D.C. Code § 32-244 — DC Code / Title 32 / Chapter 2 / § 32-244
§ 32-244. Development of plans for the delivery of workforce development services.
Status: in_force

(a) The Mayor shall develop a plan for the delivery of workforce development services for the summer youth jobs program required by § 32-242(a)(1) .
(b) The Mayor shall develop a plan for the delivery of workforce development services for the out-of-school year-round employment program required by § 32-242(a)(3) .
(c) The plans required by this section shall include the following components:
  (1) Stated objectives of the program;
  (2) Quantitative and qualitative output and outcome measurements and the proposed evaluation mechanisms;
  (3) A review of the previous year’s programmatic implementation and an analysis of what strategies have worked and what strategies have not worked with regards to achieving the programmatic goals;
  (4) A full budget narrative, including a delineation of funding for youth connected to traditional academic institutions and youth who are disconnected from any academic institution;
  (5) A delineation of the specific roles that the nonprofit sectors and government sectors play as they relate to policies, procedures, and specific services to be offered to youth requesting workforce development services;
  (6) A strategy to link workforce development programming with academic objectives;
  (7) A strategy to link youth workforce development programming with local employers’ current and projected workforce needs; and
  (8) A strategy to identify all potential obstacles to employment success for participating youth and connect the youth to additional support services as needed.
(d) In the development of the plans required by this section, the Mayor shall consult with youth workforce development stakeholders, experts, and providers.
(e) Within 120 days of September 24, 2010, the Mayor shall submit the plans required by this section to the Council for its approval. Upon approval by the Council, the Mayor shall implement the plans.
D.C. Code § 32-408 — DC Code / Title 32 / Chapter 4 / § 32-408
§ 32-408. Discrimination prohibited.
Status: in_force

It shall be unlawful for any employment agency, employment counseling service, employer-paid personnel service, job listing service, or employment counselor to fail or refuse to provide service to any person for any reason based on race, color, religion, national origin, sex, age, marital status, domestic partnership, personal appearance, sexual orientation, gender identity or expression, family responsibilities, physical disability, matriculation, or political affiliation. For the purposes of this section, the term “domestic partnership” shall have the same meaning as provided in § 32-701(4) .
D.C. Code § 32-171.05 — DC Code / Title 32 / Chapter 1D / § 32-171.05
§ 32-171.05. Transparency and reporting.
Status: in_force

(a) OAG annually shall collect the following information from grantees:
  (1) The number of eligible individuals served by gender, race, ethnicity, primary language, and age;
  (2) The number of eligible individuals served by state of residence, and for District residents, by election ward;
  (3) The occupational groups of eligible individuals served and the number of individuals served in each occupational group;
  (4) A list of the activities provided, with a descriptive summary of each activity;
  (5) The number of eligible individuals served in relation to each employment law or set of employment laws;
  (6) Performance outcomes; and
  (7) An evaluation of implementation challenges and recommendations for future improvements.
(b) OAG annually shall provide to the Council a report that includes:
  (1) A list of grantees and the amount of grant funding provided to each;
  (2) For each grantee, the information provided to OAG pursuant to subsection (a) of this section; and
  (3) An overall evaluation of the Program, including implementation challenges and recommendations for future improvements.
(c) OAG may not require grantees to release to OAG any personally identifying information in connection with the preparation or provision of the reports described in this section.
D.C. Code § 32-521.02 — DC Code / Title 32 / Chapter 5 / § 32-521.02
§ 32-521.02. Amount of leave; denial; form; notice.
Status: in_force

(a) Except as provided in this section, an employee who is a parent shall be entitled to a total of 24 hours leave during any 12 month period to attend or participate in a school-related event for his or her child.
(b) Except as provided in this section, an employee shall be entitled to a day of leave each year on April 16th, the District of Columbia Emancipation Day.
(c) An employer may deny the use of leave provided by subsections (a) and (b) of this section only if the granting of leave would disrupt the employer’s business and make the achievement of production or service delivery unusually difficult.
(d) The leave provided by this section may consist of unpaid leave unless the parent or employee elects to use any paid family, vacation, personal, compensatory, or leave bank leave that has been provided by the employer.
(e) An employee shall notify the employer of the desire for leave to attend a school-related event or to celebrate the District of Columbia Emancipation Day at least 10 calendar days in advance, unless, in the case of a school event, the need to attend the school-related event cannot be reasonably foreseen.
D.C. Code § 32-1001 — DC Code / Title 32 / Chapter 10 / § 32-1001
§ 32-1001. Findings and declaration of policy.
Status: in_force

(a) The Council of the District of Columbia finds that persons employed in the District of Columbia should be paid at wages sufficient to provide adequate maintenance and to protect health. Any wage that is not sufficient to provide adequate maintenance and to protect health impairs the health, efficiency, and well-being of persons so employed, constitutes unfair competition against other employers and their employees, threatens the stability of industry, reduces the purchasing power of employees, and requires, in many instances, that their wages be supplemented by the payment of public moneys for relief or other public and private assistance. Employment of persons at these insufficient rates of pay threatens the health and well-being of the people of the District of Columbia and injures the overall economy.
(b) It is declared the policy of this subchapter to ensure the elimination of the conditions referred to above.
D.C. Code § 32-1331.03 — DC Code / Title 32 / Chapter 13 / § 32-1331.03
§ 32-1331.03. Deemed employers.
Status: in_force

For the purposes of this subchapter, the officers of a corporation and any agents having the management thereof who knowingly permit the corporation to violate this subchapter shall be deemed to be the employers of the employees of the corporation.
D.C. Code § 32-1542.02 — DC Code / Title 32 / Chapter 15 / § 32-1542.02
§ 32-1542.02. Commissioner of the Department of Insurance, Securities, and Banking; rate filings.
Status: in_force

(a) The Commissioner of Insurance and Securities [Commissioner of the Department of Insurance, Securities, and Banking] (“Commissioner”) shall take into consideration the profits of the insurers when evaluating the rate filing for workers’ compensation insurance.
(b) Each rating organization shall file, within 60 days after April 16, 1999, a loss cost filing for new and renewal policies for workers’ compensation insurance to be effective on and after April 16, 1999.
(c) The filing shall reflect no less than an 11.3% reduction in benefits. The filing shall be subject to approval or disapproval by the Commissioner, but an approval or disapproval shall be made not later than 60 calendar days after first receipt of the loss cost filing.
(d) Within 30 days of the Commissioner’s final decision regarding a filing by a rating organization made pursuant to this section, each insurer writing workers’ compensation insurance in the District shall file revised rates for the voluntary market in accordance with this decision. These revised rates shall be applicable to all new and renewal workers’ compensation insurance policies effective on or after April 16, 1999. For any policy in effect on April 16, 1999, through the end of the policy period the premium shall be reduced by a percentage which equals the benefit level reduction. With respect to new and renewal policies effective on or after April 16, 1999, and before the final approval of the rates filed pursuant to this section, each workers’ compensation insurance carrier shall, not later than 45 days after the rates approved pursuant to this section become final, adjust the premium of the new or renewal policy for the period after April 16, 1999, to reflect the difference between the premium on the policy as issued and the premium which reflects the rates as finally approved.
D.C. Code § 32-171.01 — DC Code / Title 32 / Chapter 1D / § 32-171.01
§ 32-171.01. Definitions.
Status: in_force

(a) For the purposes of this chapter , the term:
  (1) "Activities" means conducting outreach to, providing worker education to, or providing legal services for eligible individuals related to employment laws.
  (2) "Community-based organization" means a nonprofit organization, including a legal services provider, headquartered in the District of Columbia whose purpose OAG determines is aligned with one or more purposes of the Program.
  (3) "Eligible individual" means an individual who works in the District.
  (4) "Employment laws" means workplace leave laws and:
    (A) Subchapter I of Chapter 10 of this title ;
    (B) Chapter 13 of this title ;
    (C) Subchapter I of Chapter 1 of Title 51 ; and
    (D) Federal laws that relate to or provide similar rights as the laws identified in subparagraphs (A) through (C) of this paragraph, including the Fair Labor Standards Act of 1938, approved June 25, 1938 (52 Stat. 1060; 29 U.S.C. § 201 et seq. ), and the Family and Medical Leave Act of 1993, approved February 5, 1993 (107 Stat. 6; 29 U.S.C. § 2611 et seq. ).
  (5) "Grantee" means a community-based organization in receipt of a Program grant issued pursuant to § 32-171.02 .
  (6) "Legal services" means the provision of legal advice, assistance, or representation regarding an individual's rights or responsibilities related to a particular matter or more general matters.
  (7) "Legal services provider" means a nonprofit organization or clinical program headquartered in the District that provides legal services.
  (8) "Low- or moderate-income eligible individual" means an individual who works in the District and who earns an hourly wage or salary equivalent to less than 3 times the District minimum wage or who has a household income that falls at or below 400% of the federal poverty guidelines issued by the United States Department of Health and Human Services.
  (9) "OAG" means the Office of the Attorney General for the District of Columbia.
  (10) "Program" means the Workplace Rights Grant Program established pursuant to § 32-171.02 .
  (11) "Workplace leave laws" means laws that provide for eligible individuals to take leave from their employment and protect the right to do so, and include the:
    (A) Subchapter III of Chapter 5 of this title ;
    (B) Subchapter IV of Chapter 5 of this title ;
    (C) Subchapter V of Chapter 5 of this title ; and
    (D) Chapter 12A of this title .
D.C. Code § 32-1693.03 — DC Code / Title 32 / Chapter 16 / § 32-1693.03
§ 32-1693.03. Conditions of Program eligibility.
Status: in_force

(a) Beginning in Academic Year 2021-2022, to be eligible for Program assistance while pursuing an RN to BSN degree through UDC, an individual shall:
  (1) Have met the enrollment requirements of UDC;
  (2) Be a resident of the District;
  (3) Have a stated interest in employment in a nursing care occupation; and
  (4) Have not already completed a bachelor's degree at an institution of higher education.
  (5) Repealed.
  (6) Repealed.
(a-1) Beginning with Academic Year 2023-2024, to be eligible for Program assistance while pursuing an RN to BSN degree through UDC, an individual shall:
  (1) Have met the enrollment requirements of UDC;
  (2) Be a resident of the District;
  (3) Have a stated interest in employment in a nursing care occupation;
  (4) Have not already completed a bachelor's degree at an institution of higher education;
  (5) Have previously obtained a credential as a CNA, HHA, or LPN; and
  (6) Have been employed in the District for a minimum of 2 years as a CNA, HHA, or LPN with a healthcare employer.
(b) Beginning in Academic Year 2021-2022, to be eligible for Program assistance while pursuing an LPN to AASN degree through UDC-CC, an individual shall:
  (1) Meet the conditions outlined in subsection (a)(2), (3), and (4) of this section; and
  (2) Meet the enrollment requirements of UDC-CC.
  (3) Repealed.
  (4) Repealed.
(b-1) Beginning with Academic Year 2023-2024, to be eligible for Program assistance while pursuing an LPN to AASN degree through UDC-CC, an individual shall:
  (1) Meet the conditions outlined in subsection (a)(2), (3), and (4) of this section;
  (2) Meet the enrollment requirements of UDC-CC;
  (3) Have previously obtained a credential as a CNA, HHA, or MA-C; and
  (4) Have been employed in the District for a minimum of 2 years as a CNA, HHA, or MA-C with a healthcare employer.
(c) To be eligible for Program assistance while pursuing certification as a CNA through WDLL, an individual shall:
  (1) Meet the conditions outlined in subsection (a)(2), (3), and (4) of this section; and
  (2) Meet the enrollment requirements of WDLL;
(d) To be eligible for Program assistance while pursuing a certification as a CNA, HHA, MA-C, or while pursuing a CNA to HHA bridge program, through a direct care worker training grantee, an individual shall:
  (1) Meet the conditions outlined in subsection (a)(2), (3), and (4) of this section; and;
  (2) Meet the enrollment requirements of the community training provider.
(e) The University and direct care worker training grantees shall select Program participants according to the terms of the applicable memorandum of understanding or grant agreement with the WIC.
D.C. Code § 32-406 — DC Code / Title 32 / Chapter 4 / § 32-406
§ 32-406. Requirements for operation of employer-paid personnel services.
Status: in_force

(a) Each employer-paid personnel service shall maintain a file of all of its advertisements identified by date and publication. All advertisements and other promotional material shall carry the name under which the employer-paid personnel service is licensed to do business.
(b) Any employer-paid personnel service 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 employer-paid personnel service 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 interviewed by the employer-paid personnel service;
  (2) The name of each employer placing a job order with the employer-paid personnel service, a description of each job order, and the identity of each job-seeker referred to the employer for each job order;
  (3) The identity of each employer and job-seeker for each job placement resulting from the activities performed by the employer-paid personnel service and a description of the job in which the job-seeker was placed; and
  (4) 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 is made.
(e) No employer-paid personnel service doing business in the District, or any person employed by or acting as an agent of that employment agency, shall:
  (1) Knowingly make referrals 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) Advertise a job opening unless the employer-paid personnel service has on file a bona fide employer order for a job-seeker for that job opening;
  (4) Solicit, persuade, or induce any job-seeker to leave any job in which the employer-paid personnel service placed the job-seeker;
  (5) 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; or
  (6) Violate any provision of Chapter 39 of Title 28 .
D.C. Code § 32-1413 — DC Code / Title 32 / Chapter 14 / § 32-1413
§ 32-1413. Severability.
Status: in_force

If any provision of this subchapter, or the application thereof to any person or circumstances, is held invalid, the remainder of the subchapter, and the application of such provision to other persons and circumstances, shall not be affected thereby.
D.C. Code § 32-1411 — DC Code / Title 32 / Chapter 14 / § 32-1411
§ 32-1411. Application of subchapter.
Status: in_force

The provisions of this subchapter shall apply to any person, firm, corporation, or craft in the District of Columbia which has voluntarily elected to conform with its provisions.
D.C. Code § 32-1685 — DC Code / Title 32 / Chapter 16 / § 32-1685
§ 32-1685. Establishment of a healthcare training program.
Status: in_force

(a) By September 1, 2021, the WIC shall establish a healthcare training program ("program") to fund or arrange for training of District residents in a minimum of 2 healthcare occupations identified in the Partnership's first Healthcare Occupations Report, issued pursuant to § 32-1684(e) , which may include one occupation for upskilling of incumbent workers.
(b) To provide training, the WIC may:
  (1) Issue healthcare training grants ("grants") to train providers, pursuant to § 32-1603(c) ; or
  (2) Partner with the University of the District of Columbia Community College or Office of the State Superintendent of Education.
(c) (1) If the program includes a grant, subject to availability of funds, each grant shall be for not less than $100,000 per year for 3 years to provide training for District residents.
  (2) To be eligible for a grant, a grantee shall:
    (A) Be licensed by the Higher Education Licensure Commission as a post-secondary institution, degree or non-degree seeking;
    (B) Agree to utilize the training curricula recommended by the Partnership pursuant to § 32-1684(e)(5) ; and
    (C) Demonstrate consistent successful attainment of the following benchmarks for its training participants:
      (i) Completion of training;
      (ii) Credential attainment;
      (iii) Unsubsidized employment in the occupation of training; and
      (iv) Retention of employment for 6 months or longer in the occupation of training.
  (3) Preference shall be given to grant applicants utilizing an integrated education and training model, as defined 34 C.F.R. § 463.35.
(d) (1) The WIC shall utilize WIOA common performance measures to track program performance.
  (2) The WIC shall report on the performance of the program as required by § 32-1622 .
(e) The WIC shall make its best effort to use WIOA Title I funds to issue any grants authorized in this section.
D.C. Code § 32-1302 — DC Code / Title 32 / Chapter 13 / § 32-1302
§ 32-1302. When wages must be paid; exceptions.
Status: in_force

