Any paid family, vacation, personal, or compensatory leave provided by an employer that the employee elects to use for family leave shall count against the 16 workweeks of allowable family leave provided in this chapter.
  (3) If an employer has a program that allows an employee to use the paid leave of another employee under certain conditions, and the conditions have been met, the employee may use the paid leave as family leave and the leave shall count against the 16 workweeks of family leave provided in this chapter.
  (4) Nothing in this section shall require an employer to provide paid family leave.
(f) If the necessity for leave under this section is foreseeable based on an expected birth or placement of a child with an employee, the employee shall provide the employer with reasonable prior notice of the expected birth or placement of a child with the employee.
(g) If the necessity for family leave under this section is foreseeable based on planned medical treatment or supervision, an employee shall:
  (1) Provide the employer with reasonable prior notice of the medical treatment or supervision; and
  (2) Make a reasonable effort to schedule the medical treatment or supervision, subject to the approval of the health care provider of the employee or family member, in a manner that does not disrupt unduly the operations of the employer.
(h) (1) If 2 family members are employees of the same employer:
    (A) The employer may limit to 16 workweeks during a 24-month period the aggregate number of family leave workweeks to which the family members are entitled; and
    (B) The employer may limit to 4 workweeks during a 24-month period the aggregate number of family leave workweeks to which the family members are entitled to take simultaneously.
  (2) For the purposes of this subsection, the term “same employer” includes an office, division, subdivision, or other organizational section of an employer in which both employees have the same or interrelated duties and the absence of both employees would disrupt unduly the conduct of the employer’s business.
(i) (1) Information that an employee gives to an employer regarding a family relationship, pursuant to which the employee seeks to take family leave under this section, shall be used only to make a decision in regard to the provisions of this chapter. An employer shall keep any information regarding the family relationship confidential.
  (2) Any employer who willfully violates this subsection shall be assessed a civil penalty of $1,000 for each offense.
D.C. Code § 32-131.09 — DC Code / Title 32 / Chapter 1A / § 32-131.09
§ 32-131.09. Posting requirement.
Status: in_force

Recodified as § 32-531.09
D.C. Code § 32-1505 — DC Code / Title 32 / Chapter 15 / § 32-1505
§ 32-1505. Commencement of compensation; maximum compensation.
Status: in_force

(a) No compensation shall be allowed for the first 3 days of the disability, except the benefits provided for in § 32-1507 ; provided, that in case the injury results in disability of more than 14 days the compensation shall be allowed from the date of the disability.
(b) Compensation for disability or death shall not exceed the average weekly wages of insured employees in the District of Columbia or $396.78, whichever is greater. For any one injury causing temporary or permanent partial disability, the payment for disability benefits shall not continue for more than a total of 500 weeks. Within 60 days of the expiration of the duration of the compensation provided for in this subsection, an employee may petition the Mayor for an extension of up to 167 weeks. The extension shall be granted only upon a finding by an independent medical examiner appointed by the Mayor of continued whole body impairment exceeding 20% under the American Medical Association’s Guides to the Evaluation of Permanent Impairment. An injured employee shall have up to 3 years after termination of nonscheduled benefits to re-open his or her case due to changes in condition.
Guides to the Evaluation of Permanent Impairment
(c) The minimum compensation for total disability or death shall be 25% of the maximum compensation.
(d) For the purposes of this section, the average weekly wage of insured employees in the District shall be determined by the Mayor as follows:
  (1) For the calendar year 2013, the average weekly wage rate is set at $1,416.00.
  (2) For years commencing after January 1, 2013, on or before November 1st of each preceding year, the total wages reported on contribution reports for employees, excluding employees of the District government and the United States government, to the Department of Employment Services for the year ending on the preceding June 30th shall be divided by the average number of such employees (determined by dividing the sum of total employees reported in each quarter for the preceding year, excluding employees of the District government and the United States government, by 4). The average annual wage thus obtained shall be divided by 52 and the average weekly wage thus determined rounded to the nearest cent. The average weekly wage as so determined shall be applicable for the year beginning the following January 1.
(e) The average weekly wage shall not be deemed to have changed for any calendar year unless the computation in subsection (d) of this section results in an increase or decrease of $2 or more, raised to the next even dollar.
D.C. Code § 32-521.05 — DC Code / Title 32 / Chapter 5 / § 32-521.05
§ 32-521.05. Enforcement by civil action.
Status: in_force

(a) Subject to the provisions in subsection (b) of this section, an employee or the Mayor may bring a civil action against any employer to enforce the provisions of this subchapter in any court of competent jurisdiction.
(b) No civil action may be commenced more than 1 year after the occurrence or discovery of the alleged violation of this subchapter.
(c) If a court determines that an employer violated any provision of this subchapter, the damages provision prescribed in § 32-1204 (b)(6) and (c) shall apply.
D.C. Code § 32-541.01 — DC Code / Title 32 / Chapter 5 / § 32-541.01
§ 32-541.01. Definitions.
Status: in_force

For the purposes of this subchapter , the term:
(1) "Average weekly wage" means the total wages subject to contribution under § 32-541.03 earned by an eligible individual during the 4 quarters during which the individual's wages were the highest out of the 5 quarters immediately preceding the qualifying leave event, divided by 52; except, that, for claims filed after October 1, 2021, and before the 365th day after the end of the public health emergency, the term "average weekly wage" means the total wages subject to contribution under § 32-541.03 for the 4 quarters during which the individual's wages were the highest out of the 10 quarters immediately preceding the qualifying leave event, divided by 52.
(2) "Bonding" means the formation of a close emotional and psychological relationship between a parent or primary caregiver and an infant or child.
(3) "Covered employee" means an employee of a covered employer:
  (A) Who spends more than 50% of his or her work time for that employer working in the District of Columbia; or
  (B) Whose employment for the covered employer is based in the District of Columbia and who regularly spends a substantial amount of his or her work time for that covered employer in the District of Columbia and not more than 50% of his or her work time for that covered employer in another jurisdiction.
(4) "Covered employer" means:
  (A) Any individual, partnership, general contractor, subcontractor, association, corporation, business trust, or any group of persons 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, employs or exercises control over the wages, hours, or working conditions of an employee and is required to pay unemployment insurance on behalf of its employees by § 51-103 ; provided, that the term "covered employer" shall not include the United States, the District of Columbia, or any employer that the District of Columbia is not authorized to tax under federal law or treaty; or
  (B) A self-employed individual who has opted into the paid-leave program established pursuant to this subchapter .
(5) "D.C. FMLA" means the subchapter I of this chapter .
(6) "Eligible individual" means a person whose claim for paid-leave benefits is not based on employment for the United States, the District of Columbia, or an employer that the District of Columbia is not authorized to tax under federal law or treaty, who meets the  requirements of this subchapter and regulations issued pursuant to this subchapter and:
  (A) Has been a covered employee during some or all of the 52 calendar weeks immediately preceding the qualifying event for which paid leave is being taken; or
  (B) Is a self-employed individual who has:
    (i) Opted into the paid-leave program established pursuant to this subchapter ; and
    (ii) Earned self-employment income for work performed more than 50% of the time in the District of Columbia during some or all of the 52 calendar weeks immediately preceding the qualifying event for which paid leave is being taken.
(6A) "Employer contribution rate" means the uniform percentage of covered employees' wages that covered employers must contribute to the District, including the percentage of annual self-employment income that a covered employer who is a self-employed individual must contribute, as provided under this subchapter .
(6B) "Exigent circumstances" means:
  (A) Physical or mental incapacity that prevents an eligible individual or eligible individual's authorized representative from filing for paid leave benefits following the occurrence of a qualifying leave event;
  (B) A demonstrable inability to reasonably access the means by which a claim could have been filed by the eligible individual or the eligible individual's authorized representative following the occurrence of a qualifying leave event; or
  (C) Actual lack of knowledge by an eligible individual of his or her right to apply for paid leave benefits pursuant to this subchapter due to the noncompliance of all of the eligible individual's covered employers with the notice requirements required by § 32-541.06(i)(3) during the period when the individual could have received paid leave benefits pursuant to this subchapter ; provided, that such employer noncompliance shall be confirmed by the Mayor before the eligible individual shall be eligible for paid leave benefits pursuant to this subchapter .
(7) "Family member" means:
  (A) A biological, adopted, or foster son or daughter, a stepson or stepdaughter, a legal ward, a son or daughter of a domestic partner, or a person to whom an eligible individual stands in loco parentis;
  (B) A biological, foster, or adoptive parent, a parent-in-law, a stepparent, a legal guardian, or other person who stood in loco parentis to an eligible individual when the eligible individual was a child;
  (C) A person to whom an eligible individual is related by domestic partnership, as defined by § 32-701(4) , or marriage;
  (D) A grandparent of an eligible individual; or
  (E) A sibling of an eligible individual.
(8) "Health care provider" shall have the same meaning as provided in § 32-501(5) .
(8A) "Insurer" shall have the same meaning as provided in § 31-2231.01(7) .
(9) "Intermittent leave" means paid leave taken in increments of no less than one day, rather than for one continuous period of time.
(9A) "Miscarriage" means the loss of a pregnancy before 20 weeks' gestation.
(10) "Open enrollment period" means:
  (A) The first 90 days after the date on which the Mayor, pursuant to § 32-541.03 , begins to collect contributions to the Universal Paid Leave Fund;
  (B) The 60 days following the commencement of business in the District of Columbia by a self-employed individual; or
  (C) Beginning with calendar year 2020 and in each calendar year thereafter, the months of November and December.
(11) "Paid-leave benefits" means the monetary benefits provided pursuant to this subchapter .
(11A) "Pre-natal medical care" means routine and specialty appointments, exams, and treatments associated with a pregnancy provided by a health care provider, including pre-natal check-ups, ultrasounds, treatment for pregnancy complications, bedrest that is required or prescribed by a health care provider, and pre-natal physical therapy.
(11B) "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.
(12) "Qualifying family leave" means paid leave that an eligible individual may take in order to provide care or companionship to a family member because of the occurrence of a qualifying family leave event.
(13) "Qualifying family leave event" means the diagnosis or occurrence of a serious health condition of a family member of an eligible individual.
(13A) "Qualifying leave event" means a qualifying family leave event, a qualifying medical leave event, a qualifying pre-natal leave event, or a qualifying parental leave event.
(14) "Qualifying medical leave" means paid leave that an eligible individual may take following the occurrence of a qualifying medical leave event.
(15) "Qualifying medical leave event" means, for an eligible individual, the diagnosis or occurrence of a serious health condition, which shall include the occurrence of a stillbirth and the medical care related to a miscarriage.
(16) "Qualifying parental leave" means paid leave that an eligible individual may take within one year of the occurrence of a qualifying parental leave event.
(17) "Qualifying parental leave event" means events, including bonding, associated with:
  (A) The birth of a child of an eligible individual;
  (B) The placement of a child with an eligible individual for adoption or foster care; or
  (C) The placement of a child with an eligible individual for whom the eligible individual legally assumes and discharges parental responsibility.
(17A) "Qualifying pre-natal leave" means paid leave that an eligible individual who is pregnant may take for pre-natal medical care following the occurrence of a qualifying pre-natal leave event and prior to the occurrence of a qualifying parental leave event.
(17B) "Qualifying pre-natal leave event" means the diagnosis of pregnancy by a health care provider.
(18) "Retaliate" means to:
  (A) Commit any form of intimidation, threat, reprisal, harassment, discrimination, or adverse employment action, including discipline, discharge, suspension, transfer or assignment to a lesser position in terms of job classification, job security, or other condition of employment;
  (B) Reduce pay or hours or deny an individual additional hours;
  (C) Inform another employer that the person has engaged in activities protected by this subchapter ; or
  (D) Report, or threaten to report, the actual or suspected citizenship or immigration status of an employee, former employee, or family member of an employee or former employee, to a federal, state, or local agency.
(19) "Self-employment income" means gross income earned from carrying on a trade or business as a sole proprietor, an independent contractor, or a member of a partnership.
(19A) "Self-insured employer" means an employer that uses its own resources, rather than providing benefits directly through an insurance contract with a third-party insurer, to pay its employees' family, medical, short-term disability, or related leave benefits ("leave benefits") and includes an employer that contracts with a third-party insurer to administer its leave benefits program.
(20) "Serious health condition" means a physical or mental illness, injury, or impairment that requires inpatient care in a hospital, hospice, or residential health care facility, or continuing treatment or supervision at home by a health care provider or other competent individual.  For the purposes of this definition:
  (A) (i) The term "treatment" includes, but is not limited to, examinations to determine if a serious health condition exists and evaluations of the condition.
    (ii) Treatment does not include routine physical examinations, eye examinations, or dental examinations.
    (iii) A regimen of continuing treatment such as the taking of over-the-counter medications, bed rest, or similar activities that can be initiated without a visit to a health care provider is not, by itself, sufficient to constitute continuing treatment for the purposes of this subchapter .
  (B) The term "inpatient care" is the care of a patient in a hospital, hospice, or residential medical care facility for the duration of one overnight period or longer, or any subsequent treatment in connection with such inpatient care.
  (C) The term "incapacity" means inability to work, attend school, or perform other regular daily activities due to the serious health condition, treatment of the serious health condition, or recovery from the serious health condition.
  (D) Conditions for which cosmetic treatments are administered are not serious health conditions; provided, that procedures related to an individual's gender transition shall not be considered cosmetic treatments for the purposes of this subparagraph.
  (E) A serious health condition involving continuing treatment by a health care provider means any one or more of the following:
    (i) A period of incapacity of more than 3 consecutive, full calendar days, and any subsequent treatment or period of incapacity relating to the same condition that also involves:
      (I) Treatment of 2 or more times within 30 days of the first day of incapacity, unless extenuating circumstances exist, by a health care provider, by a nurse under direct supervision of a health care provider, or by a provider of health care services under orders of, or on referral by, a health care provider.  For the purposes of this sub-subparagraph, "extenuating circumstances" means circumstances beyond an individual's control that prevent the follow-up visit from occurring as planned by the health care provider;
      (II) The first, or only, in-person treatment visit within 10 days after the first day of incapacity if extenuating circumstances exist; or
      (III) Treatment by a health care provider on at least one occasion, which results in a regimen of continuing treatment under the supervision of the health care provider;
    (ii) Any period of incapacity or treatment for such incapacity due to a chronic serious health condition.  A chronic serious health condition is one which:
      (I) Requires 2 or more periodic visits annually for treatment by a health care provider or by a nurse under direct supervision of a health care provider;
      (II) Continues over an extended period of time, which shall include recurring episodes of a single underlying condition; and
      (III) May cause episodic rather than a continuing period of incapacity;
    (iii) A period of incapacity that is permanent or long-term due to a condition for which treatment may not be effective.  The family member of an eligible individual must be under continuing supervision of, but need not be receiving active treatment by, a health care provider; or
    (iv) Any period of absence to receive multiple treatments (including any period of recovery from the treatments) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, for:
      (I) Restorative surgery after an accident or other injury; or
      (II) A condition that would likely result in a period of incapacity of more than 3 consecutive, full calendar days in the absence of medical intervention or treatment.
(20A) "Stillbirth" means the loss of a pregnancy at 20 weeks' gestation or later.
(21) "Universal Paid Leave Fund" means the fund established pursuant to § 32-551.02 .
(22) "Wages" shall have the same meaning as provided in § 51-101(3) ; provided, that the term "wages" also shall include self-employment income earned by a self-employed individual who has opted into the paid-leave program established pursuant to this subchapter .
D.C. Code § 32-851 — DC Code / Title 32 / Chapter 8A / § 32-851
§ 32-851. Findings and declarations.
Status: in_force