An employer shall pay all wages earned to his or her employees on regular paydays designated in advance by the employer and at least twice during each calendar month; except, that all bona fide administrative, executive, and professional employees (those employees employed in a bona fide administrative, executive, or professional capacity, as defined in section 7-999.1 of the District of Columbia Municipal Regulation (7 DCMR § 999.1)) shall be paid at least once per month; provided, however, that an interval of not more than 10 working days may elapse between the end of the pay period covered and the regular payday designated by the employer, except where a different period is specified in a collective agreement between an employer and a bona fide labor organization; provided further, that where, by contract or custom, an employer has paid wages at least once each calendar month, he may lawfully continue to do so. Wages shall be paid on designated paydays in lawful money of the United States, or checks on banks payable upon demand by the bank upon which drawn.
D.C. Code § 32-1331.15 — DC Code / Title 32 / Chapter 13 / § 32-1331.15
§ 32-1331.15. Workplace Fraud Fund.
Status: in_force

There is established as a nonlapsing fund the Workplace Fraud Fund (“Fund”). Each civil penalty collected pursuant to this subchapter shall be paid into the Fund to partially offset the administration, investigation, and other expenses incurred in implementing this subchapter. All funds deposited into the Fund, and any interest earned on those funds, shall not revert to the unrestricted fund balance of the General Fund of the District of Columbia at the end of the fiscal year, or at any other time, but shall be continually available for the administration of this subchapter without regard to fiscal year limitation, subject to authorization of Congress.
D.C. Code § 32-1031 — DC Code / Title 32 / Chapter 10 / § 32-1031
§ 32-1031. Findings and declaration of policy.
Status: repealed

Repealed.
D.C. Code § 32-561.01 — DC Code / Title 32 / Chapter 5 / § 32-561.01
§ 32-561.01. Definitions.
Status: repealed

Repealed.
D.C. Code § 32-708 — DC Code / Title 32 / Chapter 7 / § 32-708
§ 32-708. Recordkeeping requirements.
Status: in_force

(a) The Mayor shall maintain adequate records of declarations of domestic partnership, termination statements, and amendments to declarations of domestic partnership and termination statements.
(b) The Mayor shall report annually to the Council on the number of domestic partnerships declared and terminated, including those terminated under § 32-702 (d)(5).
D.C. Code § 32-521.01 — DC Code / Title 32 / Chapter 5 / § 32-521.01
§ 32-521.01. Definitions.
Status: in_force

For purposes of this subchapter, the term:
(a) (1) “Employer” means any individual, firm, association, corporation, the District of Columbia government, any receiver or trustee of any individual firm, association, or corporation, or the legal representative of a deceased employer, who uses the services of an individual (“employee”) for pay in the District.
  (1A) “Employee” means any individual whose services are used for pay in the District by any of the entities provided for in paragraph (1) of this section.
  (2) “Parent” means:
    (A) The natural mother or father of a child;
    (B) A person who has legal custody of a child;
    (C) A person who acts as a guardian of a child regardless of whether he or she has been appointed legally as such;
    (D) An aunt, uncle, or grandparent of a child; or
    (E) A person who is married to, or in a domestic partnership with a person listed in subparagraphs (A) through (D) of this paragraph.
  (3) “School-related event” means an activity sponsored by either a school or an associated organization such as a parent-teacher association. A school-related event includes: a student performance such as a concert, play, or rehearsal; the sporting game of a school team or practice; a meeting with a teacher or counselor; or any similar type of activity. A school-related event shall involve the parent’s child directly either as participant or subject but not as a spectator.
  (4) “District of Columbia Emancipation Day” means April 16th of each year.
  (5) “Domestic partnership” shall have the same meaning as provided in § 32-701(4) .
D.C. Code § 32-1544 — DC Code / Title 32 / Chapter 15 / § 32-1544
§ 32-1544. Severability.
Status: in_force

Should a court of competent jurisdiction declare any provision of this chapter to be unconstitutional or beyond the authority of the Council of the District of Columbia, such declaration shall have no effect upon any other provision of this chapter.
D.C. Code § 32-1538 — DC Code / Title 32 / Chapter 15 / § 32-1538
§ 32-1538. Insurance policies.
Status: in_force

(a) Every policy or contract of insurance issued under authority of this chapter shall contain:
  (1) A provision to carry out the provisions of § 32-1537 ; and
  (2) A provision that insolvency or bankruptcy of the employer and discharge therein or both shall not relieve the carrier from payment of compensation for disability or death sustained by an employee during the life of such policy or contract.
(b) No contract or policy of insurance issued by a carrier under this chapter shall be cancelled prior to the date specified in such contract or policy for its expiration until at least 30 days have elapsed after a notice of cancellation has been sent to the Mayor and to the employer in accordance with the provisions of § 32-1513(c) .
(c) (1) Employers implementing a safe workplace program shall qualify for certification for a 5% premium discount under the employer’s workers’ compensation insurance policy.
  (2) For each policy of workers’ compensation insurance issued or renewed in the District on and after April 16, 1999, there shall be granted, by the insurer, a 5% premium reduction pursuant to rules issued by the Department of Insurance, Securities, and Banking, in the premium for the policy if the insured has been certified by the Department of Employment Services, as having a safe workplace program that complies with the requirements of this chapter and has notified its insurer in writing of the certification. Certification of an insured shall be required for each of the 4 years in which the premium discount is granted. Thereafter, any premium discount authorized pursuant to this chapter shall be determined from the experience rating plan of the insured, or in the case of an insured not rated upon experience.
  (3) The workers’ compensation insurance policy of an insured shall be subject to an additional premium for the purposes of reimbursement of a previously granted premium discount and to cancellation in accordance with the policy if it is determined by the Department of Employment Services that the insured misrepresented the compliance of its safe workplace program.
  (4) The Commissioner of the Department of Banking and Financial Institutions may promulgate rules and regulations necessary for the implementation and enforcement of this section.
D.C. Code § 32-541.10 — DC Code / Title 32 / Chapter 5 / § 32-541.10
§ 32-541.10. 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 subchapter .
(b) It shall be unlawful for an employer to retaliate in any manner against any person because the person:
  (1) Opposes any practice made unlawful by this subchapter ;
  (2) Pursuant to or related to this subchapter :
    (A) Files or attempts to file a charge;
    (B) Institutes or attempts to institute a proceeding;
    (C) Facilitates the institution of a proceeding; or
    (D) Requests, applies for, or uses paid-leave benefits; or
  (3) Gives any information or testimony in connection with an inquiry or proceeding related to this subchapter .
(c) It shall be unlawful for any individual to provide intentionally false statements in order to obtain paid-leave benefits.
D.C. Code § 32-1611 — DC Code / Title 32 / Chapter 16 / § 32-1611
§ 32-1611. One-stop partners.
Status: repealed

Repealed.
D.C. Code § 32-1308.01 — DC Code / Title 32 / Chapter 13 / § 32-1308.01
§ 32-1308.01. Administrative actions on employee complaints.
Status: in_force

(a) When an employee requests administrative enforcement of this chapter, the Minimum Wage Revision Act, the Living Wage Act, and the Sick and Safe Leave Act, the Mayor shall investigate and make an initial determination regarding alleged violations. A physically or electronically signed complaint for non-payment of earned wages shall be filed with the Mayor, no later than 3 years after the last date upon which the violation of this chapter, the Minimum Wage Revision Act, the Sick and Safe Leave Act, or the Living Wage Act is alleged to have occurred or the date on which the employer provided the complainant with actual or constructive notice of the employee’s rights, whichever is later.
(b) If the alleged non-payment of earned wages violation is ongoing at the time of the filing of the complaint, the complaint may also seek recovery of amounts that accrue after the filing of the complaint. With regard to amounts that were due at the time the complaint was filed, an aggrieved employee may recover only those amounts that became lawfully due and payable within the 3-year period before the date the complaint was filed. This period is tolled during any period that the employer fails to provide the complainant with actual or constructive notice of the employee’s rights or on other equitable grounds.
  (1) The complaint shall set forth the facts upon which it is based with sufficient specificity to determine both that an allegation of non-payment of earned wages has been made and that the other criteria stated in this section have been met.
  (2) In addition to the other requirements of the complaint set forth in this section, the complaint shall be sworn and shall include or attach the following information:
    (A) The complainant’s name, address, and telephone number (or alternate address or telephone number if the complainant desires);
    (B) Sufficient information to enable the Mayor to identify the employer through District records, such as the employer’s name, business address, license plate number, or telephone number; and
    (C) An explanation of the alleged violations, which may include the approximate or actual dates the violations occurred, the estimated total dollar amount of unpaid wages, and an explanation of how the total estimated amount of unpaid wages was calculated.
  (3) The Mayor shall request additional information from the complainant to:
    (A) Amend a charge deemed insufficient;
    (B) Cure technical defects or omissions;
    (C) Clarify or amplify allegations; or
    (D) Ensure that any violations related to or arising out of the subject matter set forth or attempted to be set forth in the original charge are adequately alleged in the complaint
(c) (1) The Mayor shall serve the complaint and a written notice to each respondent upon completion. The written notice shall set forth the damages, penalties and other costs for which the respondent may be liable, the rights and obligations of the parties, and the process for contesting the complaint.
  (2) The Mayor shall also include an additional notice to employees stating that an investigation is being conducted and providing information to employees on how they may participate in the investigation. Upon receipt of service, the respondent shall post this additional notice for a period of at least 30 days.
  (3) Within 20 days of the date the complaint and written notice are served, the respondent shall:
    (A) Admit that the allegations in the complaint are true and pay to complainant any unpaid wages or compensation and liquidated damages owed and pay to the Mayor any fine or penalty assessed; or
    (B) Deny the allegations in the complaint and request that the agency make an initial determination regarding the allegations in the complaint.
  (4) If a respondent admits the allegation, the Mayor shall issue an administrative order requiring the respondent to provide relief, including the payment of any back wages unlawfully withheld, liquidated damages equal to the amount of unpaid wages, reasonable attorney fees and costs, and other legal or equitable relief as may be appropriate, including reinstatement in employment, and other injunctive relief, and which may include statutory penalties. The Mayor or Attorney General may also proceed with an audit or subpoena to determine if the rights of employees other than the complainant have also been violated.
  (5) If a respondent denies the allegations, the respondent must notify the Mayor of that decision and may provide any written supporting evidence within 20 days of the date the complaint is served.
  (6) If a respondent fails to respond to the allegations within 20 days of the date the complaint is served, the allegations in the complaint shall be deemed admitted and the Mayor shall issue an initial determination requiring the respondent to provide relief including the payment of any back wages unlawfully withheld, liquidated damages equal to treble the amount of unpaid wages, statutory penalties, reasonable attorney fees and costs, other legal or equitable relief as may be appropriate, including reinstatement in employment, and other injunctive relief.
  (7) The Mayor shall issue an initial determination within 60 days after the date the complaint is served. The initial determination shall set forth a brief summary of the evidence considered, the findings of fact, the conclusions of law, and, where the Mayor finds in favor of the complainant, the initial determination shall require the respondent to provide relief, including the payment of any back wages unlawfully withheld, liquidated damages equal to treble the amount of unpaid wages, statutory penalties, reasonable attorney fees and costs, and other legal or equitable relief as may be appropriate, including reinstatement in employment, and other injunctive relief. The initial determination shall be provided to both parties and set forth the losing party's right to appeal under this section or to seek other relief available under this chapter .
  (8) In addition to determining whether the complainant has demonstrated that the employer has violated one or more provisions of this chapter, or the Minimum Wage Revision Act, the Sick and Safe Leave Act, or the Living Wage Act, by applying the presumption required by § 32-1305(b) , the Mayor shall make an initial determination of whether the complainant is entitled to additional unpaid earned wages due to other District laws such as the Living Wage Act, the Sick and Safe Leave Act, or the Minimum Wage Revision Act.
  (9) If the Mayor fails to issue an initial determination within 60 days of the serving of a complaint, the complainant shall have a right to request a formal hearing before an administrative law judge.
  (10) (A) Upon issuance of an initial determination or administrative order, not issued as a result of conciliation, the Mayor shall notify the parties, by certified mail, of their right to file for a formal hearing before an administrative law judge pursuant to subsection (e) of this section.
    (B) If a party does not timely file for a formal hearing before an administrative law judge pursuant to subsection (e) of this section, the initial determination shall be deemed a final administrative order and shall be enforceable pursuant to subsection (g) of this section.
(d) (1) The Mayor shall work with the parties in an attempt to conciliate. Any conciliation agreement shall be between the respondent and the complainant and shall be reduced to an administrative order requiring the respondent to pay any unpaid wages, compensation, liquidated damages, and fine or penalty owed and requiring the respondent to cure any violations.
  (2) When an administrative order issued as a result of a conciliation agreement is subsequently breached, the Mayor or the complainant may enforce the administrative order pursuant to this section.
(e) (1) Within 30 days of the issuance of the initial determination or an administrative order, not issued as a result of conciliation, or within 30 days of receiving notice of a right to file for a formal hearing before an administrative law judge under this subsection, whichever is later, a party may file for a formal hearing before an administrative law judge. If the initial determination was not issued within the 60-day period specified in subsection (c)(7) of this section, a complainant may file for a formal hearing before an administrative law judge. An administrative law judge shall conduct a hearing to determine whether a violation of this chapter or the Minimum Wage Revision Act, the Living Wage Act, or the Sick and Safe Leave Act has occurred. The hearing shall be scheduled within 30 days of a request, except that the  administrative law judge may grant each party one discretionary continuance due to hardship or scheduling of up to 15 days. The administrative law judge may grant any other request for continuance only for good cause.
  (2) The administrative law judge shall have the authority to administer oaths, issue subpoenas, compel the production of evidence, receive evidence, and consolidate 2 or more complaints into a single hearing where such complaints involve sufficiently similar allegations of fact to justify consolidation.
  (3) All parties shall appear at the hearing, with or without counsel, and may submit evidence, cross-examine witnesses, obtain issuance of subpoenas, and otherwise be heard. Testimony taken at the hearing shall be under oath, and a transcript shall be made available at cost to any individual unless the case is sealed. Testimony may also be given and received by telephone.
  (4) The burden of proof by a preponderance of the evidence shall rest upon the complainant, but shall shift to the respondent when the following conditions are met:
    (A) A respondent failed to keep records of an employee’s hours worked, or records of compensation provided to an employee are imprecise, inadequate, missing, fraudulently prepared or presented, or are substantially incomplete; and
    (B) A complainant presents evidence to show, as a matter of just and reasonable inference, the amount of work done or the extent of work done or what compensation is due for the work done.
  (5) Where the conditions in paragraph 4(A) and (B) of this subsection are met, the respondent must present compelling evidence of the precise amount of work performed and exact compensation promised or present compelling evidence to negate the reasonableness of the inferences drawn from the complainant’s evidence. If the respondent fails to meet this burden, the administrative law judge shall award damages based on the complainant’s evidence and may award approximate damages where necessary.
  (6) If a respondent does not appear after receiving notice of a hearing pursuant to this section, the administrative law judge shall proceed to hear proof of the complaint and render judgment accordingly. If, after receiving notice of a hearing pursuant to this section, the complainant does not appear, the administrative law judge shall dismiss the complaint without prejudice.
(f) (1) At the conclusion of the hearing, the administrative law judge shall issue a decision setting forth a brief summary of the evidence considered, findings of fact and conclusions of law, and an order detailing the relief determined appropriate to the parties and their representatives within 30 days of the hearing.
  (2) Appropriate relief shall include the payment of any back wages unlawfully withheld, liquidated damages equal to treble the amount of unpaid wages, statutory penalties, reasonable attorney fees and costs, and other legal or equitable relief as may be appropriate, including reinstatement in employment, and other injunctive relief.
  (3) The decision and order shall be considered a final administrative ruling, enforceable in a court of competent jurisdiction, and reviewable as provided by applicable law.
(g) (1) Respondents shall comply with the provisions of any order or conciliation agreement affording relief and shall furnish proof of compliance to the Mayor as specified in the order. If the respondent refuses or fails to comply with the administrative order or conciliation agreement, the Mayor or the complainant may record a lien and may sue in the Superior Court of the District of Columbia for a remedy, enforcement, or assessment or collection of a civil penalty.
  (2) The Superior Court of the District of Columbia shall have no jurisdiction to adjudicate the merits of the underlying claim, but is limited to enforcement of the administrative order or conciliation agreement.
  (3) The Mayor may, at the request of an employee, take an assignment in trust for the assigning employee of such wages and join in a proceeding or action such claims against the same employer as the Mayor considers appropriate, and the Mayor shall have power to settle and adjust any such claim or claims on such terms the Mayor may consider just; provided, that no settlement for an amount less than the amount awarded by the administrative law judge shall be agreed to without the complainant’s consent. The Mayor shall maintain regular contact with the complainant concerning the procedural status of any legal actions brought under the assignment and the complainant shall have the right to inquire about and receive information regarding the status of the enforcement action.
(h) If a respondent fails to timely comply with an administrative order or conciliation agreement that has not been stayed, the Mayor shall:
  (1) Assess an additional late fee equal to 10% of the total amount owed for each month any portion of the award and any already accrued late penalty remains unpaid;
  (2) Require the respondent to post public notice of their failure to comply in a form determined by the Mayor; and
  (3) Consider any unpaid amount to be owed the District as past due restitution on behalf of an employee and suspend any licenses issued to do business in the District as set forth in subsection (i) of this section. Penalty amounts, including civil and criminal penalties and late fees, and any wages, damages, interest, costs, or fees awarded to an employee or representative shall be a lien upon the real estate and personal property of the person who owes them. The lien shall take effect by operation of law on the day immediately following the due date for payment, and, unless dissolved by payment, shall as of that date be considered a tax due and owing to the District, which may be enforced through any and all procedures available for tax collection.
(i) The Mayor shall:
  (1) Deny an application for any license to do business issued by the District if, during the 3-year period before the date of the application, the applicant admitted guilt or liability or has been found guilty or liable in any judicial or administrative proceeding of committing or attempting to commit a willful violation of this chapter, the Minimum Wage Revision Act, the Living Wage Act, or the Sick and Safe Leave Act, or any other District, federal, or state law regulating the payment of wages. This subparagraph shall not apply to any person whose final administrative adjudication or judicial judgment or conviction was entered before February 26, 2015; and
  (2) Suspend any license to do business issued by the District if the licensee has failed to comply with an administrative order or conciliation agreement issued under this section. Once alerted to an alleged lack of compliance, the Mayor shall notify the business that its license will be suspended in 30 days until the business provides proof that it is in full compliance with the administrative order or conciliation agreement, including any requirements for accelerated payment, interest, or additional damages in the event of a breach. Before the license suspension, the business will have an opportunity to request a hearing to be held pursuant to the Administrative Procedure Act.
(j) The administrative remedies established in this chapter shall be in addition to any other criminal, civil, or other remedies established by law that may be pursued to address violations of this chapter and shall not prejudice or adversely affect any other action, civil or criminal, that may be brought to abate a violation or to seek compensation for damages suffered.
(k) Any person may be represented by counsel in any proceeding under this chapter. Any party, including corporate entities, as an alternative to counsel, may be assisted by a non-lawyer authorized by that party in accordance with 1 DCMR § 2835, except where such representation is prohibited by law or disallowed by the administrative law judge for good cause.
(l) (1) Any party may request that a subpoena be issued by the administrative law judge. 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. Fees payable to a witness summoned by subpoena issued at the request of a party shall be paid by that party.
  (2) Within 10 days after service of a subpoena upon any person, the person may petition the administrative law judge to quash or modify the subpoena. The administrative law judge shall grant the petition if he or she finds that the subpoena:
    (A) Requires appearance or attendance at an unreasonable time or place;
    (B) Requires production of evidence that does not relate to the matter; or
    (C) Does not describe with sufficient particularity the evidence to be produced, that compliance would be unduly onerous, or for other good reason.
  (3) In the case of 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 party prevailing in the enforcement proceeding all or part of the costs and attorney’s fees incurred in obtaining the enforcement order.
  (4) Any person who fails or neglects to attend and testify or to answer any lawful inquiry or 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 or imprisoned not more than 60 days, or both.
  (5) Any person who makes or causes to be made any false entry or false statement of fact in any report, account, record, or other document submitted to the administrative law judge pursuant to its 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 § 22-3571.01 or imprisoned not more than 60 days, or both.
(m) (1) The administrative law judge, in any action brought under this section shall, in addition to any administrative order awarded to the prevailing plaintiff, allow costs of the action, including costs or fees of any nature, and reasonable attorney’s fees, to be paid by the defendant. In any administrative order in favor of any employee under this section, and in any proceeding to enforce an administrative order, the court shall award to each attorney for the employee an additional judgment for costs, including attorney’s fees computed pursuant to the matrix approved in Salazar v. District of Columbia , 123 F.Supp.2d 8 (D.D.C. 2000), and updated to account for the current market hourly rates for attorney’s services. The administrative law judge shall use the rates in effect at the time the determination is made.
  (2) If the fees remain unpaid to the attorney at the time of any subsequent review, supplementation, or reconsideration of the fee award, the administrative law judge shall update the award to reflect the hours actually expended and the market rates in effect at that time. No reduction shall be made from this rate, or from the hours actually expended, except upon clear and convincing evidence that the reduction will serve the remedial purposes of this law.
  (3) Costs shall also include expert witness fees, depositions fees, witness fees, juror fees, filing fees, certification fees, the costs of collecting and presenting evidence, and any other costs incurred in connection with obtaining, preserving, or enforcing the administrative order.
  (4) The District shall not be required to pay the filing fee or other costs or fees of any nature or to file bond or other security of any nature in connection with any action or proceeding under this section.
(n) Appeals of any order issued  under this chapter , the Minimum Wage Revision Act , the Sick and Safe Leave Act , or the Living Wage Act shall be made to the District of Columbia Court of Appeals.
D.C. Code § 32-1605.01 — DC Code / Title 32 / Chapter 16 / § 32-1605.01
§ 32-1605.01. Career Pathways Innovation.
Status: in_force