(a) In the course of managing real property that it owns or in otherwise carrying out its functions in the public interest, the District may participate in real property developments as a property owner, lessor, proprietor, lender, or guarantor, facing similar risks and liabilities as other business entities participating in such ventures. As a result, the District has an ongoing proprietary interest in these developments and a direct interest in their financial performance.
(b) The District must make prudent management decisions, similar to any private business entity, to ensure efficient management of its business concerns and to maximize benefits and minimize risks. One risk is the possibility of labor-management conflict.
(c) A major potential outcome of labor-management conflict is economic action by labor unions against employers. Experience of municipal and other investors demonstrates, for example, that organizing drives pursuant to the formal and adversarial union certification process often deteriorate into protracted and acrimonious labor-management conflict. Labor-management conflict can result in construction delays, work stoppages, picketing, strikes, consumer boycotts, and other forms of adverse economic pressure. Such conflict may adversely affect the District’s financial or other proprietary business interests by causing delay in the completion of a project, reducing the revenues or increasing the costs of the project, and by generating negative publicity.
(d) These risks are heightened in the hotel industry because this industry is so closely related to tourism, which is a linchpin of the District economy. Labor-management conflict in hotel projects in which the District is an economic participant can jeopardize the operation of related tourist and commercial facilities, as well as the District’s national reputation as a tourist and convention destination.
(e) One method of reducing the risk to the District’s proprietary interests is to require, as a condition of the District’s investment or other economic participation in a development project, that employers taking part in the development project seek agreements with labor organizations in which the labor organizations agree to forbear from adverse economic action against the employers’ operations.
D.C. Code § 32-1410 — DC Code / Title 32 / Chapter 14 / § 32-1410
§ 32-1410. Apprenticeship agreements — Violations; hearings; determinations; appeals.
Status: in_force

(a) Upon the complaint of any interested person or upon his own initiative, the Associate Director of Apprenticeship may investigate to determine if there has been a violation of the terms of an apprenticeship agreement made under this subchapter and may hold hearings, inquiries, and other proceedings necessary to such investigation and determination. The parties to such an agreement shall be given a fair and impartial hearing after reasonable notice thereof. All such hearings, investigations, and determinations shall be made under authority of reasonable rules and procedures prescribed by the Apprenticeship Council, subject to the approval of the Registration Agency.
(b) (1) The determination of the Associate Director of Apprenticeship shall be filed with the Apprenticeship Council. If no appeal is filed with the Apprenticeship Council within 10 days after the date of filing of the determination of the Associate Director of Apprenticeship, the determination shall become the order of the Apprenticeship Council.
  (2) Any person aggrieved by a determination or action of the Associate Director of Apprenticeship may appeal to the Apprenticeship Council, which shall hold a hearing after due notice to the interested parties.
  (3) Any person aggrieved by the action of the Apprenticeship Council may appeal as provided in subchapter I of Chapter 5 of Title 2 [ § 2-501 et seq.].
D.C. Code § 32-131.03 — DC Code / Title 32 / Chapter 1A / § 32-131.03
§ 32-131.03. Notification.
Status: in_force

Recodified as § 32-531.03
D.C. Code § 32-1071.01 — DC Code / Title 32 / Chapter 10B / § 32-1071.01
§ 32-1071.01. Definitions.
Status: in_force

(a) For the purposes of this chapter , the term:
  (1) "Casual basis" means occurring at irregular, uncertain, or incidental times and differing in nature from the type of paid work in which the worker is customarily engaged.
  (2) "Domestic services" means the following work when performed in or around a private residence:
    (A) Child care, except work performed by the employee of a child development facility, as defined in § 7-2031(3) ;
    (B) Aiding an elderly person or a person with a disability in activities of daily living;
    (C) Organizing, managing, or cleaning the home or its contents, including laundering clothes and washing dishes;
    (D) Cooking, preparing, or serving food; or
    (E) Services such as gardening, driving, or shopping when they are incidental to the services described in subparagraphs (A) through (D) of this paragraph.
  (3) "Domestic services agency" means a hiring entity that employs 2 or more domestic workers and dispatches them to the private residences of customers.
  (4) "Domestic worker" means an individual who performs domestic services for compensation in or around the private residence of another, but does not include:
    (A) An individual who is a family member of the hiring entity for whom the individual performs domestic services;
    (B) An individual who primarily performs household repairs or construction, such as plumbing, masonry, painting, renovating, or similar construction work;
    (C) An individual whose primary responsibilities are caring for, boarding, or walking dogs, cats, or other household pets; or
    (D) An individual employed or engaged on a casual basis.
  (5) "Engage" means to pay an independent contractor a fee for services.
  (6) "Hiring entity" means an individual, partnership, association, corporation, business trust, or other entity, person, or group that employs or seeks to employ or engages or seeks to engage an individual to perform domestic services in the District for 5 or more hours in a calendar month. The term "hiring entity" does not include the customer of a domestic services agency or an agency, branch, or instrumentality of a state, the District, or the United States government.
  (7) "Live-in domestic worker" means a domestic worker whose employer provides the domestic worker with lodging in the residence where the domestic work is performed.
  (8) "Referral agency" means an individual, partnership, association, corporation, business trust, or any entity, person, or group, other than a hiring entity, that, as a primary function of its business, connects prospective or current hiring entities and domestic workers to facilitate domestic services.
  (9) "Services contract" means a written agreement between one or more hiring entities and one or more domestic workers.
  (10) "Shared services" means domestic services that a single domestic worker performs, often simultaneously for the mutual benefit of 2 or more hiring entities on a regular schedule, such as when 2 families employ a single caregiver to provide shared childcare for the families' children during the traditional work week.
  (11) "Wage Payment Act" means Chapter 13 of this title .
D.C. Code § 32-1691.04 — DC Code / Title 32 / Chapter 16 / § 32-1691.04
§ 32-1691.04. Program participation.
Status: in_force

(a) To maintain eligibility for Program assistance, an individual shall:
  (1) Maintain satisfactory academic progress;
  (2) Be a resident of the District throughout enrollment in Program training; and
  (3) Meet any other requirements determined by the WIC to be necessary or appropriate for Program participation.
(b) (1) In exchange for Program assistance, a Program participant shall agree to endeavor to remain a District resident for 6 months for each Program training course the participant completes.
  (2) The WIC shall establish requirements and procedures to administer this subsection.
D.C. Code § 32-831 — DC Code / Title 32 / Chapter 8 / § 32-831
§ 32-831. Employers to furnish seats for employees.
Status: repealed

Repealed.
D.C. Code § 32-1682 — DC Code / Title 32 / Chapter 16 / § 32-1682
§ 32-1682. Establishment of a Healthcare Workforce Intermediary.
Status: in_force

(a) (1) By December 1, 2020, the WIC shall select, through award of a grant, the Healthcare Workforce Intermediary to establish, convene, and assist the Healthcare Workforce Partnership.
  (2) Consistent with part B of subchapter XII-A of Chapter 3 of Title 1 , the WIC shall issue multi-year grants for a period of 4 years, subject to the availability of funds.
(b) The entity selected to be the Intermediary shall:
  (1) Be a nonprofit organization, industry association, or community-based organization;
  (2) Have a proven track record of success convening healthcare sector employers or have a significant role in the healthcare sector;
  (3) Have existing relationships with training providers; and
  (4) Have a proven track record of successful fundraising.
(c) Over the course of the HWI grant, the WIC shall:
  (1) Provide technical assistance to the Partnership through the Intermediary, which may include:
    (A) Assisting the Partnership in obtaining data and information from District agencies;
    (B) Providing the Partnership with customized labor market and economic analysis;
    (C) Providing the Partnership with education and guidance on WIOA; and
    (D) Providing the Partnership with information on the number of District residents that training providers have the capacity to train in healthcare occupations;
  (2) Submit to the Partnership for feedback the proposed statement of work for any grant solicitation for the provision of training at least 30 days before issuing the request for proposals;
  (2A) [Expires September 30, 2024] Submit to the Partnership for feedback the proposed statement of work for the direct care worker training grant outlined in § 32-1693.06 ; and
  (3) Use the Partnership's Healthcare Occupations Reports to align District government funded workforce development training with current and future healthcare sector hiring needs in the District.
D.C. Code § 32-603 — DC Code / Title 32 / Chapter 6 / § 32-603
§ 32-603. Design and methodology of study; selection of consultants.
Status: in_force

Beginning 30 days after February 24, 1987:
(1) The Commission shall determine the design and methodology of the study and any other matters concerning the conduct of the study that the Commission may consider appropriate. These specifications shall be forwarded to the Department of Administrative Services, which shall prepare and process the solicitation. A list of all respondents to the solicitation shall be forwarded to the Commission by the Department of Administrative Services.
(2) A list of 5 qualified consultants, selected pursuant to competitive bidding procedures, shall be submitted to the Chairman of the Committee on Government Operations and to the Mayor by the Commission. Within 45 calendar days of receipt of the list, the Chairman of the Committee on Government Operations and the Mayor shall meet and select the consultant from the list using the alternate strike method as follows: The Mayor shall strike the 1st name, the Chair of the Committee on Government Operations shall strike the 2nd, and alternate strikes shall continue until 1 name remains.
D.C. Code § 32-856 — DC Code / Title 32 / Chapter 8A / § 32-856
§ 32-856. Requirement of District notice.
Status: in_force

A request for proposals or invitation to bid or similar document regarding a District development project covered by this chapter shall include a summary description of and reference to the requirements of this chapter. Failure to include a description or reference to this chapter in the document shall not exempt an employer otherwise subject to the requirements of this chapter.
D.C. Code § 32-1051.15 — DC Code / Title 32 / Chapter 10A / § 32-1051.15
§ 32-1051.15. Civil action.
Status: in_force

(a) A covered employee aggrieved by a violation of this chapter may bring a civil action in the Superior Court of the District of Columbia and may be awarded such legal or equitable relief as may be appropriate to effectuate the purposes of this chapter , including without limitation:
  (1) Reinstatement;
  (2) Payment of lost wages totaling not less than the hourly rate of pay due to the covered employee but for the violation multiplied by the number of hours below the minimum work week that the covered employee was provided each work week during which a violation occurred;
  (3) Actual medical costs incurred by the covered employee as a result of the violation;
  (4) Liquidated damages in the amount of $100 per day for each day the violation continued; and
  (5) Reasonable attorney's fees and costs of the action to be paid by the defendant to a prevailing plaintiff.
(b) (1) An action to recover damages under this chapter may be maintained in the Superior Court of the District of Columbia by one or more covered employees aggrieved by a violation of this chapter or on behalf of a covered employee or covered employees who are similarly situated as long as at least one of the covered employees has exhausted all administrative remedies.
  (2) (A) For the purposes of this subsection, 2 or more covered employees are similarly situated if they:
      (i) Are or were employed by the same covered employer, whether concurrently or otherwise, at some point during the applicable statute of limitations period;
      (ii) Allege one or more violations that raise similar questions as to liability; and
      (iii) Seek similar forms of relief.
    (B) Covered employees alleging violations of this chapter shall not be considered dissimilar under this subsection solely because their claims seek damages that differ in amount or their job titles, or other means of classifying them differ in ways that are unrelated to their claims.
(c) (1) Except as provided in paragraph (2) of this subsection, an action commenced for a violation of this chapter on or after the applicability of this chapter shall be commenced within 3 years after the cause of action accrued or of the last occurrence if the cause of action is continuous, whichever is later, or the cause of action shall be forever barred.
  (2) The 3-year statute of limitations shall be tolled:
    (A) From the date the covered employee files an administrative complaint with the Mayor until the Mayor notifies the covered employee in writing that the administrative complaint has been resolved or the administrative complaint is withdrawn by the covered employee;
    (B) During any period that the covered employer has failed to provide the covered employee with actual or constructive notice of the covered employee's rights; or
    (C) On other equitable grounds.
D.C. Code § 32-531.01 — DC Code / Title 32 / Chapter 5 / § 32-531.01
§ 32-531.01. Definitions.
Status: in_force

For the purposes of this subchapter, the term:
(a) (1) “Domestic violence” means an intrafamily offense as defined in § 16-1001(8) .
  (2) “Employee” means any individual employed by an employer, but shall not include:
    (A) Any individual who, without payment and without expectation of any gain, directly or indirectly, volunteers to engage in the activities of an educational, charitable, religious, or nonprofit organization;
    (B) Any lay member elected or appointed to office within the discipline of any religious organization and engaged in religious functions;
    (C) Any individual employed as a casual babysitter, in or about the residence of the employer.
    (D) An independent contractor;
    (E) A student;
    (F) Health care workers who choose to participate in a premium pay program; or
    (G) A substitute teacher or a substitute aide who is employed by District of Columbia Public Schools for a period of 30 or fewer consecutive work days.
  (3) (A) “Employer” means a legal entity (including a for-profit or nonprofit firm, partnership, proprietorship, sole proprietorship, limited liability company, association, or 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, employs or exercises control over the wages, hours, or working conditions of an employee.
    (B) The term “employer” shall include the District government.
  (4) “Family member” means:
    (A) (i) A spouse, including the person identified by an employee as his or her domestic partner, as defined in § 32-701 (3);
      (ii) The parents of a spouse;
      (iii) Children (including foster children and grandchildren);
      (iv) The spouses of children;
      (v) Parents;
      (vi) Brothers and sisters; and
      (vii) The spouses of brothers and sisters.
    (B) A child who lives with an employee and for whom the employee permanently assumes and discharges parental responsibility; or
    (C) A person with whom the employee shares or has shared, for not less than the preceding 12 months, a mutual residence and with whom the employee maintains a committed relationship, as defined in § 32-701(1) .
  (5) “Paid leave” means accrued increments of compensated leave provided by an employer for use by an employee during an absence from employment for any of the reasons specified in § 32-531.02(b) .
  (6) “Premium pay program” means a plan offered by an employer pursuant to which an employee may elect to receive extra pay in lieu of benefits.
  (7) “Sexual abuse” means any offense described in Chapter 30 of Title 22 [§ 22-3001 et seq.]
  (8) “Student” means an employee who:
    (A) (i) Is a full-time student, as defined by an accredited institution of higher education;
      (ii) Is employed by the institution at which the student is enrolled;
      (iii) Is employed for less than 25 hours per week; and
      (iv) Does not replace an employee subject to this subchapter; or
    (B) Is employed as part of the Year Round Program for Youth, as established by the Department of Employment Services.
  (9) "Substitute aide" means an individual who is employed by District of Columbia Public Schools to provide instructional assistance (general, specialized, or concentrated) to students on a temporary basis when the regular instructional aide is unavailable.  The term "substitute aide" does not include an individual employed by District of Columbia Public Schools on a term or full-time assignment.
  (10) "Substitute teacher" means an individual who is employed by District of Columbia Public Schools to work as a classroom teacher on a temporary basis when the regular teacher is unavailable.  The term "substitute teacher" does not include an individual employed by District of Columbia Public Schools on a term or full-time assignment.
D.C. Code § 32-111.05 — DC Code / Title 32 / Chapter 1 / § 32-111.05
§ 32-111.05. Enforcement.
Status: in_force

*NOTE: This section will expire on June 30, 2024.*
(a) An eligible employee or retained employee may, on their own behalf or on behalf of other eligible employees or retained employees similarly situated, bring an action to enforce this subchapter in the Superior Court of the District of Columbia and upon prevailing shall be awarded:
  (1) Back pay for each day the violation continues at a rate of compensation not less than the higher of:
    (A) The average regular rate of pay received by the eligible employee or retained employee during the last 3 years of the eligible employee or retained employee's employment in the same occupation classification, or
    (B) The final regular rate received by the eligible employee or retained employee;
  (2) The costs of benefits the employer would have incurred for the eligible employee or retained employee under the employer's benefit plan;
  (3) If it is established that a contractor or employer violated this subchapter with malice or with reckless indifference, an affected eligible employee or retained employee treble damages, and, in addition, may be awarded compensatory or punitive damages; and
  (4) Reasonable attorney fees and costs of the suit, including expert witness fees.
D.C. Code § 32-412 — DC Code / Title 32 / Chapter 4 / § 32-412
§ 32-412. Cease and desist orders.
Status: in_force