(a) Beginning in Fiscal Year 2017, and pursuant to § 32-1603(c) , the Council shall issue Career Pathways Innovation grants to design, pilot, and scale best practices in the implementation of adult career pathways and improve district performance as mandated by the Workforce Innovation and Opportunity Act, approved July 22, 2014 (128 Stat. 1425; 29 U.S.C. § 3101 et seq.), using a career pathways approach, consistent with the city-wide strategic plan developed by the Adult Career Pathways Task Force pursuant to § 32-1661 .
(b) In Fiscal Year 2016, the Council shall solicit technical assistance to prepare for the issuance of the grants authorized by subsection (a) of this section.
D.C. Code § 32-224 — DC Code / Title 32 / Chapter 2 / § 32-224
§ 32-224. Board of Education authorized to enforce subchapter, make regulations, delegate functions, and appoint inspectors.
Status: in_force

The Board of Education of the District of Columbia is hereby empowered to carry out and enforce the provisions of this subchapter, and is authorized to promulgate such regulations as may be necessary to effectuate the purposes of this subchapter. The Board of Education is further authorized to delegate the performance of any of its functions and duties under this subchapter to any officer, agent, or department of the Board, and to appoint such number of child labor inspectors or other employees as may be necessary to carry out the provisions of this subchapter.
D.C. Code § 32-413 — DC Code / Title 32 / Chapter 4 / § 32-413
§ 32-413. Mediation or arbitration of disputes.
Status: in_force

Upon receipt of a complaint against an employment agency, employment counseling service, employer-paid personnel service, job listing service, or employment counselor, the Mayor may seek to mediate the dispute or arrange for arbitration by an impartial arbitrator or panel of arbitrators.
D.C. Code § 32-1407 — DC Code / Title 32 / Chapter 14 / § 32-1407
§ 32-1407. Definition of apprentice.
Status: in_force

For the purposes of this subchapter, the term “apprentice” means a worker at least 16 years of age, except when a higher minimum age standard is otherwise fixed by law, who is employed to learn an apprenticeable occupation meeting the criteria approved by the Registration Agency and who has entered into a written apprenticeship agreement, which contains the terms and conditions of the employment and training of the apprentice, with either the apprentice’s program sponsor or an apprenticeship committee acting as agent for the program sponsor.
D.C. Code § 32-1013 — DC Code / Title 32 / Chapter 10 / § 32-1013
§ 32-1013. Limitations.
Status: repealed

Repealed.
D.C. Code § 32-1331.12 — DC Code / Title 32 / Chapter 13 / § 32-1331.12
§ 32-1331.12. Employer record-keeping requirements.
Status: in_force

(a) An employer shall keep, for at least 3 years or the prevailing federal standard at the time the record is created, which shall be identified in rules issued pursuant to this chapter , whichever is greater, in or about its place of business, records of the employer containing the following information:
  (1) The name, address, occupation, and classification of each employee, exempt person, or independent contractor;
  (2) The rate of pay of each employee or method of payment for the independent contractor or exempt person;
  (3) The classification of each individual as an employee, exempt person, or an independent contractor;
  (4) The amount that is paid each pay period to each employee, exempt person, or independent contractor;
  (5) The hours that each employee, exempt person, or independent contractor works each day and each work week;
  (6) For all individuals who are not classified as employees, evidence that each individual is an exempt person or an independent contractor or an employee thereof; and
  (7) Other information that the Mayor requires, by regulation, as necessary to enforce this subchapter.
(b) (1) An employer shall provide each individual classified as an independent contractor or exempt person with written notice of such classification at the time the individual is hired.
  (2) The written notice shall include:
    (A) An explanation of the implications of the individual’s classification as an independent contractor or exempt person rather than as an employee, in compliance with § 2-1933 , and
    (B) Contact information for the Mayor.
  (3) Failure to provide a written notice shall be evidence of a knowing violation. The employer shall be liable for an administrative penalty of $500 for each individual that the employer failed to notify.
  (4) The Mayor shall adopt regulations establishing specific requirements for the content and form of the notice within 180 days of April 27, 2013, and, the adoption of such regulations shall be a prerequisite to the obligation to furnish the notice.
D.C. Code § 32-1405 — DC Code / Title 32 / Chapter 14 / § 32-1405
§ 32-1405. Duties of Associate Director of Apprenticeship.
Status: in_force

The Associate Director of Apprenticeship, under the supervision of the Director of the Department of Employment Services and with the advice and guidance of the Apprenticeship Council, shall:
(1) Administer the provisions of this subchapter in cooperation with the Apprenticeship Council, local joint apprenticeship committees, and non-joint apprenticeship committees to develop criteria and training standards for apprentices, which shall in no case be lower than those required by this subchapter;
(2) Act as secretary of the Apprenticeship Council;
(3) Approve, if approval is in the best interest of the apprentice, any apprentice agreement that meets the standards established by or in accordance with this subchapter;
(4) Terminate or cancel any apprenticeship agreement in accordance with the provisions of the apprenticeship agreement;
(5) Engage with the State Board of Education and area community colleges on the administration and supervision of related and supplemental instruction for apprentices to ensure coordination of the instruction with job experiences; and
(6) Perform such other duties as necessary to carry out the intent of this subchapter.
D.C. Code § 32-1305 — DC Code / Title 32 / Chapter 13 / § 32-1305
§ 32-1305. Provisions of law may not be waived.
Status: in_force

(a) Except as herein provided, no provision of this chapter shall in any way be contravened or set aside by private agreement.
(b) In enforcing the provisions of this chapter, the remuneration promised by an employer to an employee shall be presumed to be at least the amount required by federal law, including federal law requiring the payment of prevailing wages, or by District law.
D.C. Code § 32-1043 — DC Code / Title 32 / Chapter 10 / § 32-1043
§ 32-1043. Unlawful acts.
Status: repealed

Repealed.
D.C. Code § 32-1008 — DC Code / Title 32 / Chapter 10 / § 32-1008
§ 32-1008. Duties of employers; open records.
Status: in_force

(a) (1) Every employer subject to any provision of this subchapter or of any regulation or order issued under this subchapter shall make, keep, and preserve for a period of not less than 3 years or the prevailing federal standard at the time the record is created, which shall be identified in rules issued pursuant to this chapter , whichever is greater, a record of:
    (A) The name, address, and occupation of each employee;
    (B) A record of the date of birth of any employee under 19 years of age;
    (C) The rate of pay and the amount paid each pay period to each employee;
    (D) The precise times worked each day and each workweek by each employee, except for employees who are not paid on an hourly basis and who are exempt from the minimum wage and overtime requirements under § 32-1004(a) ; and
    (E) Any other records or information as the Mayor shall prescribe by regulation as necessary or appropriate for the enforcement of the provisions of this subchapter or of the regulations issued under this subchapter.
  (2) (A) Any records shall be open and made available for inspection or transcription by the Mayor, the Mayor's authorized representative, or the Office of the Attorney General upon demand at any reasonable time. An employer shall furnish to the Mayor, the Mayor's authorized representative, or the Office of the Attorney General on demand a sworn statement of records and information upon forms prescribed or approved by the Mayor or Attorney General.
    (B) No employer may be found to be in violation of subparagraph (A) of this paragraph unless the employer had an opportunity to challenge the Mayor or Attorney General's demand before a judge, including an administrative law judge.
(a-1) Beginning January 1, 2020, an employer that employs an employee who is paid in accordance with § 32-1003(f) , except for a hotel employer, shall use a third-party payroll business to prepare the payroll for the employer.
(b) Every employer shall furnish to each employee at the time of payment of wages an itemized statement showing the following:
  (1) Date of the wage payment;
  (2) Gross wages paid;
  (3) Deductions from and additions to wages, including a separate line for gratuities;
  (4) Net wages paid;
  (5) Hours worked during the pay period;
  (6) Employee's tip-declaration form for the pay period, delineating cash tips and credit-card tips;
  (6A) Beginning on January 1, 2026, a list of sources of the employee's compensation in addition to base wages and gratuities, including bonuses, commissions on sales, any amount calculated as a percentage of service charges, or other sources; and
  (7) Any other information as the Mayor may prescribe by regulation.
(c) Every employer, except as specified in §  32-1008.01 , shall furnish to each employee at the time of hiring, and whenever any of the information contained in the written notice changes, a written notice in English; provided, that if the Mayor has made a sample template available in a language other than English that the employer knows to be the employee's primary language or that the employee requests, the employer shall furnish the written notice to the employee in that other language also. The notice required by this subsection shall contain:
  (1) The name of the employer and any “doing business as” names used by the employer;
  (2) The physical address of the employer’s main office or principal place of business, and a mailing address, if different;
  (3) The telephone number of the employer;
  (4) The employee’s rate of pay and the basis of that rate, including: by the hour, shift, day, week, salary, piece, commission, any allowances claimed as part of the minimum wage, including tip, meal, or lodging allowances, or overtime rate of pay, exemptions from overtime pay, living wage, exemptions from the living wage, and the applicable prevailing wages;
  (4A) The employer's tip-sharing policy, consistent with the requirements of § 32-1003(g)(1)(B) through (D) ;
  (5) The employee’s regular payday designated by the employer in accordance with § 32-1302 ; and
  (6) Any such other information as the Mayor considers material and necessary.
(d) (1) (A) Within 90 days after February 26, 2015, and within 30 days of any change to the information contained in the prior written notice, an employer, except in those instances where notice is provided pursuant to § 32-1008.01 , shall furnish each employee with an updated notice containing the information required under subsection (c) of this section in English and in any additional language required by subsection (c) of this section.
    (B) To show proof of compliance with these notice requirements, an employer shall retain either copies of the written notice furnished to employees that are signed and dated by the employer and by the employee acknowledging receipt or electronic records demonstrating that the employee received and acknowledged the notice via email or other electronic means.
    (C) Notwithstanding subparagraph (A) of this paragraph, if an employer revises its tip-out policy, the employer shall provide employees with the proposed new policy before its implementation by the employer.
  (2) If an employer fails to comply with this subsection or subsection (c) of this section, the failure shall constitute evidence weighing against the credibility of the employer’s testimony regarding the rate of pay promised.
  (3) The period prescribed in § 32-1308(c) shall not begin until the employee is provided all itemized statements and written notice required by  this section.
(e) The Mayor shall make available for employers a sample template of the notice within 60 days of February 26, 2015. On or before February 26, 2017, the Mayor also shall publish online a translation of the sample template in any languages required for vital documents pursuant to § 2-1933 .  The Mayor shall also publish online translations of the sample template in any additional languages the Mayor considers appropriate to carry out the purposes of this section.
D.C. Code § 32-131.11 — DC Code / Title 32 / Chapter 1A / § 32-131.11
§ 32-131.11. Effect on other laws.
Status: in_force