(a) (1) When the Mayor, after investigation, has cause to believe that any individual, partnership, association, corporation, contractor, or subcontractor is violating any provision of this chapter, the Mayor may issue an order requiring the alleged violator immediately to cease and desist from the violation if the Mayor has reason to believe that immediate irreparable loss and injury to the general public has occurred or will occur. The order shall be served by certified mail or delivery in person.
  (2) The alleged violator may request the Mayor to hold a hearing on the alleged violation. Any request for a hearing shall be in writing and shall be made within 15 days of the service of the order.
  (3) If a request for a hearing is not made, the order of the Mayor to cease and desist is final.
  (4) If, after a hearing, the Mayor determines that the alleged violator is not in violation of this chapter, the Mayor shall revoke the order to cease and desist.
(b) (1) When the Mayor, after investigation, has cause to believe that any individual, partnership, association, corporation, contractor, or subcontractor is violating any provision of this chapter, and has reason to believe that immediate irreparable loss and injury to the general public has not occurred and will not occur, the Mayor shall notify the alleged violator in writing of the existence of the alleged violation.
  (2) Within 15 days of receipt of this notification, the alleged violator may show cause to the Mayor in writing why the Mayor should not issue an order requiring the alleged violator to cease and desist from the violation.
  (3) If the alleged violator does not respond to the Mayor’s show cause request within the prescribed time period, the Mayor may issue an order requiring the alleged violator immediately to cease and desist from the violation.
  (4) If the alleged violator responds to the Mayor’s show cause request, the Mayor may:
    (A) Terminate all proceedings against the alleged violator if, based upon the response of the alleged violator to the show cause request, the Mayor determines that there is no basis for the issuance of a cease and desist order; or
    (B) Schedule a hearing, notifying the alleged violator in writing by certified mail of the date, time, and place of the hearing at least 5 days in advance of the hearing.
  (5) (A) If, after a hearing, the Mayor determines that the alleged violator is in violation of this chapter, the Mayor shall order the violator to cease and desist from the violation.
    (B) If, after a hearing, the Mayor determines that the alleged violator is not in violation of this chapter, the Mayor shall terminate all proceedings against the alleged violator.
(c) If any individual, partnership, association, corporation, contractor, or subcontractor fails to comply with any lawful order of the Mayor issued pursuant to this section, the Mayor may:
  (1) Petition a court of competent jurisdiction to issue an order compelling compliance with the lawful order of the Mayor; or
  (2) Take any other action authorized by this chapter.
(d) Section 2-509 applies to proceedings before the Mayor pursuant to this section.
D.C. Code § 32-304 — DC Code / Title 32 / Chapter 3 / § 32-304
§ 32-304. Committee for Purchase of Products and Services of the Blind and Other Individuals with Severe Disabilities — Duties.
Status: in_force

(a) The duties of the Committee shall be as follows:
  (1) To determine the price of all products manufactured and services provided by the blind and other individuals with severe disabilities and offered for sale to the various agencies of the District government by any qualified nonprofit agency for the blind and other individuals with severe disabilities. The price shall be set to recover the cost of raw materials for the workshops, labor, overhead and delivery costs, but shall not include profit;
  (2) To revise such prices from time to time in accordance with changing cost factors; and
  (3) To make such rules and regulations regarding specifications, time of delivery, authorization of a central nonprofit agency to facilitate the distribution of orders among agencies for the blind and other individuals with severe disabilities and other relevant matters of procedure as shall be necessary to carry out the purposes of this chapter.
(b) The Committee shall establish and publish a list of products produced by any qualified nonprofit agency for the blind and other individuals with severe disabilities and the services provided by any such agency which the Committee determines are suitable for procurement by agencies of the District government pursuant to this chapter. This procurement list and revisions thereof shall be distributed to all purchasing officers of the District government.
D.C. Code § 32-1015 — DC Code / Title 32 / Chapter 10 / § 32-1015
§ 32-1015. Application to revised wage orders.
Status: in_force

Section 32-1004(a)   shall not apply to any revised wage order issued by the Wage-Hour Board that sets a minimum wage that is higher than the minimum wage set by this subchapter.
D.C. Code § 32-531.15 — DC Code / Title 32 / Chapter 5 / § 32-531.15
§ 32-531.15. Report by the [Department of Employment Services].
Status: in_force

The Department of Employment Services shall prepare and submit to the Mayor and Council, annually, a report of this chapter’s economic impact on the private sector. Among other things, the Department of Employment Services shall obtain a sample of statistics on District businesses to determine:
(1) The compliance level of businesses; and
(2) Whether companies are utilizing staffing patterns to circumvent the intention of this subchapter .
D.C. Code § 32-103 — DC Code / Title 32 / Chapter 1 / § 32-103
§ 32-103. Enforcement.
Status: in_force

(a) An employee who has been wrongfully discharged by a new contractor may bring an action in the Superior Court of the District of Columbia and may be awarded:
  (1) Back pay for each day the violation continues at a rate of compensation not less than the higher of:
    (A) The average regular rate of pay received by the employee during the last 3 years of the employee’s employment in the same occupation classification; or
    (B) The final regular rate received by the employee; and
  (2) Costs of benefits the new contractor would have incurred for the employee under the new contractor’s benefit plan.
(b) In any suit, the court shall allow the prevailing party reasonable attorney’s fees as part of the costs recoverable.
(c) This chapter shall not be construed to limit an employee’s right to bring a common law cause of action for wrongful termination.
D.C. Code § 32-1051.06 — DC Code / Title 32 / Chapter 10A / § 32-1051.06
§ 32-1051.06. Confidentiality of reported information.
Status: in_force

To encourage reporting and protect personal information received pursuant to this chapter , the Mayor shall keep confidential, to the maximum extent authorized by law, the name and any other identifying information of a covered employee, or other person, reporting a violation of this chapter during the course of an investigation; provided, that with the authorization of the covered employee or other person, whichever is applicable, the Mayor may disclose the name of the covered employee or other person and such identifying information as necessary to conduct a hearing and enforce this chapter or other employee-protection law.
D.C. Code § 32-1512 — DC Code / Title 32 / Chapter 15 / § 32-1512
§ 32-1512. Guardian for minor or incompetent.
Status: in_force

The Mayor may require the appointment by a court of competent jurisdiction, for any person who is mentally incompetent or a minor, of a guardian or other representative to receive compensation payable to such person under this chapter and to exercise the powers granted to or to perform the duties required of such person under this chapter.
D.C. Code § 32-411 — DC Code / Title 32 / Chapter 4 / § 32-411
§ 32-411. Powers of Mayor as to witnesses.
Status: in_force

(a) The Mayor, in the performance of any duty or the execution of any power prescribed by this chapter, may administer oaths or affirmations, certify official acts, take and cause to be taken depositions of witnesses, issue subpoenas, and compel the attendance of witnesses and production of books, papers, documents, records, and testimony.
(b) In case of failure of any person to comply with a lawful subpoena or of the refusal of any witness to produce evidence or to testify to any matter about which he or she may be lawfully interrogated, the Superior Court of the District of Columbia, upon the application of the Mayor or the Mayor’s designee, may compel obedience by proceedings for contempt.
D.C. Code § 32-501 — DC Code / Title 32 / Chapter 5 / § 32-501
§ 32-501. Definitions.
Status: in_force

For purposes of this chapter, the term:
(1) "Employee" means:
  (A) For leave provided under §§ 32-502 or 32-503 , an individual who has:
    (i) Been employed by the same employer for at least 12 consecutive or non-consecutive months, inclusive of holiday, sick, or personal leave granted by the employer as part of its regular benefits whether such leave was paid or unpaid, in the 7 years immediately preceding the date on which the period of family or medical leave is to commence; and
    (ii) Worked at least 1,000 hours for the employer during the 12-month period referenced in sub-subparagraph (i) of this paragraph preceding the date on which the period of family or medical leave is to commence.
  (B) For leave provided under section 3a [temporary law § 32-502.01], an individual employed bay [by] an employer for at least 30 days prior to the request for leave.
(2) “Employer” means any individual, firm, association, or corporation, any receiver or trustee of any individual firm, association, or corporation, or the legal representative of a deceased employer, including the District of Columbia (“District”) government, who uses the services of another individual for pay in the District.
(3) “Employment benefit” means any benefit, other than salary or wages, provided or made available to an employee by an employer, including, but not limited to, group life, health, and disability insurance, sick and annual leave, and educational and pension benefits, regardless of whether the benefit is provided by a policy or practice of an employer or by an employee welfare benefit plan as defined in title 1, subtitle A, section 3(3) of the Employee Retirement Income Security Act of 1974, effective September 2, 1974 (88 Stat. 833; 29 U.S.C. 1002(1)).
(4) “Family member” means:
  (A) A person to whom the employee is related by blood, legal custody, or marriage;
  (B) A child who lives with an employee and for whom the employee permanently assumes and discharges parental responsibility;
  (C) A person with whom the employee shares or has shared, within the last year, a mutual residence and with whom the employee maintains a committed relationship; or
  (D) A foster child.
(5) “Health care provider” means any person licensed under federal, state, or District law to provide health care services.
(6) “Public safety agency” means the Metropolitan Police Department of the District of Columbia, the Fire Department of the District of Columbia, or the Department of Corrections.
(7) “Mayor” means Mayor of the District of Columbia.
(8) “Reduced leave schedule” means leave scheduled for a fewer number of hours than an employee usually works during each workweek or workday.
(9) “Serious health condition” means a physical or mental illness, injury, or impairment that involves:
  (A) Inpatient care in a hospital, hospice, or residential health care facility; or
  (B) Continuing treatment or supervision at home by a health care provider or other competent individual.
(10) “Local educational agency” shall have the same meaning as the term has in section 1471(12) of the Elementary and Secondary Education Act of 1965, approved April 28, 1988 (102 Stat. 201; 20 U.S.C. 2891(12)) [omitted].
D.C. Code § 32-1507 — DC Code / Title 32 / Chapter 15 / § 32-1507
§ 32-1507. Medical services, supplies, and insurance.
Status: in_force

(a) The employer shall furnish such medical, surgical, vocational rehabilitation services, including necessary travel expenses and other attendance or treatment, nurse and hospital service, medicine, crutches, false teeth or the repair thereof, eye glasses or the repair thereof, artificial or any prosthetic appliance for such period as the nature of the injury or the process of recovery may require. The employer shall furnish such additional payment as the Mayor may determine is necessary for the maintenance of an employee undergoing vocational rehabilitation, not to exceed $50 a week.
(a-1) (1) Any employer who provides health insurance coverage for an employee shall provide health insurance coverage equivalent to the existing health insurance coverage of the employee while the employee receives or is eligible to receive workers’ compensation benefits under this chapter.
  (2) For purposes of this subsection, the phrase “eligible to receive” means:
    (A) An employee is away from work due to a job-related injury for which the employee has filed a claim for workers’ compensation benefits under this chapter; or
    (B) An employer has knowledge of a job-related injury of an employee who is away from work due to the job-related injury pursuant to which workers’ compensation benefits may become due under § 32-1515 .
  (3) The provision of health insurance coverage shall not exceed 52 weeks and shall be at the same benefit level that the employee had at the time the employee received or was eligible to receive workers’ compensation benefits.
  (4) Except as provided in paragraph (3) of this subsection, an employer shall pay the total cost for the provision of health insurance coverage during the time that the employee receives or is eligible to receive workers’ compensation benefits under this chapter, including any contribution that the employee would have made if the employee had not received or been eligible to receive workers’ compensation benefits.
  (5) Each provider of medical care or services pursuant to this chapter shall use a standard coding system for reports and bills generated pursuant to this chapter. Medical care and services shall be billed at the rate established in the medical fee schedule adopted by the Mayor. This fee schedule shall be based on 113% of Medicare’s reimbursement amounts.
(b) (1) Repealed.
  (2) Repealed.
  (3) The employee shall have the right to choose an attending physician to provide medical care under this chapter. If, due to the nature of the injury, the employee is unable to select a physician and the nature or the injury requires immediate treatment and care, the employer shall select a physician for him. Where medically necessary or advisable, or at the request of the employee, the attending physician shall consult with the employee’s personal physician.
  (4) The Mayor shall supervise the medical care rendered to injured employees, shall require periodic reports as to the medical care being rendered to injured employees, shall have the authority to determine the necessity, character, and sufficiency of any medical aid furnished or to be furnished, and may order a change of physician or hospital when in his judgment such change is necessary or desirable.
  (5) Each person who provides medical care or service under this chapter shall utilize a standard coding system for reports and bills pursuant to rules issued by the Mayor. Medical care and service shall be billed at a usual and customary rate.
  (6) Any medical care or service furnished or scheduled to be furnished under this chapter shall be subject to utilization review. Utilization review may be accomplished prospectively, concurrently, or retrospectively.
    (A) In order to determine the necessity, character, or sufficiency of any medical care or service furnished or scheduled to be furnished under this chapter and to allow for the performance of competent utilization review, a utilization review organization or individual used pursuant to this chapter shall be certified by the Utilization Review Accreditation Commission.
    (B) When it appears that the necessity, character, or sufficiency of medical care or service to an employee is improper or that medical care or service scheduled to be furnished must be clarified, the Mayor, employee, or employer may initiate review by a utilization review organization or individual.
    (C) If the medical care provider disagrees with the opinion of the utilization review organization or individual, the medical care provider shall have the right to request reconsideration of the opinion by the utilization review organization or individual 60 calendar days from receipt of the utilization review report. The request for reconsideration shall be written and contain reasonable medical justification for the reconsideration.
    (D) Disputes between a medical care provider, employee, or employer on the issue of necessity, character, or sufficiency of the medical care or service furnished, or scheduled to be furnished, or the fees charged by the medical care provider shall be resolved by the Mayor upon application for a hearing on the dispute by the medical care provider, employee, or employer. A party who is adversely affected or aggrieved by the decision of the Mayor may petition for review of the decision by the District of Columbia Court of Appeals.
    (E) The employer shall pay the cost of a utilization review if the employee seeks the review and is the prevailing party.
  (7) Medical care providers shall not hold employees liable for service rendered in connection with a compensable injury under this chapter.
(c) Vocational rehabilitation shall be designed, within reason, to return the employee to employment at a wage as close as possible to the wage that the employee earned at the time of injury. The Mayor shall monitor the provision of vocational rehabilitation of employees with disabilities and determine the adequacy and sufficiency of such rehabilitation. Where, in the judgment of the Mayor, the employer fails or refuses to provide adequate and sufficient rehabilitation services as required in subsection (a) of this section, the Mayor may order that the supplier of such services be changed, and may use the special fund provided in § 32-1543 [§ 32-1540] in such amounts as may be necessary to procure such services, including necessary prosthetic appliances or other apparatus. When the Mayor pays for such services out of the special fund, he shall institute proceedings against such employer to recover the amounts expended.
(d) If the employer fails to provide the medical or other treatment, services, supplies, or insurance coverage required to be furnished by subsections (a) and (a-1) of this section, after request by the injured employee, such injured employee may procure the medical or other treatment, services, supplies, or insurance coverage and select a physician to render treatment and services at the expense of the employer. The employee shall not be entitled to recover any amount expended for the treatment, service, or insurance coverage unless the employee requested the employer to furnish the treatment or service or to furnish the health insurance coverage and the employer refused or neglected to do so, or unless the nature of the injury required the treatment or service and the employer or his superintendent or foreman having knowledge of the injury neglected to provide the treatment or service; nor shall any claim for medical or surgical treatment be valid or enforceable, as against the employer, unless within 20 days following the 1st treatment the physician giving the treatment furnishes to the employer and the Mayor a report of the injury or treatment, on a form prescribed by the Mayor. The Mayor may, however, excuse the failure to furnish such report within 20 days when he finds it to be in the interest of justice to do so, and he may, upon application by a party in interest, make an award for the reasonable value of such medical or surgical treatment so obtained by the employee. If at any time during such period the employee unreasonably refuses to submit to medical or surgical treatment or to an examination by a physician selected by the employer, or to accept vocational rehabilitation the Mayor shall, by order, suspend the payment of further compensation, medical payments, and health insurance coverage during such period, unless the circumstances justified the refusal.
(e) Whenever, in the opinion of the Mayor, the injured employee or his employer, a physician has improperly estimated the degree of permanent disability or the extent of temporary disability occasioned by the injury or where in the opinion of such parties a physician recommends a treatment for an injury not generally recognized by the medical community the Mayor shall cause such employee to be examined by another physician selected by the Mayor and to obtain from such physician a report containing his estimate of such disabilities and a recommendation for treatment. If the report of such physician shows that the estimate of the former physician is improper or that the treatment recommended is not one that is generally recognized in the medical community, the Mayor shall have the power in his discretion to charge the cost of such examination to the employer, if he is a self-insurer, or to the insurance company which is carrying the risk, or, in appropriate cases, to the special fund.
(f) All fees and other charges for such treatment or service shall be limited to such charges as prevail in the same community for similar treatment of injured persons and shall be subject to regulation by the Mayor.
(g) The liability of an employer for medical treatment as provided in this section shall not be affected by the fact that his employee was injured through the fault or negligence of a third party not in the same employ, or suit has been brought against such 3rd party. The employer shall, however, have a cause of action against such 3rd party to recover any amounts paid by him for such medical treatment in like manner as provided in § 32-1535(b) .
(h) When an employer and employee so agree in writing, nothing in this chapter shall be construed to prevent an employee, whose injury or disability has been established in accordance with the provisions of this chapter, from relying in good faith, on treatment by prayer or spiritual means alone, in accordance with the tenets and practice of a recognized church or religious denomination, by a duly accredited practitioner thereof, and having nursing services appropriate therewith, without suffering loss or diminution of the compensation benefits under this chapter; provided, the employee shall submit to all physical examinations required by this chapter.
(i) The employee and employer are entitled upon request to all medical reports made pursuant to claims arising under this chapter.
D.C. Code § 32-751 — DC Code / Title 32 / Chapter 7B / § 32-751
§ 32-751. Definitions.
Status: in_force