Recodified as § 32-531.11
D.C. Code § 32-1231.15 — DC Code / Title 32 / Chapter 12A / § 32-1231.15
§ 32-1231.15. Applicability.
Status: in_force

This chapter shall apply as of October 1, 2015.
D.C. Code § 32-1361 — DC Code / Title 32 / Chapter 13C / § 32-1361
§ 32-1361. Definitions.
Status: in_force

For the purposes of this chapter, the term:
(1) “Employee” means any individual employed by an employer.
(2) “Employer” means any person who employs or seeks to employ for compensation one or more individuals for a position in the District (but not including the person’s parent, spouse, child, or domestic servant engaged in work in and about the employer’s household). The term “employer” includes any person acting in the interest of the person, directly or indirectly.
(3) “Employment agency” means any person regularly undertaking or attempting, with or without compensation, to procure employees for an employer or to procure for employees opportunities to work for an employer, and includes an agent of that person.
(4) “Potential employee” means any individual who has applied to an employer for a vacant position to gain employment.
(5) “Status as unemployed” means any individual who, at the time of applying for employment, or, who at the time an act alleged to violate this chapter occurs, does not have a job, is available for work, and is seeking employment.
D.C. Code § 32-521.04 — DC Code / Title 32 / Chapter 5 / § 32-521.04
§ 32-521.04. 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 subchapter may file a complaint against an employer alleged to have violated this subchapter. A complaint shall be filed within 1 year of the occurrence or discovery of the alleged violation of this subchapter.
(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 subchapter 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 subchapter, 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);
    (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; and
    (C) A reduction in damages, within the discretion of the trier of fact, for an employer who violates this subchapter 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 subchapter; 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 subchapter.
(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 § 32-1205 .
D.C. Code § 32-1671 — DC Code / Title 32 / Chapter 16 / § 32-1671
§ 32-1671. Use of local funds designated for adult training.
Status: repealed

Repealed.
D.C. Code § 32-1104 — DC Code / Title 32 / Chapter 11 / § 32-1104
§ 32-1104. Occupational safety and health plan.
Status: in_force

Within 1 year from March 16, 1989, and pursuant to § 18 of the Federal Act [29 U.S.C. § 667  ], the Mayor shall adopt and submit to the Secretary an occupational safety and health plan. The plan shall be consistent with the provisions of this chapter and shall be at least as effective in ensuring safety and healthful workplaces and conditions of employment as the agreements, contracts, standards, rules, and regulations made or promulgated pursuant to the Federal Act.
D.C. Code § 32-1231.04 — DC Code / Title 32 / Chapter 12A / § 32-1231.04
§ 32-1231.04. Notice of rights to employees.
Status: in_force

(a) An employer shall post and maintain in a conspicuous place a notice of rights in both English and Spanish and provide written notice of an employee's right to a needed reasonable accommodation related to pregnancy, childbirth, related medical conditions, or breastfeeding pursuant to this chapter to:
  (1) New employees at the commencement of employment;
  (2) Existing employees within 120 days after March 3, 2015; and
  (3) An employee who notifies the employer of her pregnancy, or other condition covered by this chapter, within 10 days of the notification.
(b) The employer shall provide an accurate written translation of the notice of rights to any non-English or non-Spanish speaking employee and as required by § 2-1933 .
D.C. Code § 32-531.14 — DC Code / Title 32 / Chapter 5 / § 32-531.14
§ 32-531.14. Hardship exemption.
Status: in_force

The Mayor shall exempt, by rule, businesses that can prove hardship as a result of this subchapter . The Mayor shall submit the proposed hardship exemption rules to the Council for a 45-day period of review, excluding Saturdays, Sunday, 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 the 45-day review period, the proposed rules shall be deemed disapproved.
D.C. Code § 32-102 — DC Code / Title 32 / Chapter 1 / § 32-102
§ 32-102. Transition employment period.
Status: in_force

(a) The present contractor within a period of 10 days after the awarding of a contract shall make available to prospective contractors the names of all employees of the present contractor employed at the site or sites covered by the prospective contract, the date each employee was hired, and the employee’s occupation classification.
(b) A new contractor who is awarded a contract to provide similar covered services provided by the previous contractor shall retain, for a 90-day transition employment period, covered employees who have been employed by the previous contractor for the preceding 8 months or longer at the site or sites covered by the contract.
(c) If at any time, the new contractor determines that fewer employees are required to perform the new contract than were required by the previous contractor, the new contractor shall retain employees by seniority within job classification.
(d) During the 90-day transition employment period, the new contractor shall maintain a preferential hiring list of eligible covered employees not retained by the new contractor from which the new contractor may hire additional employees.
(e) Except as provided in subsection (c) of this section, the new contractor shall not discharge an employee retained pursuant to this chapter during the 90-day transition period without cause.
(f) At the end of the 90-day transition employment period, the new contractor shall perform a written performance evaluation for each employee retained pursuant to this chapter. If the employee’s performance during the 90-day transition employment period is satisfactory, the new contractor shall offer the employee continued employment under the terms and conditions established by the new contractor.
(g) If a contractor’s contract at an establishment in the District of Columbia is not renewed, and within 30 days the contractor is awarded a similar contract at another establishment in the District of Columbia, the contractor shall retain at least 50% of the employees from each establishment as needed to perform the contract.
D.C. Code § 32-181.02 — DC Code / Title 32 / Chapter 1E / § 32-181.02
§ 32-181.02. Certain information to be available when American Job Centers are closed.
Status: in_force

(a) Beginning no later than 15 days after December 3, 2020, on any day when American Job Centers are closed (excluding weekends, holidays, and staff training days), the Department of Employment Services ("DOES") shall provide the following materials at its headquarters from 8:30 a.m. to 5:00 p.m.:
  (1) Hard copies of unemployment insurance benefits applications, with hard copies of all instructions that are available online for completing the application;
  (2) Hard copies of DOES complaint forms for violations of District labor laws, including wage and hour, accrued paid sick time, and workers' compensation laws, with hard copies of all instructions that are available online for completing each form;
  (3) Envelopes individuals may use in submitting their applications and complaint forms, with space on the outside to identify the form being submitted; and
  (4) A locked box with a slot into which individuals may deposit their completed applications and complaint forms.
(b) The DOES shall make the materials identified in subsection (a) of this section available in a location at its headquarters that is publicly and handicap accessible.
D.C. Code § 32-531.03 — DC Code / Title 32 / Chapter 5 / § 32-531.03
§ 32-531.03. Notification.
Status: in_force

Paid leave shall be provided upon the written request of an employee upon notice as provided in this section. The request shall include a reason for the absence involved and the expected duration of the paid leave. If the paid leave is foreseeable, the request shall be provided at least 10 days, or as early as possible, in advance of the paid leave. If the paid leave is unforeseeable, an oral request for paid leave shall be provided prior to the start of the work shift for which the paid leave is requested. In the case of an emergency, the employer shall be notified prior to the start of the next work shift or within 24 hours of the onset of the emergency, whichever occurs sooner.
D.C. Code § 32-510 — DC Code / Title 32 / Chapter 5 / § 32-510
§ 32-510. 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 chapter 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 chapter; except, that this limitations period shall toll while a claim is pending administrative review under § 32-509(b) .
(c) If a court determines that an employer violated any provision of this chapter, the damages provision prescribed in § 32-509(b)(6) and § 32-509(b)(7) shall apply.
D.C. Code § 32-1310 — DC Code / Title 32 / Chapter 13 / § 32-1310
§ 32-1310. Severability.
Status: in_force

If any provision of this chapter, or the application thereof to any person or circumstance, is held invalid, the remainder of the chapter, and the application of such provision to other persons or circumstances shall not be affected thereby.
D.C. Code § 32-173.05 — DC Code / Title 32 / Chapter 1D-i / § 32-173.05
§ 32-173.05. Reporting.
Status: in_force

(a) Every 6 months, starting from receipt of a grant, a grantee shall furnish to DOES a report on the following outcomes from the previous 6 months:
  (1) The total number of participants placed in employment;
  (2) The average starting wage for participants;
  (3) The average number of days from official enrollment in the Program to employment start date;
  (4) The total number of participants achieving each progressive employment milestone outlined in § 32-173.03(d)(3) and the average participant wage at each milestone;
  (5) The total sum of progressive employment retention bonuses issued to participants; and
  (6) The total sum of training outcomes bonuses issued to grantees.
(b) Beginning no later than December 15, 2022, and by December 15 annually thereafter, DOES shall furnish a report to the Mayor and the Council of the District of Columbia containing the grantee performance outcomes reported pursuant to subsection (a) of this section.
D.C. Code § 32-1693.08 — DC Code / Title 32 / Chapter 16 / § 32-1693.08
§ 32-1693.08. 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 § 32-1051.09 — DC Code / Title 32 / Chapter 10A / § 32-1051.09
§ 32-1051.09. Conciliation of dispute.
Status: in_force

(a) The Mayor shall work with the parties in an attempt to conciliate a dispute pursuant to this chapter ; provided, that any conciliation agreement entered into shall be between the respondent and the complainant, which shall be reproduced by the Mayor as an administrative order ("CAO").
(b) If the CAO is breached, the Mayor or the complainant may enforce the CAO pursuant to § 32-1051.11 .
D.C. Code § 32-216 — DC Code / Title 32 / Chapter 2 / § 32-216
§ 32-216. Street-trades badges — Required.
Status: in_force

No minor under 16 years of age shall work at any time, or be employed or permitted or suffered to work at any time, in any of the trades or occupations mentioned in § 32-215 , unless such minor shall have procured and shall wear in plain sight while so working a badge as hereinafter provided, issued by the Board of Education, and unless the minor complies with all the legal requirements concerning school attendance.
D.C. Code § 32-242 — DC Code / Title 32 / Chapter 2 / § 32-242
§ 32-242. Programs for employment and training of young District domiciliaries.
Status: in_force