For purposes of this chapter, the term:
(1) “Director” means the Director of the Department of Employment Services.
(2) “Grantee” means any person or entity that receives a grant from the District to provide workforce development services.
(3) “Job skills-deficient resident” means an individual resident of the District whose employment opportunities are restricted by deficiencies in education, work experience, work training, work skills, or the loss of certain occupations or industries from the economy of the District or the Washington Metropolitan Area and whose job skills deficiencies and residence is determined and certified by the Director.
(4) “Low-income District resident” means an individual resident of the District whose personal or family income in the previous 6 months on an annualized basis does not exceed 200% of the lower living standard income level and whose income and residence is certified by the Director.
(5) “Workforce Investment Council” means the body created pursuant to § 32-1603 .
D.C. Code § 32-1542 — DC Code / Title 32 / Chapter 15 / § 32-1542
§ 32-1542. Retaliatory actions by employer prohibited.
Status: in_force

It shall be unlawful for any employer or his duly authorized agent to discharge or in any other manner discriminate against an employee as to his employment because such employee has claimed or attempted to claim compensation from such employer, or because he has testified or is about to testify in a proceeding under this chapter. Any employer who violates this section shall be liable to a penalty of not less than $100 or more than $1,000, as may be determined by the Mayor. All such penalties shall be paid to the Mayor for deposit in the special fund as described in § 32-1540 , and if not paid may be recovered in a civil action brought in the Superior Court of the District of Columbia. Any employee so discriminated against shall be restored to his employment and shall be compensated by his employer for any loss of wages arising out of such discrimination; provided, that if such employee ceases to be qualified to perform the duties of his employment, he shall not be entitled to such restoration and compensation. The employer alone and not his carrier shall be liable for such penalties and payments. Any provision in an insurance policy undertaking to relieve the employer from liability for such penalties and payments shall be void.
D.C. Code § 32-1540 — DC Code / Title 32 / Chapter 15 / § 32-1540
§ 32-1540. Special fund.
Status: in_force

(a) There is established in the Treasury of the District of Columbia a special fund for the purpose of making payments in accordance with the provisions of §§ 32-1507(c) , 32-1507(e) , 32-1508(6) , and 32-1519(b) . Such fund shall be administered by the Mayor.
(b) The Mayor shall be the custodian of the special fund, and all moneys and securities in such fund shall be held in trust by the Mayor and shall not be used for purposes other than those provided by this chapter. The Mayor may invest any portion of the fund which, in the opinion of the Mayor, is not needed for current requirements in bonds or notes of the United States or any federal land bank; provided, that such investments are made pursuant to the Financial Institutions Deposit and Investment Act of 1997.
(c) Neither the District of Columbia nor the Mayor shall be liable in respect of payments authorized under §§ 32-1507(c) , 32-1507(e) , 32-1508(6) and 32-1519(b) in any amount greater than the money or property deposited in or belonging to such fund.
(d) Payments into such fund shall be made as follows:
  (1) Each employer shall pay $5,000 as compensation for the death of an employee of such employer resulting from injury where the Mayor determines that there is no person entitled under this chapter to compensation for such death;
  (2) All amounts collected as fines and penalties under the provisions of this chapter shall be paid into such fund; and
  (3) The total assessment amount shall be allocated between self-insured employers and insured employers based on paid losses for the fiscal year preceding the year in which the assessment is based. The method of assessing self-insured employers shall be based upon paid losses. The method of assessing insured employers shall be a surcharge based on premium as set forth in this subsection. The portion of the total aggregate assessment to be collected from self-insured employers shall be equal to that proportion of the total paid losses during the preceding fiscal year, which the total paid losses of all self-insured employers bore to the total paid losses made by all self-insured employers and insurers on behalf of all insured employers during the preceding fiscal year. The portion of the total aggregate assessment that shall be collected from insured employers shall be equal to that proportion of total paid losses during the preceding fiscal year, which the total paid losses made on behalf of all insured employers bore to the total paid losses made by all self-insured employers and insurers on behalf of all insured employers during the preceding fiscal year.
  (4) Any employer which becomes self-insured shall be assessed as if it were insured for 24 months after conversion. The new self-insured employer shall be assessed on the basis of premium. The premium basis shall be equal to its premium for the policy period immediately preceding conversion to be self-insured, multiplied by the percentage change in the self-insured’s payroll. The payroll measurement period shall be the fiscal year immediately preceding conversion and the subsequent 2 fiscal years.
  (5) On or after September 1, 1999, and annually thereafter, the Mayor shall notify insurers of the premium surcharge rate to be effective for policies written or renewed on and after October 1, 1999, and annually thereafter. The Mayor shall notify self-insured employers, at the same time, of the amount to be assessed against self-insured employers for the following fiscal year. The assessment against self-insurers and the surcharge rate applicable to policies of insured employers, together with amounts generated by paragraphs (1) and (2) of this subsection, shall be sufficient to generate revenue needed to satisfy obligations to the Special Fund. Should the Mayor subsequently determine that the assessments are insufficient to meet the Special Fund’s obligations during a fiscal year, the Mayor may assess self-insurers and insured employers to cover any anticipated deficiency, based upon the allocation method set forth in this subsection. Self-insured employers and insurers, on behalf of their policyholders, shall remit any emergency assessment within 30 calendar days of receipt of notice from the Mayor.
  (6) Every workers’ compensation insurer shall collect, from each of its policyholders, an amount equal to the insured employers’ assessment through a surcharge based on premium. These assessments shall include any amounts paid by insurers on behalf of their policyholders to cover an emergency assessment by the Mayor during the previous fiscal year. Assessments when collected shall not constitute an element of loss for the purpose of establishing rates for workers’ compensation insurance but, for the purpose of collection, shall be treated as separate costs imposed upon insured employers. The total of the assessment imposed by this subsection shall be stated as a separate cost on an insured employer’s policy, or on a separate document submitted to the insured employer, and shall be identified as the “Workers’ Compensation Policyholder Surcharge.” Each assessment shall be shown as a percentage of the total workers’ compensation policyholder premium. The premium surcharge shall be excluded from the definition of premiums for all purposes, including computation of agents’ commissions or premium taxes.
  (7) Insurers and self-insurers shall forward to the Special Fund all amounts collected pursuant to this section. These collections shall be for the administration of the Special Fund and shall not be part of the General Fund of the District of Columbia. Any balance remaining at the end of any fiscal year shall not revert to the General Fund and shall be used exclusively to offset any Special Fund assessment required in the next immediate fiscal year.
(e) The special fund shall be audited annually by the Department of Employment Services. The Director of the Department of Employment Services shall file an audited financial report with the Council by March 1st detailing the financial status of the fund as of the end of the preceding fiscal year, including the fund’s operation, cash flow, and changes in capital and surplus, using standard accounting principles.
(f) All civil penalties provided for in this chapter shall be collected by civil suit brought by the Mayor.
D.C. Code § 32-1003 — DC Code / Title 32 / Chapter 10 / § 32-1003
§ 32-1003. Requirements.
Status: in_force