(a) The Mayor shall establish and implement programs, subject to the annual appropriation of funds, for the employment and training of young persons who are domiciliaries of the District of Columbia, as follows:
  (1) Summer youth jobs. — (A) (i) A summer youth jobs program to provide for the employment or training each summer of not fewer than 10,000 or more than 21,000 youth. Youth shall be 14 through 24 years of age on the date of enrollment in the program; provided, that the program shall provide employment or training each summer to no more than 900 youth ages 22 through 24 years of age on the date of enrollment.
      (ii) Youth 14 or 15 years of age at the date of enrollment shall receive an hourly work readiness training rate of not less than $6.25.
      (iii) Youth ages 16 to 21 years at the date of enrollment shall be compensated at an hourly rate of not less than $8.25.
      (iv) Youth 22 through 24 years of age at the date of enrollment shall be compensated at an hourly rate equal to the minimum wage specified in § 32-1003 .
      (v) (I) At least 100 participants shall be placed with host employers that also employ registered apprentices.
        (II) For the purposes of this sub-subparagraph, host employers may be those that participate in the summer youth jobs program through the District of Columbia Public Schools' Career Ready Internship Program.
    (A-i) Registration for the summer youth jobs program shall occur annually.
    (B) The weekly number of hours of employment under the summer youth jobs program shall be established according to the age of the youth to be employed and the nature and requirements of the job, but shall not be fewer than 20 hours or more than 40 hours per week. Participants in this program shall be employed for a period of no more than 6 weeks; provided, that Opportunity Youth may be employed for up to 12 weeks.
    (C) Employment may include an appropriate number of supervisory positions at an hourly wage of no less than $9.25 and no greater than the minimum wage specified in § 32-1003 . Supervisory positions shall not be subject to the requirements under this paragraph regarding the number of hours and weeks of employment.
    (D) The Department of Employment Services shall implement the summer youth jobs program subject to the appropriation of funds or availability of funds through public-private partnerships between the District government and a District business that has the ability to employ youth under this program; provided, that these partnerships shall be subject to all federal and District laws, rules, and regulations relating to the procurement and award of contracts, grants, or other government assistance. For purposes of this paragraph, the term “District Business” means a corporation or any entity carrying on any trade or business in the District of Columbia that is subject to taxation under § 47-1807.02 or § 47-1808.03 .
    (E) Repealed.
  (2) In-school employment and work readiness training. — The Department of Employment Services shall implement an in-school youth employment and work readiness training program to provide for the employment or training during the school year of students aged 14 through 21 years on a part-time basis at no less than the federal minimum wage, or work readiness training rate at no less than $5.25 per hour. Priority shall be given to students who meet the eligibility criteria and standards of the Workforce Innovation and Opportunity Act, approved July 22, 2014 (128 Stat. 1425; 29 U.S.C. § 3101 et seq.) (“Workforce Innovation and Opportunity Act”), as identified in regulations issued to implement this subchapter. The Mayor may provide financial incentives to increase performance outcomes.
  (2A) School year internship program. — (A) A program called the School Year Internship Program ("Program") for a minimum of 1000 District high school students, each year, to provide work-based learning opportunities during the school year.
    (B) (i) High school students, including students from public schools, public charter schools, private schools, and students who are homeschooled, may apply to the Department of Employment Services ("DOES") to be matched with an internship host through the Program; provided, that a student may not otherwise participate in an internship, in-school youth employment, or a work-readiness program.
      (ii) DOES shall give priority over all other applications to the applications of students who are identified as one or more of the following:
        (I) Homeless;
        (II) In the District's foster care system;
        (III) Qualified for the Temporary Assistance for Needy Families program or the Supplemental Nutrition Assistance Program; or
        (IV) A high school student that is one year older, or more, than the expected age for the grade in which the student is enrolled.
      (iii) Repealed.
      (iv) DOES shall reserve at least 100 internships for District-involved youth in Fiscal Year 2023.
    (C) DOES shall notify students of their placement with an internship host by September 15 of each year.
    (D) Interns shall remain matched with their internship host between the first week of October and the last day of May.
    (E) DOES shall pay interns a training rate of at least $10 per hour, which it shall pay by way of a debit card provided to the intern or by direct deposit.
    (F) (i) Internship hosts may be nonprofit organizations, public schools or public charter schools, government agencies, or private businesses.
      (ii) Prospective internship hosts shall submit applications to participate in the Program no later than July 1 of each year. The application shall include a detailed job description that identifies specific tasks, projects, or duties that the intern will perform and the name and job title of the individual who will directly supervise the intern.
      (iii) DOES shall review internship host applications and shall give priority to applications that will engage an intern in work experience activities, rather than work readiness activities, for the majority of an intern's time.
    (G) DOES shall implement the Program through public-private partnerships between the District government and an internship host that has the ability to employ youth under the Program, subject to all federal and District laws, rules, and regulations relating to the procurement and award of contracts, grants, or other government assistance.
    (H) (i) DOES shall develop benchmarks for interns' growth and development in work readiness, which internship hosts shall utilize to assess an intern's work readiness.
      (ii) An internship host shall provide its written assessment of an intern's work readiness to DOES within 30 days after the end of the internship.
    (I) For School Year 2022-2023, DOES may conduct a mid-year application cycle for students and internship hosts. Students placed with an internship host in the mid-year application cycle shall begin their internships no later than the second week of January 2023 and remain matched with the host through the last day of May 2023.
    (J) (i) In Fiscal Year 2023, DOES shall issue grants totaling at least $225,000, to governmental or non-governmental entities to host District-involved youth. To qualify for a grant, an entity shall:
        (I) Submit an application, supplemental to the application required pursuant to subparagraph (F)(ii) of this paragraph, that specifies the maximum number of District-involved youth the entity is able to host:
        (II) Be able to provide programming in the District;
        (III) Have experience providing workshops and programming for youth ages 14 through 21 on topics including life skills, workforce readiness, health (sexual, mental, physical), financial literacy, career exploration, or parenting; and
        (IV) Have experience working with District-involved youth.
      (ii) DOES shall:
        (I) Work closely with agencies and organizations listed in subparagraph (K)(ii) of this paragraph to recruit District-involved youth; and
        (II) Enter into any agreements with other District agencies or grantees required by law to prevent disclosure of legally protected information related to District-involved youth.
      (iii) A grantee shall:
        (I) Submit monthly reports to DOES on District-involved youth interns' growth and development; and
        (II) Conduct at least 4 hours of intern training a month on subjects that may include workforce readiness, self-advocacy and personal agency, health (physical, mental, sexual), career exploration, life skills, and financial literacy.
      (iv) Every 3 months from the date of placement of District-involved youth with a grantee, a grantee shall submit a report on the following from the previous 3 months:
        (I) The number of hours each District-involved youth worked and participated in training;
        (II) The number of total training hours the grantee conducted with District-involved youth, including the number of interns who participated in the training;
        (III) A list of the training topics that were covered during the reporting period; and
        (IV) Intern growth and development highlights.
    (K) For the purposes of this paragraph, the term "District-involved youth" means a youth aged 14 through 21 who receives services from the following agencies or organizations:
      (i) District Department of Human Services;
      (ii) Department of Youth Rehabilitation Services;
      (iii) Child and Family Services Agency;
      (iv) Office of Neighborhood Safety and Engagement;
      (v) Organizations that receive District funding for truancy prevention or intervention services; or
      (vi) Organizations that contract with any agencies listed in sub-sub-subparagraphs (i) through (iv) of this subparagraph to provide services to youth.
  (3) Out-of-school, year-round employment and work readiness training. — An out-of-school, year-round employment and work readiness training program to provide youth 16 through 24 years of age with employment at the prevailing entry level wage for the job being performed and no less than the federal minimum wage, or work readiness training at a training rate no less than $5.25 per hour. The Mayor may provide financial incentives to promote work readiness training activities and to increase performance outcomes. Priority shall be given to youth who meet the eligibility criteria and standards of the Workforce Innovation and Opportunity Act, as identified in regulations issued to implement this subchapter. The program shall include safeguards to assure that the prospect of employment resulting from this program does not induce students to drop out of school.
  (4) On-the-job training program for adults.— An on-the-job training program for unemployed individuals at least 18 years of age. Priority shall be given to participants who meet the eligibility criteria and standards of the Workforce Innovation and Opportunity Act, as identified in regulations issued to implement this subchapter. The District government shall reimburse participating employers no more than 75% of the prevailing wage paid for an occupation, as determined by the Mayor, for a period not to exceed 12 months. The employer shall pay all wages in excess of the allowable reimbursement and all fringe benefits. The Mayor shall require that participating private-sector employers agree to hire persons who successfully complete the program. On-the-job training participants shall not displace existing employees or be used as substitutes for regular workers.
  (5) Training and retraining for employment.— Programs for pre-employment training and retraining for persons 16 years of age and above. Priority shall be given to participants who meet the eligibility criteria and standards of the Workforce Innovation and Opportunity Act, as identified in regulations issued to implement this subchapter. Training programs established pursuant to this paragraph may be coupled with those conducted pursuant to paragraphs (3) and (4) of this subsection.
  (6) [Career Ready Early Scholars ("CRES") Summer Program. —] (A) [ ]DOES shall create a summer program for youth between 9 and 13 years of age that provides occupational skills, academic enrichment, life skills, career exploration, work readiness, or youth development trainings.
    (B) DOES is authorized to spend appropriated funds for the CRES summer program to provide participants with:
      (i) Cash equivalents, not to exceed the value of $150 per week per participant, as an incentive to participate in the program;
      (ii) Meals and snacks during program hours; and
      (iii) Public transportation to and from the program.
    (C) Following the completion of the CRES summer program each year, DOES shall administer a survey to participants and, by September 15, publish the results of the survey and transmit them, along with a blank copy of the survey, to the Office of the State Superintendent of Education ("OSSE"), the Chancellor of the District of Columbia Public Schools ("DCPS"), and the Council.
    (D) By December 1 each year, DOES shall issue and submit to the Council, OSSE, and the Chancellor of DCPS a report detailing:
      (i) The total number of participants who participated in the CRES summer program;
      (ii) The total number of participants who completed the CRES summer program;
      (iii) Partner organizations with whom participants engaged in experiences; and
      (iv) Participants' demographic data, as available.
  (7) [Career Ready Early Scholars ("CRES") Year-Round Program. —] (A) [ ]Beginning in School Year 2024-2025, DOES may administer an after-school program for youth between 9 and 13 years of age that provides occupational skills, academic enrichment, life skills, career exploration, work readiness, or youth development trainings during the school year.
    (B) DOES is authorized to spend appropriated funds for the program to provide participants with:
      (i) Cash equivalents, not to exceed $150 per week per participant, as an incentive to participate in the CRES year-round program; and
      (ii) Meals and snacks during program hours.
(a-1) At least 66% of the local funds that the Department of Employment Services uses for training offered pursuant to subsection (a)(2) and (3) of this section each fiscal year shall be spent on in-school youth who are District of Columbia residents and reside or attend a public school or public charter school in Ward 7 or Ward 8, and who are not participants in the District of Columbia Public Schools' Career Bridge Program.
(a-2) Repealed.
(b) Employment under the programs established pursuant to subsection (a) of this section may be provided directly with the government of the District of Columbia or with the private sector on a fully funded, partially or match-funded basis through grants to or by contract with nonprofit or profit-making organizations, associations, institutions or businesses. The Mayor shall not use more than 10% of funds for the programs for administrative and vendor costs. The Mayor may enter into performance-based contracts to implement programs described in subsection (a) of this section.
(c) The programs established pursuant to subsection (a) of this section may include, but shall not be limited to, the following supportive services and activities: Transportation; orientation; counseling and training; supplies and equipment; and program promotion.
(d) For the purposes of this section, to give priority to participants who meet the eligibility criteria and standards of the Workforce Innovation and Opportunity Act means to engage in a good-faith effort to fill at least 30% of a program’s available positions with persons who meet the eligibility criteria and standards of the Workforce Innovation and Opportunity Act.
(e) An employer required by law to pay a minimum wage higher than that specified in this section shall pay such higher wage to persons employed pursuant to this section.
(f) The Mayor of the District of Columbia shall issue regulations to implement this section. The rules and regulations issued by the Mayor for the purpose of implementing the provisions of this section shall be submitted by the Mayor to the Council of the District of Columbia for a 45 calendar-day review period, excluding days of Council recess. No such rules or regulations shall take effect until the end of the 45 calendar-day period beginning on the day such rules or regulations are transmitted by the Mayor to the Chairman of the Council, and then only if during such period the Council does not adopt a resolution disapproving such rules and regulations in whole or in part.
(g) (1) The Department of Employment Services shall collect, and publish on its website, aggregated information on the participants of the summer youth jobs program, including statistics on:
    (A) The demographics of participants;
    (A-i) The number of participants who were:
      (i) Opportunity Youth;
      (ii) Opportunity Youth who participated in the program for more than 6 weeks;
      (iii) Opportunity Youth who participated in the program for 12 weeks;
      (iv) Opportunity Youth who were referred to year-round training or education;
      (v) Placed with a host employer that employs registered apprentices; and
      (vi) Employed in supervisory positions;
    (B) Participants’ activities in the program; and
    (C) Participants' employment following the end of the program, including the number of:
      (i) Opportunity Youth employed who participated in the program for longer than 6 weeks; and
      (ii) Participants who entered a registered apprenticeship program following placement with a host employer that employs registered apprentices.
  (2) Beginning December 15, 2019, and annually thereafter, the Department of Employment Services shall publish the information collected pursuant to paragraph (1) of this subsection for the preceding summer; provided, that information responsive to paragraphs (1)(A-i) and (C)(i) and (ii) of this subsection first may be published in December 2020.
  (3) It is the sense of the Council that the Department of Employment Services shall consult with the Council on revising the existing evaluation requirement for the summer youth jobs program to focus on program outcomes and program effectiveness.
  (4) With regard to the summer 2015 program only, the Mayor shall conduct an assessment and evaluation of employment outcomes as of December 31, 2015, for summer employment participants 22 through 24 years of age.
  (5) Repealed.
(h) When the purchase is reasonably necessary to assist in the effective achievement of a statutorily authorized goal, objective, or responsibility, Department of Employment Services funds may be used to purchase food and non-alcoholic beverages for:
  (1) Youth enrolled in the summer youth jobs program; and
  (2) Repealed.
  (3) Participants, District government employees, and employees of host agencies who attend the annual summer youth employment program activities.
(i) The Department of Employment Services is authorized to perform criminal background checks and traffic record checks for employees and volunteers of host employers or grantees participating in programs established pursuant to this section in accordance with Chapter 15 of Title 4 .
D.C. Code § 32-1523 — DC Code / Title 32 / Chapter 15 / § 32-1523
§ 32-1523. Appearance of Attorney General for the District of Columbia for Mayor.
Status: in_force

In any court proceedings instituted under the provisions of this chapter, the Corporation Counsel of the District of Columbia shall appear as attorney or counsel on behalf of the Mayor whether the Mayor is a party to the case or interested, and shall represent the Mayor in any court in which such case may be carried on appeal.
D.C. Code § 32-541.12 — DC Code / Title 32 / Chapter 5 / § 32-541.12
§ 32-541.12. Enforcement by civil action.
Status: in_force

(a) Subject to the provisions in subsection (b) of this section, an eligible individual, the Attorney General for the District of Columbia, or the Mayor may bring a civil action against an employer to enforce the provisions of this act in a court of competent jurisdiction; except, that a civil action for a violation of § 32-541.07(j) may only be brought against an insurer and may not be brought against an employer or self-insured employer.
(b) (1) No civil action may be commenced more than one year after the occurrence or discovery of the alleged violation of this subchapter .
  (2) This one-year limitations period shall be tolled during the course of any administrative proceedings or during any period when a covered employer has failed to comply with the notice provisions of this subchapter .
(c) If a court determines that an employer violated any provision of this subchapter , § 32-509(b)(6) and (7) shall apply.
D.C. Code § 32-1612 — DC Code / Title 32 / Chapter 16 / § 32-1612
§ 32-1612. Regional cooperation.
Status: in_force

This subchapter encourages the Council to work with its Maryland and Virginia counterparts to develop a regional information sharing system that allows one-stops and welfare agencies in the District and surrounding jurisdictions to access information regarding regional employment opportunities, job training providers, and support services.
D.C. Code § 32-1431 — DC Code / Title 32 / Chapter 14 / § 32-1431
§ 32-1431. Registration of apprenticeship program required.
Status: in_force

(a) (1) All prime contractors and subcontractors who contract with the District of Columbia government to perform construction, renovation work, or information technology work with a single contract, or cumulative contracts, of at least $500,000, let within a 12-month period shall be required to register an apprenticeship program with the District of Columbia Apprenticeship Council; and
  (2) All beneficiaries of projects in excess of $1 million funded in whole or in part with funds which, in accordance with a federal grant or otherwise, the District of Columbia government administers, and in which the District of Columbia is a signatory to any agreement of a contractual nature, shall be required to register an apprenticeship program with the District of Columbia Apprenticeship Council.
(b) Beginning July 1, 2005, 35% of all apprenticeship hours performed pursuant to apprenticeship programs required by subsection (a) of this section shall be performed by District of Columbia residents.
(c) (1) Any prime contractor, subcontractor, or beneficiary that fails to comply with subsection (b) of this section shall be subject to a monetary fine in the amount of 5% of the direct and indirect labor costs of the contract.
  (2) Fines for a violation of subsection (b) of this section shall be imposed by the Department of Employment Services. The Department of Employment Services may waive or reduce any fine if the Department of Employment Services finds that:
    (A) A good faith effort to comply with the requirements of this section has been demonstrated by the prime contractor, subcontractor, or the beneficiary;
    (B) The prime contractor, subcontractor, or the beneficiary enters into a special workforce development training or placement arrangement with the Department of Employment Services or the DC Workforce Investment Council;
    (C) The Department of Employment Services certifies that there is an insufficient number of District residents in the labor market possessing the skills required for the apprenticeship positions needed under the contract; or
    (D) The prime contractor, subcontractor, or the beneficiary is located outside the Washington Standard Metropolitan Statistical Area and none of the contract work is performed inside the Washington Standard Metropolitan Statistical Area, which is comprised of the District of Columbia, Calvert, Charles, Howard, Montgomery and Prince George’s Counties in Maryland, Arlington, Fairfax, Loudon, Prince William and Stafford Counties in Virginia and the cities of Alexandria, Fairfax, Falls Church, Manassas, and Manassas Park in Virginia.
  (3) Any fine resulting from a violation of this subsection shall be remitted to the Department of Employment Services to be used solely for the support of vocational education programs; provided, that any such fine remaining unspent for such purpose 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) The prime contractor, subcontractor, or the beneficiary shall submit to the Department of Employment Services, for every month following the execution of the contract, a compliance report for the project that includes:
  (1) The apprenticeship programs required by subsection (a) of this section that are registered with the District of Columbia Apprenticeship Council;
  (2) The total number of apprenticeship hours required for the project;
  (3) The total number of apprenticeship hours performed by District of Columbia residents; and
  (4) The total number of apprentices hired for the reporting period and the cumulative total number of apprentices hired, including, for each, the:
    (A) Name;
    (B) Residence;
    (C) Apprenticeship position; and
    (D) Hire date.
(e) Nonprofit organizations with 50 employees or less shall be exempt from subsections (a) and (b) of this section.
(f) For purposes of this section, the term:
  (1) “Beneficiary” means a signatory to a contract for a project in excess of $1 million funded in whole or in part with funds which, in accordance with a federal grant or otherwise, the District of Columbia government administers, and in which the District of Columbia is a signatory to any agreement of a contractual nature.
  (2) “Information technology work” means the occupations of computer programmer, programmer analyst, desktop specialist, technical support specialist, data base specialist, network support specialist, and any other related occupation as the District of Columbia Apprenticeship Council may designate by regulation.
D.C. Code § 32-602 — DC Code / Title 32 / Chapter 6 / § 32-602
§ 32-602. Temporary Commission on Pay Equity and Training established.
Status: in_force

(a) There is established a Temporary Commission on Pay Equity and Training (“Commission”).
(b) The Commission shall consist of 15 members appointed as follows:
  (1) Five members appointed by the Mayor who shall include:
    (A) The Director of the Office of Personnel or the Director’s designee;
    (B) The Director of the Department of Employment Services or the Director’s designee;
    (C) The Director of the Office of Human Rights or the Director’s designee; and
    (D) The Executive Director of the Commission for Women or the Executive Director’s designee;
  (2) One member appointed by the Chairperson of the Committee on Government Operations;
  (3) One member appointed by the Chairperson of the Committee on Housing and Economic Development;
  (4) One member appointed by the Chairperson of the Committee on Public Service;
  (5) One member appointed by the Board of Education;
  (6) The Executive Director of the D.C. General Hospital Commission;
  (7) Four members selected from and appointed by a panel composed of 1 officer from each of the 6 largest public sector unions that each serve as the exclusive representative of employees in more than 5 job classifications and who are:
    (A) More than 30% female; and
    (B) More than 50% minority; and
  (8) One member appointed by a panel composed of 1 officer of each of the unions not affiliated with the AFL-CIO representing (as exclusive representatives) a proportion of female employees that is greater than 30%, and a proportion of minority employees that is greater than 50%.
(c) To the extent practicable, appointments under this section shall be made with a view towards maintaining a fair balance reflecting the gender and racial compositions of the District workforce. All Commission members shall be residents of the District.
(d) Members of the Commission shall be appointed within 30 days of February 24, 1987. The chairperson of the Commission shall convene an organizational meeting no later than 15 days after the appointments have been made.
(e) The Commission shall cease to exist 60 days after its report has been submitted to the Council.
(f) Vacancies occurring within the Commission shall be filled in the same manner as the original appointees, as provided for in subsection (b) of this section.
(g) The Commission shall determine its organization and may elect its own officers.
(h) A written transcript or a transcription shall be kept for all meetings at which a vote is taken.
(i) A majority of the members of the Commission shall constitute a quorum.
(j) The Commission shall meet at the call of the chair or a majority of its members, but at least once every 2 months.
(k) Members of the Commission shall not be considered to be employees of the District by reason of appointment to the Commission and shall not receive pay by reason of service as members. In the event that a member is a District employee, that person shall not lose pay as a result of time served on the Commission.
D.C. Code § 32-1453 — DC Code / Title 32 / Chapter 14A / § 32-1453
§ 32-1453. Exceptions.
Status: in_force

(a) An employer may prohibit an employee with regular access to information regarding the compensation of other employees in the course of the employees work, such as a human resources employee, from sharing such information, unless the disclosure is in furtherance of or response to an investigation, action, or hearing, or there is a legal obligation for the employer to furnish the information.
(b) Nothing in this chapter shall require:
  (1) An employer to disclose the compensation of an employee in response to an inquiry by another employee; or
  (2) An employee to disclose his or her compensation in response to an inquiry by another employee.
D.C. Code § 32-1503 — DC Code / Title 32 / Chapter 15 / § 32-1503
§ 32-1503. Coverage.
Status: in_force

(a) Except as provided in subsections (a-1) through (a-3) of this section, this chapter shall apply to:
  (1) The injury or death of an employee that occurs in the District of Columbia if the employee performed work for the employer, at the time of the injury or death, while in the District of Columbia; and
  (2) The injury or death of an employee that occurs outside the District of Columbia if, at the time of the injury or death, the employment is localized principally in the District of Columbia.
(a-1) (1) Notwithstanding any other law, the payment or award of compensation under the workers' compensation law of any other state to an employee or his dependent shall not bar a claim for compensation under this chapter for the same injury or death; provided, that any such award of compensation under this chapter shall be reduced by the amount of compensation received or awarded under the workers' compensation law of any other state.
  (2) This subsection shall apply to all claims under this chapter that are pending as of June 28, 2022, and all claims under this chapter filed after June 28, 2022.
(a-2) This chapter shall not apply if the employee injured or killed was a casual employee except that for the purposes of this chapter, casual, occasional, or incidental employment outside of the District of Columbia by a District of Columbia employer of an employee regularly employed by the employer within the District of Columbia shall be construed to be employment within the District of Columbia.
(a-3) An employee and his employer who are not residents of the District of Columbia and whose contract of hire is entered into in another state shall be exempted from the provisions of this chapter while such employee is temporarily or intermittently within the District of Columbia doing work for such nonresident employer, if such employer has furnished workers’ compensation insurance coverage under the workers’ compensation or similar laws of such other state, so as to cover such employee’s employment while in the District of Columbia. The benefits under this chapter or similar laws of such other state shall be the exclusive remedy against such employer for any injury, whether resulting in death or not, received by such employee while working for such employer in the District of Columbia.
(b) Every employer subject to this chapter shall be liable for compensation for injury or death without regard to fault as a cause of the injury or death.
(c) In the case of an employer who is a subcontractor, the contractor shall be liable for and shall secure the payment of such compensation to employees of the subcontractor unless the subcontractor has secured such payment.
(d) Liability for compensation shall not apply where injury to the employee was occasioned solely by his intoxication or by his willful intention to injure or kill himself or another.
(e) Repealed.
D.C. Code § 32-855 — DC Code / Title 32 / Chapter 8A / § 32-855
§ 32-855. Limitations.
Status: in_force

(a) Nothing in this chapter requires an employer to recognize a particular labor organization.
(b) Nothing in this chapter requires an employer to enter into a collective bargaining agreement establishing the substantive terms and conditions of employment.
(c) This chapter is not intended to, and shall not be interpreted to, enact or express any generally applicable policy regarding labor-management relations or to regulate those relations in any way.
(d) This chapter is not intended to favor any particular outcome in the determination of employee preference regarding union representation.
(e) Nothing in this chapter permits or requires the District or any employer to enter into any agreement in violation of the National Labor Relations Act of 1935, approved July 5, 1935 (49 Stat. 449; 29 U.S.C. § 151 et seq.).
D.C. Code § 32-1007.01 — DC Code / Title 32 / Chapter 10 / § 32-1007.01
§ 32-1007.01. Reporting.
Status: in_force

(a) The Mayor shall submit biannually a report to the Council regarding any audits or inspections conducted related to compliance with this subchapter or any regulation issued pursuant to this subchapter . Each report shall include:
  (1) The number of employers inspected for compliance due to complaints received, categorized by size of the employer based on the number of employees;
  (2) The number of employers inspected for compliance as a result of a random audit, categorized by size of the employer based on the number of employees;
  (3) The number of violations, by type of violation; and
  (4) An explication of the actions the Mayor took pursuant to § 32-1011 against each employer charged with violating this subchapter or any regulation issued pursuant to this subchapter , including a list of fines assessed against the employer.
(b) (1) The Office of the Chief Financial Officer, beginning on June 1, 2027, and every 2 years thereafter, shall publish a report on the economic trends affecting the restaurant industry and tipped full-service and limited-service restaurant workers in the District that:
    (A) Compares wages and salaries for tipped restaurant workers year over year;
    (B) Indicates the average gross receipts for restaurants in the District;
    (C) Analyzes the changes in wages for tipped restaurant workers year over year;
    (D) Compares the number of full-service and limited-service restaurants year over year; and
    (E) Indicates the total number of restaurants that claimed a retailer property tax relief credit pursuant to §§ 47-1807.14 and 47-1808.14 year over year.
  (2) Each report published pursuant to paragraph (1) of this subsection after the June 1, 2027, report shall also include an analysis of the effect of section 70201 of the One Big Beautiful Bill Act, approved July 4, 2025 (Pub. L. No. 119-21; 139 Stat. 170), on tipped workers' overall tax liability to the District.
  (3) By January 1, 2036, the Office of the Chief Financial Officer shall publish a report analyzing the effect of the tipped minimum wage reaching 100% of the regular minimum wage on the restaurant industry and tipped workers in the District.
D.C. Code § 32-151 — DC Code / Title 32 / Chapter 1B / § 32-151
§ 32-151. Definitions.
Status: in_force

For the purposes of this chapter , the term:
(1) "Clean-air Transportation Fringe Benefit" means the following benefits that are provided in addition to compensation:
  (A) Transportation in a commuter highway vehicle, as that term is defined in Section 132(f)(5)(B), if such transportation is in connection with travel between the employee's residence and place of employment;
  (B) Any transit pass, as that term is defined in Section 132(f)(5)(A); and
  (C) Any qualified bicycle commuting reimbursement, as that term is defined in Section 132(f)(5)(F)(i).
(1A) "Covered employer" means an employer with 20 or more employees; provided, that the Mayor may issue rules pursuant to § 32-153 to expand the definition to include employers with fewer than 20 employees.
(1B) "Department" means the District Department of Transportation.
(2) "Employee" shall have the same meaning as provided in § 32-1002(2) .
(3) "Employer" shall have the same meaning as provided in § 32-1002(3) .
(3A) "Parking benefit" means personal motor vehicle parking, on or within 0.5 miles of the business premises and located in the District, offered to an employee, in addition to compensation, either directly by the employer or through an employer subsidy, for which the employee pays nothing or less than market value. The term "parking benefit" does not include parking that is offered to an employee who is required to use a personal motor vehicle in the regular performance of their work.
(3B) "Section 132" means section 132 of the Internal Revenue Code, approved July 18, 1984 (98 Stat. 877; 26 U.S.C. § 132).
(4) "Transit pass" shall have the same meaning as provided in Section 132(f)(5)(A) and shall include transit passes for travel by bus, streetcar, or train by the Washington Metropolitan Area Transit Authority, Maryland Area Regional Commuter, Virginia Railway Express, or the National Railroad Passenger Corporation (Amtrak).
(5) "Vanpool" means a "commuter highway vehicle" within the meaning of section 132(f)(5)(B) of the Internal Revenue Code [Section 132(f)(5)(B)].
D.C. Code § 32-222 — DC Code / Title 32 / Chapter 2 / § 32-222
§ 32-222. Prosecutions.
Status: in_force

Prosecutions for violations of any of the provisions of this subchapter, or of any regulation made by the Board of Education under authority of this subchapter, shall be on information filed in the Superior Court of the District of Columbia in the name of the District of Columbia by the Corporation Counsel or any assistants.
D.C. Code § 32-131.16 — DC Code / Title 32 / Chapter 1A / § 32-131.16
§ 32-131.16. Applicability.
Status: in_force

Recodified as § 32-531.16
D.C. Code § 32-531.05 — DC Code / Title 32 / Chapter 5 / § 32-531.05
§ 32-531.05. Current paid leave policies.
Status: in_force

(a) An employer with a paid leave policy providing paid leave options, such as a paid time-off program or universal leave policy, shall not be required to modify such policy if the policy offers an employee the option, at the employee’s discretion, to accrue and use leave under terms and conditions that are at least equivalent to the paid leave prescribed in this subchapter.
(b) The terms and conditions of an employer’s policy shall be presumed equivalent if they allow an employee to:
  (1) Access and accrue paid leave at least at the same rate as or greater than the hours of paid leave provided in § 32-531.02(a)(1), (2), and (3) ; and
  (2) Use the paid leave for the same purposes as those set forth in § 32-531.02(b) , including unscheduled leave.
D.C. Code § 32-181.01 — DC Code / Title 32 / Chapter 1E / § 32-181.01
§ 32-181.01. Unemployment insurance modernization requirements.
Status: in_force

(a) The Department of Employment Services ("DOES") shall launch an integrated, fully modernized, and fully functioning unemployment insurance information technology benefits and tax system ("benefits system") for public use no later than September 30, 2022.
(b) The benefits system shall include an internet accessible public interface that:
  (1) Can be accessed from all major internet browsers and used on mobile devices and personal computers;
  (2) Is accessible to people with disabilities in compliance with section 504 of the Rehabilitation Act of 1973, approved September 26, 1973 (87 Stat. 394; 29 U.S.C. § 794), and Title II of the Americans with Disabilities Act of 1990, approved July 26, 1990 (104 Stat. 337; 42 U.S.C. § 12131 et seq. ); and
  (3) Complies with subchapter II of Chapter 19 of Title 2 .
(c) (1) The Office of Contracting and Procurement ("OCP"), in consultation with DOES, should issue a Request for Proposals for the full modernization of the benefits system, consistent with the requirements of subsections (a) and (b) of this section, no later than October 30, 2020.
  (2) The OCP should award a contract for the full modernization of the benefits system no later than January 15, 2021.
D.C. Code § 32-541.04 — DC Code / Title 32 / Chapter 5 / § 32-541.04
§ 32-541.04. Duration and amount of benefits.
Status: in_force

(a) Upon the occurrence of a qualifying leave event, an eligible individual may file a claim for benefits to be paid pursuant to this subchapter .
(b) (1) Except as provided in paragraph (2) of this subsection, after the occurrence of a qualifying leave event, an eligible individual shall wait one week during which no benefits are payable before being entitled to receive payment of his or her paid-leave benefits; provided, that regardless of the number of qualifying events for which an eligible individual files a claim for paid-leave benefits, he or she shall have only one such waiting period within a 52-week period.
  (2) For claims filed after October 1, 2021, and before the 365th day after the end of the public health emergency, paragraph (1) of this subsection shall not apply.
  (3) For claims filed on or after July 25, 2022, paragraph (1) of this subsection shall not apply.
(c) Following the filing of a claim, an eligible individual shall be entitled to receive payment of his or her paid-leave benefits; provided, that the payment of such benefits shall be made in the amount and manner set forth in the Mayor's initial determination made pursuant to § 32-541.06 , as modified by the result of any appeal brought pursuant to § 32-541.08 , and otherwise shall be subject to the provisions of this subchapter .
(d) (1) (A) An eligible individual may submit a claim for payment of his or her paid-leave benefits for a period during which he or she does not or did not perform his or her regular and customary work because of the occurrence of a qualifying leave event.
    (B) An eligible individual may receive retroactive paid-leave benefits pursuant to subparagraph (A) of this paragraph only if he or she submits a claim within 30 calendar days after the qualifying leave event; provided, that the 30-calendar day limitation may be waived if an individual is unable to apply for his or paid-leave benefits within 30 calendar days after the qualifying leave event due to exigent circumstances.
  (2) Except as provided in paragraph (3) of this subsection, within a 52-workweek period, an eligible individual shall not receive paid-leave benefits, for any number or combination of qualifying leave events, for a duration that exceeds the maximum duration of qualifying parental leave available in the fiscal year during which the individual files a claim for paid-leave benefits, as provided in subsection (e-1) of this section.
  (3) Within a 52-workweek period, an eligible individual may receive the maximum duration of qualifying pre-natal leave available in the fiscal year during which the individual files a claim for paid-leave benefits in addition to the maximum duration of parental leave available during such fiscal year, as provided in subsection (e-1) of this section; provided, that an eligible individual shall not receive any combination of qualifying pre-natal leave and qualifying medical leave for a duration that exceeds the maximum duration of qualifying medical leave available for the fiscal year during which the individual files a claim for paid-leave benefits.
(e) The International Classification of Diseases, Tenth Revision (ICD-10), or subsequent revisions by the World Health Organization to the International Classification of Diseases, along with the health care provider or caretaker assessments, shall be used to determine the appropriate length of qualifying family leave an eligible individual is entitled to, based on the serious health condition of the eligible individual's family member, or the appropriate length of qualifying medical leave an eligible individual is entitled to, based on the serious health condition of the eligible individual, subject to the limits set forth in subsection (e-1) of this section.
(e-1) (1) For claims filed before October 1, 2021, the maximum duration of each type of paid-leave benefits within a 52-workweek period shall be:
    (A) 8 workweeks of qualifying parental leave;
    (B) 6 workweeks of qualifying family leave;
    (C) 2 workweeks of qualifying medical leave; and
    (D) Zero workweeks of qualifying pre-natal leave.
  (2) For claims filed on or after October 1, 2021, and before October 1, 2022, the maximum duration of each type of paid-leave benefits within a 52-workweek period shall be:
    (A) 8 workweeks of qualifying parental leave;
    (B) 6 workweeks of qualifying family leave;
    (C) 6 workweeks of qualifying medical leave; and
    (D) 2 workweeks of qualifying pre-natal leave.
  (3) For claims filed on or after October 1, 2022, the maximum duration for each type of paid-leave benefits within a 52-workweek period shall be:
    (A) 12 workweeks of qualifying parental leave;
    (B) 12 workweeks of qualifying family leave;
    (C) 12 workweeks of qualifying medical leave; and
    (D) 2 workweeks of qualifying pre-natal leave.
(f) An eligible individual may receive payment for intermittent leave; provided, that the  duration of paid-leave benefits an individual receives in a 52-week period shall not exceed the total maximum duration of paid-leave benefits or the maximum duration of any type of paid-leave benefits available in the fiscal year during which the individual files a claim to receive paid-leave benefits, as provided in subsections (d)(2) and (3) and (e-1) of this section.
(g) (1) An eligible individual who earns an average weekly wage that is equal to or less than 150% of the District's minimum wage multiplied by 40 shall be entitled to weekly paid-leave benefits that shall equal 90% of that eligible individual's average weekly wage.
  (2) An eligible individual who earns an average weekly wage that is greater than 150% of the District's minimum wage multiplied by 40 shall be entitled to payment of weekly paid-leave benefits that shall equal:
    (A) 90% of 150% of the District's minimum wage multiplied by 40; plus
    (B) 50% of the amount by which the eligible individual's average weekly wage exceeds 150% of the District's minimum wage multiplied by 40; provided, that no eligible individual shall be entitled to payment of paid-leave benefits at a rate in excess of the maximum weekly benefit amount.
  (3) If an eligible individual has multiple sources of income, his or her wages may be combined to determine his or her average weekly wage; provided, that if an individual's combined wages result in an average weekly wage more than the maximum weekly benefit amount, the individual shall be entitled to no more than the maximum weekly benefit amount.
  (4) Medical, family, parental, and pre-natal leave benefits for partial weeks of leave shall be prorated.
  (5) Before October 1, 2021, the maximum weekly benefit amount shall be $1,000.
  (6) (A) On October 1, 2021, and on October 1 of each successive year, the maximum weekly benefit amount provided in this subsection shall increase in proportion to the annual average increase, if any, in the Consumer Price Index for All Urban Consumers, Washington-Baltimore Metropolitan area published by the Bureau of Labor Statistics of the United States Department of Labor for the previous calendar year; provided, that the Chief Financial Officer of the District of Columbia shall certify that funds are sufficient in the Universal Paid Leave Fund each year before the maximum weekly benefit amount increases pursuant to this paragraph.
    (B) Any increase under this paragraph shall be adjusted to the nearest multiple of $1.
(h) By September 30, 2017, and quarterly thereafter, the Mayor shall submit to the Council a project plan that explains in detail the timeline, including specific dates by which milestones of the project will be accomplished, for the development of all software necessary to administer the paid-leave system established pursuant to this subchapter .
(i) By December 30, 2017, and quarterly thereafter, the Mayor shall submit to the Council a requirements document that explains in detail the requirements needed in order to develop all software necessary to administer the paid-leave system established pursuant to this subchapter .
(j) By July 1, 2020, the Mayor shall commence the payment of paid-leave benefits provided for in this subchapter .
(k) Covered employers are not responsible for collecting or tracking any taxes from individuals related to paid-leave payments received pursuant to this subchapter from the District of Columbia government.
D.C. Code § 32-111.06 — DC Code / Title 32 / Chapter 1 / § 32-111.06
§ 32-111.06. Relationship to employment contracts and agreements.
Status: in_force