(a) (1) Repealed.
  (2) Repealed.
  (3) Repealed.
  (4) Repealed.
  (5) (A) Except as provided in subsection (h) of this section and subparagraph (B) of this paragraph, the minimum hourly wage shall be as of:
      (i) July 1, 2016:  $11.50;
      (ii) July 1, 2017: $12.50;
      (iii) July 1, 2018: $13.25;
      (iv) July 1, 2019: $14.00; and
      (v) July 1, 2020: $15.00.
    (B) If the minimum wage set by the United States government pursuant to the Fair Labor Standards Act ("U.S. minimum wage") is greater than the minimum hourly wage currently being paid pursuant to subparagraph (A) of this paragraph, the minimum hourly wage paid to an employee by an employer shall be the U.S. minimum wage plus $1.
  (6) (A) Except as provided in subsection (h) of this section, beginning on July 1, 2021, and no later than July 1 of each successive year, the minimum wage provided in this subsection shall be 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. Any increase under this paragraph shall be adjusted to the nearest multiple of $.05.
    (B) Repealed.
(b) Except as provided in subsection (h) of this section, an employer shall pay the minimum wage established pursuant to subsection (a) of this section to an employee for all hours the employee works for the employer when:
  (1) The employee regularly spends more than 50% of their working time in the District of Columbia; or
  (2) The employee's employment is based in the District of Columbia and the employee regularly spends a substantial amount of their working time in the District of Columbia and not more than 50% of their working time in any particular state.
(b-1) Except as provided in subsection (h) of this section, an employee shall not be paid less than the District's minimum wage for each hour worked in the District when an employee performs at least 2 hours of work in the District, for the same employer, within one workweek.
(c) No employer shall employ any employee for a workweek that is longer than 40 hours, unless the employee receives compensation for employment in excess of 40 hours at a rate not less than 1 1/2 times the regular rate at which the employee is employed.
(d) All workers with disabilities shall be paid at a rate not less than the minimum wage, except in those instances where a certificate has been issued by the United States Department of Labor that authorizes the payment of less to workers with disabilities under § 214(c) of the Fair Labor Standards Act [29 U.S.C. § 214(c)].
(e) No employer shall be deemed to have violated subsection (c) of this section if the employee works for a retail or service establishment and:
  (1) The regular rate of pay of the employee is in excess of 11/2 times the minimum hourly rate applicable to the employee under this subchapter; and
  (2) More than 1/2 of the employee’s compensation for a representative period (not less than 1 month) represents commissions on goods or services.
(f) (1) For purposes of this subsection, the term "tipped minimum wage" shall mean the minimum hourly wage required to be paid by an employer to an employee who receives tips.
  (2) As of July 1, 2021, the "tipped minimum wage" shall be $5.05 an hour with tips on top; provided , that the employee actually receives tips in an amount at least equal to the difference between the hourly wage paid and the minimum wage as set by subsection (a) of this section. This tipped minimum wage will increase on July 1, 2022 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. Any increase under this paragraph shall be adjusted to the nearest multiple of $.05.
  (3) Except as provided in subsections (h) and (i) of this section, as of May 1, 2023, the tipped minimum wage shall be not less than $6.00 an hour with tips on top; provided, that the employee actually receives tips in an amount at least equal to the difference between the hourly wage paid and the minimum wage as set by subsection (a) of this section.
  (4) Except as provided in subsections (h) and (i) of this section, as of July 1, 2023, the tipped minimum wage shall be not less than $8.00 an hour, with tips on top; provided, that the employee actually receives tips in an amount at least equal to the difference between the hourly wage paid and the minimum wage as set by subsection (a) of this section.
  (5) Except as provided in subsections (h) and (i) of this section, as of July 1, 2024, the tipped minimum wage shall be not less than $10.00 an hour, with tips on top; provided, that the employee actually receives tips in an amount at least equal to the difference between the hourly wage paid and the minimum wage as set by subsection (a) of this section.
  (6) Repealed.
  (6A) Except as provided in subsections (h) and (i) of this section, as of July 1, 2026, the tipped minimum wage shall be 56% of the minimum wage provided in subsection (a) of this section, with tips on top; provided, that the employee actually receives tips in an amount at least equal to the difference between the hourly wage paid and the minimum wage as set by subsection (a) of this section.
  (7) Except as provided in subsections (h) and (i) of this section, as of July 1, 2028, the tipped minimum wage shall be 60% of the minimum wage provided in subsection (a) of this section, with tips on top; provided, that the employee actually receives tips in an amount at least equal to the difference between the hourly wage paid and the minimum wage as set by subsection (a) of this section.
  (8) Except as provided in subsections (h) and (i) of this section, as of July 1, 2030, the tipped minimum wage shall be 65% of the minimum wage provided in subsection (a) of this section, with tips on top; provided, that the employee actually receives tips in an amount at least equal to the difference between the hourly wage paid and the minimum wage as set by subsection (a) of this section.
  (9) Except as provided in subsections (h) and (i) of this section, as of July 1, 2032, the tipped minimum wage shall be 70% of the minimum wage provided in subsection (a) of this section, with tips on top; provided, that the employee actually receives tips in an amount at least equal to the difference between the hourly wage paid and the minimum wage as set by subsection (a) of this section.
  (10) Except as provided in subsections (h) and (i) of this section, as of July 1, 2034, the tipped minimum wage shall be 75% of the minimum wage provided in subsection (a) of this section, with tips on top; provided, that the employee actually receives tips in an amount at least equal to the difference between the hourly wage paid and the minimum wage as set by subsection (a) of this section.
(f-1) The Mayor shall publish in the District of Columbia Register, on the Department of Employment Services website, and make available to employers in a bulletin, the adjusted minimum hourly wage to be paid by an employer to an employee pursuant to subsections (a)(5) and (6) and (f) of this section at least 30 days before an increase is scheduled to go into effect.
(g) Subsection (f) of this section shall not apply to an employee who receives gratuities, unless:
  (1) The employer has provided the employee with notice of the following, included in the notice furnished pursuant to § 32-1008(c) :
    (A) The provisions of subsection (f) of this section;
    (B) If tips are not shared, that the tipped employee shall retain all tips received;
    (C) If tips are shared, the employer's tip-sharing policy; and
    (D) The percentage by which tips paid via credit card will be reduced by credit card fees;
  (2) If the employer uses tip sharing, the employer has posted the tip-sharing policy; and
  (3) All gratuities received by the employee have been retained by the employee, except that this provision shall not be construed to prohibit the sharing of gratuities among employees who customarily receive gratuities.
(h) Beginning on July 1, 2019, and no later than July 1 of each successive year, an employer shall pay a security officer working in an office building in the District of Columbia wages, or any combination of wages and benefits, that are not less than the combined amount of the minimum wage and fringe benefit rate in effect on September 1 of the immediately preceding year for the guard 1 classification established by the United States Secretary of Labor pursuant to Chapter 67 of Title 41 of the United States Code (41 U.S.C. § 6701 et seq. ), as amended.
(i) The provisions of subsection (f)(2), (3), (4), (5), (6), (6A), (7), (8), (9), and (10) of this section shall not apply to employees of the District of Columbia, or to employees employed to perform services provided under contracts with the District of Columbia. Those employees shall continue to be subject to the minimum wage requirements of this subchapter as they existed before the February 23, 2023, and to the requirements of all other applicable laws, regulations, or policies relating to wages or benefits, including subchapter X-A of Chapter 2 of Title 2 .