*NOTE: This section will expire on June 30, 2023.*
The requirements of this subchapter shall not diminish the obligation of a contractor or an employer to comply with the provisions of any contract, including any individual contractual arrangement or any collective bargaining agreement that provides greater or equal rights to employees than the rights afforded under this subchapter .
D.C. Code § 32-152 — DC Code / Title 32 / Chapter 1B / § 32-152
§ 32-152. Transportation benefit program.
Status: in_force

(a) By January 1, 2016, a covered employer shall provide at least one of the following transportation benefit programs to its employees:
  (1) A pre-tax election transportation fringe benefits program that provides commuter highway vehicle, transit, or bicycling benefits consistent with section 132(f)(1)(A),(B), and (D) of the Internal Revenue Code at benefit levels at least equal to the maximum amount that may be deducted for those programs from an employee's gross income pursuant to section 132(f)(2) of the Internal Revenue Code;
  (2) An employer-paid benefit program whereby the employer supplies, at the election of the employee, a transit pass for the public transit system requested by each covered employee or reimbursement of vanpool or bicycling costs in amount at least equal to the purchase price of a transit pass for an equivalent trip on a public transit system; or
  (3) Employer-provided transportation at no cost to the covered employee in a vanpool or bus operated by or for the employer.
(b) A covered employer who fails to offer at least one transportation benefit program as required by this section shall be subject to civil fines and penalties pursuant to Chapter 18 of Title 2 ("Civil Infractions Act"). Enforcement and adjudication of an infraction shall be pursuant to the Civil Infractions Act.
D.C. Code § 32-415 — DC Code / Title 32 / Chapter 4 / § 32-415
§ 32-415. Rules and regulations; delegation of authority.
Status: in_force

(a) The Mayor shall issue, and may amend from time to time, rules and regulations to implement the provisions of this chapter.
(b) By issuance of a Mayor’s Order, the Mayor may delegate the powers and duties assigned to the Mayor by this chapter.
D.C. Code § 32-401 — DC Code / Title 32 / Chapter 4 / § 32-401
§ 32-401. Definitions.
Status: in_force

For the purposes of this chapter the term:
(1) “District” means the District of Columbia.
(2) “Employer” means any individual or business which employs 1 or more individuals and which receives or seeks to receive the services of an employment agency or employer-paid personnel service for the purpose of obtaining employees or advice concerning employees.
(3) “Employer-paid personnel service” means any individual, partnership, association, corporation, contractor, or subcontractor in the District who, for a fee, procures, offers, or attempts to procure job-seekers for employers, or provides employment advice or counseling to employers or to other persons designated by employers, and who is compensated solely by employers and does not in any way hold any job-seeker liable for fees. Except for the purposes of § 32-402(a) , § 32-406(e)(6) , § 32-408 , and § 32-414(a) , the term “employer-paid personnel service” shall not mean an executive search firm which is paid solely by employers and which acts as a consultant to employers to identify, appraise, or recommend individuals for executive, managerial, or professional positions, and shall not mean an outplacement consulting firm which is paid solely by employers to provide employment advice to employees.
(4) “Employment agency” means any individual, partnership, association, corporation, contractor, or subcontractor in the District who, for a fee, procures, offers, or attempts to procure job-seekers for employers or employment for job-seekers, and whose fees are charged in whole or in part to the job-seekers contracting for those services.
(5) “Employment counseling service” means any individual, partnership, association, corporation, contractor, or subcontractor in the District who, for a fee, provides, offers, or implies the offer of counseling, evaluating, testing, marketing, or advising job-seekers concerning career decisions, or the procurement of employment; who does not directly procure or attempt to procure employment for job-seekers; and whose fees are charged in whole or in part to the job-seekers contracting for those services.
(6) “Employment counselor” means any placement manager, placement director, counselor, interviewer, or any other person employed by an employment agency, employment counseling service, or employer-paid personnel service who interviews, counsels, or advises job-seekers seeking or receiving the services of the employment agency, employment counseling service, or employer-paid personnel service. The term “employment counselor” shall not include employees of an employment agency, employment counseling service, or employer-paid personnel service who are primarily engaged in interviewing, counseling, or advising employers, or in research, management, or clerical operations.
(7) “Fee” means money or other valuable consideration required or received by an employment agency, employment counseling service, employer-paid personnel service, or job listing service in payment for its services.
(7A) “Gender identity or expression” shall have the same meaning as provided in § 2-1401.02(12A) .
(8) “Job listing service” means any individual, partnership, association, corporation, contractor, or subcontractor in the District who, for a fee, provides to any purchaser a list of job openings, and who does not provide, offer, or imply the offer of any service related to employment, employment counseling, or the procurement of employment.
(9) “Job-seeker” means any individual who receives or seeks to receive the services of an employment agency, employment counseling service, or employer-paid personnel service for the purpose of obtaining or considering new employment.
(10) “Mayor” means the Mayor of the District of Columbia.
D.C. Code § 32-1331.01 — DC Code / Title 32 / Chapter 13 / § 32-1331.01
§ 32-1331.01. Definitions.
Status: in_force

For the purposes of this subchapter, the term:
(1) “Construction services” includes, without limitation, all building or work on buildings, structures, and improvements of all types such as bridges, dams, plants, highways, parkways, streets, tunnels, sewers, mains, power lines, pumping stations, heaving generators, railways, airports, terminals, docks, piers, wharves, buoys, jetties, breakwaters, levees, canals, dredging, shoring, rehabilitation and reactivation of plants, scaffolding, drilling, blasting, excavating, clearing and landscaping. The term “construction services” shall also include moving construction-related materials on the job site.
(2) “Employee” means every person, other than an exempt person or an independent contractor, providing construction services to another person.
(3) “Employer” means any individual, partnership, firm, association, joint stock company, trust, limited liability company, corporation, the administrator or executor of the estate of a deceased individual or the receiver, trustee, or successor of any of the same, or any other legal entity permitted to do business within the District of Columbia employing a person to provide services, or any person or group of persons acting directly or indirectly in the interest of an employer.
(4) “Exempt person” means an individual who:
  (A) (i) Performs services in a personal capacity and who employs no individuals other than a spouse, child, or immediate family member of the individual; or
    (ii) Performs services free from direction and control over the means and manner of providing the services, subject only to the right of the person or entity for whom services are provided to specify the desired result;
  (B) Furnishes the tools and equipment necessary to provide the service; and
  (C) Operates a business that is considered inseparable from the individual for purposes of taxes, profits, and liabilities, in which the individual exercises complete control over the management and operations of the business.
(5) “Interested party” means a person with an interest in compliance with this subchapter.
(6) “Knowingly” means having actual knowledge of, or acting with deliberate ignorance or reckless disregard for, the prohibition involved.
(7) “Mayor” mean the Mayor of the District of Columbia or his or her designated agent or agents.
(8) “Stop work order” means written notice from the Mayor to an employer to cease or hold work until the employer is given notice by the Mayor to resume work.
D.C. Code § 32-1231.08 — DC Code / Title 32 / Chapter 12A / § 32-1231.08
§ 32-1231.08. Judicial review.
Status: in_force

(a) A party contesting a determination of the Commission on Human Rights shall have the right to judicial review as provided by § 2-1403.14 .
(b) A party contesting a final decision of the Director shall have the right to judicial review as provided by 4 DCMR § 121.
D.C. Code § 32-1071.03 — DC Code / Title 32 / Chapter 10B / § 32-1071.03
§ 32-1071.03. Outreach and public guidance.
Status: in_force

(a) (1) The Mayor shall create template services contracts that hiring entities may use to comply with the requirements of § 32-1071.02 . The Mayor shall publish the templates as specified in subsection (c) of this section in English, Spanish, and at least 5 other languages that are the most commonly spoken languages in the District.
  (2) The Mayor shall make the template services contracts electronically available within 90 days after the applicability date of this section, which a member of the public should be able to download, enter information electronically, print, and save the templates using a desktop computer, tablet, or smartphone.
(b) No later than 180 calendar days after the applicability date of this section, the Office of the Attorney General shall award grants, pursuant to the requirements set forth in part B of subchapter XII-A of Chapter 3 of Title 1 , to provide guidance to domestic workers and hiring entities about domestic workers' rights under this chapter . A grantee shall be a community-based organization with at least 2 years' experience working on behalf of domestic workers. Grantees shall use grants awarded under this subsection to do any combination of the following:
  (1) Based on the input of an expert or experts in the field of health and safety, develop guidance for domestic workers and hiring entities to address the most common hazards domestic workers encounter in their workplaces and how to mitigate them; or
  (2) Conduct education and outreach to domestic workers, hiring entities, and the public about the rights of domestic workers.
(c) (1) No later than 90 calendar days after the applicability date of this section, the Mayor shall publish on a website information in a plain, easy-to-read format for use by domestic workers, hiring entities, and the general public, which shall include:
    (A) The template services contracts created pursuant to subsection (a) of this section;
    (B) Instructions for how to use the templates;
    (C) Answers to commonly asked questions about this chapter 's requirements, which the Mayor shall create in consultation with domestic workers and hiring entities;
    (D) Information about the rights of domestic workers under:
      (i) The Human Rights Act of 1977 ( Chapter 14 of Title 2 );
      (ii) The Minimum Wage Revision Act of 1992 ( Chapter 10 of this title );
      (iii) The Accrued Sick and Safe Leave Act of 2008 ( subchapter III of Chapter 5 of this title );
      (iv) The Universal Paid Leave Amendment Act of 2016 ( subchapter IV of Chapter 5 of this title );
      (v) The Protecting Pregnant Workers Fairness Act of 2014 ( Chapter 12A of this title );
      (vi) The Wage Payment Act ( Chapter 13 of this title );
      (vii) The District of Columbia Workers' Compensation Act of 1979 ( Chapter 15 of this title ); and
      (viii) The District of Columbia Unemployment Compensation Act ( Chapter 1 of Title 51 );
    (E) Instructions about how to file a complaint and how to respond to a complaint under this chapter ;
    (F) Links to resources provided by the United States Department of Labor regarding the rights of domestic workers;
    (G) A list of resources detailing the federal and District obligations of hiring entities, including IRS Publication 926, Household Employer's Tax Guide or revisions or successor publications of this guide; and
    (H) When made available by the Office of the Attorney General, the safety guidance created pursuant to subsection (b) of this section.
  (2) The website shall provide the information required under paragraph (1) of this subsection in English, Spanish, and at least 5 other languages that are the most commonly spoken languages in the District.
D.C. Code § 32-581.03a — DC Code / Title 32 / Chapter 5B / § 32-581.03a
§ 32-581.03a. Disclosures to employees.
Status: in_force

(a) An employer with a workplace policy that includes one or more of the exceptions to the definition of non-compete provision, as detailed in § 32-581.01(15) , shall provide a written copy of the provisions to an employee:
  (1) Within 30 days after the employee's acceptance of employment with the employer;
  (2) Within 30 days after October 1, 2022; and
  (3) Any time such policy changes.
(b) A highly compensated employee's employer shall provide the following notice to the employee whenever a non-compete provision is proposed to the employee:
"The District's Ban on Non-Compete Agreements Amendment Act of 2020 limits the use of non-compete agreements. It allows employers to request non-compete agreements from highly compensated employees, as that term is defined in the Ban on Non-Compete Agreements Amendment Act of 2020, under certain conditions. [Name of employer] has determined that you are a highly compensated employee. For more information about the Ban on Non-Compete Agreements Amendment Act of 2020, contact the District of Columbia Department of Employment Services (DOES)".
D.C. Code § 32-1309 — DC Code / Title 32 / Chapter 13 / § 32-1309
§ 32-1309. Mayor may delegate functions.
Status: in_force

The Mayor is authorized to delegate to any agency of the government of the District of Columbia any function, power, or duty vested in or imposed upon him by this chapter.
D.C. Code § 32-932 — DC Code / Title 32 / Chapter 9A / § 32-932
§ 32-932. Reporting.
Status: in_force

Within 6 months after July 22, 2015, the Mayor shall:
(1) Establish a public information campaign aimed at educating the public on the impact of marijuana use and abuse;
(2) Report to the Council the type, frequency, provider, and school grade level of health-education programs in public schools related to substance abuse, including programs designed to address alcohol, tobacco, and marijuana use; and
(3) Evaluate the effectiveness of the District government’s treatment programs regarding the use and abuse of marijuana.
D.C. Code § 32-171.03 — DC Code / Title 32 / Chapter 1D / § 32-171.03
§ 32-171.03. Grantee eligibility requirements.
Status: in_force

(a) (1) To be eligible for a grant authorized under this chapter , a community-based organization shall:
    (A) Demonstrate in its application that it is well qualified to engage in the types of activities which will be funded, in whole or in part, by the grant;
    (B) Specify in its grant application the planned staff, schedule, format, and intended audience of the activities it plans to provide and provide a summary of the content of any worker education that will be carried out during the grant period;
    (C) Have the capacity to provide free legal services if applying to be a legal services provider; and
    (D) Include other information as required by OAG.
  (2) (A) In addition to the criteria specified in paragraph (1) of this subsection, to be eligible for Program grant funds, a community-based organization that is not a legal services provider shall demonstrate that it possesses at least 3 years' experience:
      (i) Conducting outreach to and establishing working relationships with significant numbers of eligible individuals; and
      (ii) Working on or assisting workers to secure rights under employment laws.
    (B) A community-based organization that does not satisfy the criteria in subparagraph (A)(i) of this paragraph may receive a Program grant if it applies in partnership with a community-based organization that meets the requirements of subparagraph (A)(i) and (ii) of this paragraph.
D.C. Code § 32-1203 — DC Code / Title 32 / Chapter 12 / § 32-1203
§ 32-1203. Effect of leave on employment benefits or seniority.
Status: in_force

Recodified as § 32-521.03
D.C. Code § 32-1131.01 — DC Code / Title 32 / Chapter 11A / § 32-1131.01
§ 32-1131.01. Definitions.
Status: in_force

For the purposes of this chapter , the term:
(a) (1) "Assist" does not include the routine transmission of administrative and personnel files; provided, that the requirements of reporting conduct are followed in accordance with § 4-1321.02 .
  (2) "Child development facility" shall have the same meaning as provided in § 7-2031(3) .
  (3) "Covered employee" means an employee of the District government or an employee, contractor, or agent of a school or child development facility.
  (4) "Minor" means an individual who has not yet attained 18 years of age.
  (5) "School" means a public, public charter, independent, private, or parochial school organized or authorized to operate under the laws of the District that offers instruction at any level or grade from pre-kindergarten through 12th grade.
  (6) "Sexual abuse" shall have the same meaning as provided in § 22-3020.51(4) .
  (7) "Sexual misconduct" means verbal, nonverbal, written or electronic communication, or any other act directed toward or with a minor or student that is designed to establish a sexual relationship with a minor or student, including:
    (A) A sexual invitation;
    (B) Dating or soliciting a date;
    (C) Engaging in sexual dialogue;
    (D) Making sexually suggestive comments;
    (E) Describing sexual encounters; or
    (F) Physical exposure of a sexual or erotic nature.
D.C. Code § 32-246 — DC Code / Title 32 / Chapter 2 / § 32-246
§ 32-246. DC Infrastructure Academy.
Status: in_force

(a) In addition to duties the Mayor prescribes, the DCIA shall:
  (1) Provide occupational skills training ("skills training") annually in industries for which there is significant demand regionally or by a major employer, including construction, infrastructure, and information technology;
  (2) Provide occupational skills training designed to meet the needs of employers by:
    (A) Aligning skills training, where appropriate, with the annual recommendations the committees submit to the DCIA pursuant to § 32-247(c) ;
    (B) (i) Submitting a proposed curriculum, at least 30 calendar days prior to the start of any skills training taught by DCIA staff, to the relevant committee for its feedback; and
      (ii) Taking into consideration any feedback from a committee when implementing any skills trainings taught by DCIA staff;
    (C) (i) Submitting to the relevant committee, at least 30 calendar days before soliciting applications or bids on a grant or contract to provide skills training, a request that the committee review a grant or contract solicitation's proposed scope of work; and
      (ii) Considering any feedback received from a committee when preparing statements of work for grants and contracts to provide skills training; and
    (D) For any customized skills training provided specifically for a particular employer, seeking input from the employer consistent with the requirements outlined in subparagraphs (B) and (C) of this paragraph;
  (3) Provide test preparation sessions and practice exams to ready participants to obtain the occupational credentials the committees identify in their annual reports pursuant to § 32-247(c) (4) [§ 32-247(b)]; and
  (4) Provide job referrals, as defined in 20 C.F.R. § 651.10, to employers in the industry sectors in which training is offered pursuant to paragraph (1) of this subsection for all qualified graduates of DCIA training programs.
(b) DCIA skills training may include:
  (1) Training services enumerated in section 134(c)(3)(D) of the Workforce Innovation and Opportunity Act, approved July 22, 2014 (128 Stat. 1529; 29 U.S.C. § 3174(c)(3)(D));
  (2) Supportive services, as defined in 20 C.F.R. § 651.10;
  (3) Integrated education and training, as defined in 34 C.F.R. § 463.35;
  (4) Workforce preparation activities, as defined in 34 C.F.R. § 463.34; and
  (5) Job development, as defined in 20 C.F.R. § 651.10.
(c) (1) At least 66% of the participants receiving skills training through the DCIA each fiscal year shall be trained in occupations that pay an average wage that is at least 150% of the minimum wage specified in § 32-1003 .
  (2) At least 25% of the value of each grant or contract with a skills training provider shall be contingent on the provider achieving at least one of the following results:
    (A) At least 75% of the provider's participants receive an industry-recognized credential; and
    (B) At least 80% of the provider's participants enter permanent, unsubsidized employment in the occupation of training.
(d) (1) In Fiscal Year 2023, the DCIA shall administer a Commercial Driver's License ("CDL") mass transportation pipeline pilot program ("pilot program") that will train and support District residents to work toward employment with local mass transportation agencies such as the Washington Metropolitan Area Transportation Authority ("WMATA").
  (2) To implement the pilot program, DCIA shall:
    (A) Screen candidates for their suitability to receive a CDL and be hired as bus drivers with mass transportation agencies;
    (B) Train candidates to receive a CDL or refer candidates to external training based on candidates' suitability;
    (C) Provide candidates with assistance completing CDL applications and applying for employment with local mass transportation agencies, including through:
      (i) Resume development;
      (ii) Employment-readiness skills development; and
      (iii) Interview preparation; and
    (D) Recruit candidates for the pilot program.
  (3) DCIA shall select candidates to participate in the pilot program through suitability screening that will ensure participants have a high likelihood of being hired by local mass transportation agencies. Screening may include a criminal background check, screening for use of drugs and alcohol, or a review of participants' driving, employment, or medical records.
  (4) DCIA shall train or refer participants to external training with local mass transportation agencies based on participants' suitability and qualifications.
  (5) DCIA's CDL training program may be facilitated by DCIA staff or through contracts with training providers. DCIA may coordinate with mass transportation agencies to obtain vehicles or other training materials to create new or expand existing CDL training.
  (6) DCIA shall provide CDL test preparation assistance for all participants who receive DCIA-administered CDL training. This assistance may include:
    (A) Working with the Department of Motor Vehicles to schedule tests;
    (B) Leading and facilitating test preparation sessions;
    (C) Educating participants on test-taking strategies; and
    (D) Providing support to participants with test performance anxiety.
  (7) DCIA shall launch a Districtwide campaign to recruit participants for the pilot program. Recruitment shall include outreach to American Job Center visitors and current and past participants of DOES programs including the DCIA, Project Empowerment, DC Career Connections, Pathways for Young Adults, and the Marion Barry Summer Youth Employment Program. Recruitment may also include outreach to adult education programs and District residents who are drivers with ridesharing companies.
  (8) DCIA may accept a candidate who is deemed unsuitable for employment with a mass transportation agency due to a candidate's failure to pass drug or alcohol screening into the pilot program to receive DCIA-administered CDL training if DCIA determines that the candidate would likely be able to pass drug and alcohol screening in the future. DCIA may provide such participants with support or referrals to community services to address substance abuse concerns.
  (9) For the purposes of this subsection, the term:
    (A) "CDL" means a commercial driver's license issued by the District of Columbia or other jurisdiction, in accordance with the federal regulations, 49 CFR Part 383, to an individual that authorizes the individual to operate a class of commercial vehicle.
    (B) "Mass transportation agency" means a government, quasi-government, or privately owned agency that transports the public by bus, train, trolly, streetcar, shuttle, or other means; which agencies may include WMATA, the DC Circulator, or the DC Streetcar.
(e) Department of Employment Services funds may be used to purchase food and non-alcoholic beverages for participants receiving DCIA skills training, when the purchase is reasonably necessary to assist in the effective achievement of a statutorily authorized goal, objective, or responsibility.
D.C. Code § 32-701 — DC Code / Title 32 / Chapter 7 / § 32-701
§ 32-701. Definitions.
Status: in_force

For the purposes of this chapter, the term:
(a) (1) “Committed relationship” means a familial relationship between 2 individuals characterized by mutual caring and the sharing of a mutual residence.
  (2) “District government employee” means any employee eligible for the District of Columbia Employees Health Benefits Program.
  (3) “Domestic partner” means a person with whom an individual maintains a committed relationship as defined in paragraph (1) of this section and who has registered under § 32-702(a) or whose relationship is recognized under § 32-702(i) . Each partner shall:
    (A) Be at least 18 years old and competent to contract;
    (B) Be the sole domestic partner of the other person; and
    (C) Not be married.
  (4) “Domestic partnership” means the relationship between 2 persons who become domestic partners by registering in accordance with § 32-702 or whose relationship is recognized under § 32-702(i) .
  (5) “Employee” means any individual employed by an employer.
  (6) “Employer” means any individual, firm, partnership, mutual company, joint stock company, association, corporation, unincorporated organization, incorporated society, labor union, receiver, trustee, agent or representative of any of the foregoing, and the District of Columbia government which, for compensation, employs an individual.
  (7) “Family member” means:
    (A) A domestic partner; or
    (B) A dependent child of a domestic partner, which shall include, for the purposes of this section, an unmarried person under 22 years of age, an unmarried person under 25 years of age who is a full-time student, or an unmarried person regardless of age who is incapable of self-support because of a mental or physical disability that existed before age 22. A dependent child of a domestic partner shall include a natural child, adopted child, stepchild, foster child, or child in the legal custody of a domestic partner.
D.C. Code § 32-1204 — DC Code / Title 32 / Chapter 12 / § 32-1204
§ 32-1204. Administrative enforcement procedure; relief.
Status: in_force

Recodified as § 32-521.04
D.C. Code § 32-331.01 — DC Code / Title 32 / Chapter 3 / § 32-331.01
§ 32-331.01. Grant and contract authority.
Status: in_force

The Rehabilitation Services Program may:
(1) Receive and administer grants, as necessary, to provide services to assist individuals with disabilities in achieving or maintaining gainful employment; and
(2) Enter into contracts or other agreements, as necessary, to provide services or support to assist individuals with disabilities in achieving or maintaining gainful employment.
D.C. Code § 32-1051.08 — DC Code / Title 32 / Chapter 10A / § 32-1051.08
§ 32-1051.08. Administrative action by the Mayor.
Status: in_force

(a) Subject to the statute of limitations described in subsection (b) of this section, upon a request by a covered employee for administrative enforcement of this chapter , the Mayor shall investigate and make an initial determination regarding the alleged violation.
(b) (1) Except as provided in paragraph (3) of this subsection, an aggrieved covered employee ("complainant") shall file a signed complaint against a covered employer for failure to provide a minimum work week with the Mayor no later than 3 years after the last date upon which the alleged violation occurred.
  (2) A complainant may recover only those amounts that became lawfully due and payable within the 3-year period before the date the complaint was filed; except, that if the alleged failure to provide a minimum work week is ongoing at the time of the filing of the complaint, the complainant may also seek recovery of those amounts that accrued during the pendency of the claim.
  (3) The 3-year statute of limitations shall be tolled during any period that the covered employer had failed to provide the covered employee with actual or constructive notice of the covered employee's rights or on other equitable grounds.
(c) The complaint shall:
  (1) Set forth the facts upon which it is based with sufficient specificity to determine that an allegation of failure to provide a minimum work week has been made;
  (2) Meet other criteria required in this section, or by regulations issued pursuant to this chapter ;
  (3) Be sworn to as true by the complainant; and
  (4) Include, or be attached thereto, the following information:
    (A) The complainant's name, address, and telephone number (or alternate address or telephone number if the complainant desires);
    (B) Sufficient information to enable the Mayor to identify the covered employer through District records, such as the covered employer's:
      (i) Name;
      (ii) Business address;
      (iii) Motor vehicle license plate number; or
      (iv) Telephone number; and
    (C) If not set forth in the statement of facts required by paragraph (1) of this subsection, an explanation of the alleged violations, which may include:
      (i) The approximate or actual dates the violations occurred;
      (ii) The estimated total amount of unpaid wages: and
      (iii) An explanation of how the estimated total amount of unpaid wages was calculated.
(d) The Mayor may, as the Mayor determines necessary or appropriate, request that the complainant amend a complaint considered insufficient, including to:
  (1) Cure technical defects or omissions;
  (2) Clarify or amplify allegations; or
  (3) More fully or adequately allege the charge set forth in the original complaint.
(e) (1) The Mayor shall mail the complaint and the written notices described in paragraph (2) of this subsection to the covered employer or, if more than one, to each covered employer ("respondent").
  (2) (A) Notice to the respondent shall set forth the:
      (i) Damages, penalties, and other costs for which the respondent may be liable;
      (ii) Rights and obligations of the parties; and
      (iii) Process for contesting the complaint.
    (B) Notice to covered employees shall state that an investigation by the Mayor is being conducted and provide information on how covered employees may participate in the investigation.
(f) (1) Upon receipt of the notice required by subsection (e)(2)(B) of this section, the respondent shall post the notice in a conspicuous place for a period of at least 30 days.
  (2) Within 20 days from the date the complaint and written notices are mailed, the respondent shall:
    (A) Admit that the allegations in the complaint are true; or
    (B) Deny the allegations in the complaint and request that the Mayor make an initial determination regarding the allegations in the complaint.
  (3) If a respondent admits the allegations, the Mayor shall issue an administrative order requiring the respondent to pay the unpaid wages due and, if any, other compensation, liquidated damages, and fine or penalty owed, and to cure the violation.
  (4) If a respondent fails to respond to the allegations within 20 days as required by paragraph (2) of this subsection, the allegations in the complaint shall be deemed admitted and the Mayor shall issue an initial determination requiring the respondent to pay unpaid wages due and, if any, compensation, liquidated damages, and fine or penalty owed, and to cure the violation.
  (5) (A) The Mayor shall issue an initial determination within 120 days after the date the complaint is received. The initial determination shall contain:
      (i) A brief summary of the evidence considered;
      (ii) The findings of fact;
      (iii) The conclusions of law;
      (iv) An order detailing the amount owed by the respondent or other relief, if any;
      (v) The process by which to appeal the Mayor's determination or to seek other relief; and
      (vi) A preliminary determination as to whether the complainant is entitled to additional unpaid earned wages due to other District laws, including the:
        (I) Chapter 1A of this title ;
        (II) Subchapter X-A of Chapter 2 of Title 2 ;
        (III) Subchapter I of Chapter 10 of this title ; and
        (IV) Subchapter I of Chapter 13 of this title .
    (B) The initial determination shall be provided to both parties.
    (C) If the Mayor fails to issue an initial determination within 120 days after the date the complaint is received, the complainant shall have a right to request a formal hearing before an administrative law judge.
D.C. Code § 32-1681 — DC Code / Title 32 / Chapter 16 / § 32-1681
§ 32-1681. Definitions.
Status: in_force

(a) (1) "HWI grant" means the grant awarded to the Intermediary pursuant to § 32-1682 .
  (2) "Intermediary" means the entity selected to be the Healthcare Workforce Intermediary pursuant to § 32-1682 .
  (3) "Partnership" means the Healthcare Workforce Partnership established pursuant to § 32-1684 .
  (4) "Training" means occupational skills training for occupations in the healthcare sector.
  (5) "WIC" means the Workforce Investment Council.
  (6) "WIOA" means the Workforce Innovation and Opportunity Act, approved July 22, 2014 (128 Stat. 1425; 29 U.S.C. § 3101 et seq. ).
D.C. Code § 32-111.07 — DC Code / Title 32 / Chapter 1 / § 32-111.07
§ 32-111.07. [Sunsets].
Status: in_force

(a) Except as provided in subsection (b) of this section, this subchapter shall expire on June 30, 2023.
(b) Sections 32-111.04 and 32-111.05 shall expire on June 30, 2024.
D.C. Code § 32-832 — DC Code / Title 32 / Chapter 8 / § 32-832
§ 32-832. Penalty.
Status: repealed

Repealed.
D.C. Code § 32-1525 — DC Code / Title 32 / Chapter 15 / § 32-1525
§ 32-1525. Hearings before Mayor.
Status: in_force

(a) In making an investigation or inquiry or conducting a hearing the Mayor shall not be bound by common law or statutory rules of evidence or by technical or formal rules of procedure, except as provided by this chapter, but may make such investigation or inquiry or conduct such hearing in such manner as to best ascertain the rights of the parties. Prior to the hearing before the Mayor the parties may conduct such discovery, including but not limited to the use of interrogatories and depositions as, in the opinion of the Mayor, will be helpful in determining the rights of the parties. Declarations of a deceased employee concerning the injury in respect of which the investigation or inquiry is being made or the hearing conducted shall be received in evidence and shall, if corroborated by other evidence, be sufficient to establish the injury.
(b) Hearings before the Mayor shall be open to the public and shall be reported stenographically or by such other method capable of producing an accurate transcript. The Mayor shall by regulation provide for the preparation of a record of the hearings and other proceedings before the Mayor.
D.C. Code § 32-852 — DC Code / Title 32 / Chapter 8A / § 32-852
§ 32-852. Determination of need for labor peace agreement.
Status: in_force

(a) For each hotel development project in which the District participates or has a financial interest, the Mayor shall determine whether the District of Columbia has a proprietary interest in the development project. The District shall be deemed to have a proprietary interest in the development project where the Mayor determines that the District of Columbia:
  (1) Through a lease of real property that is owned by the District of Columbia and used for the development project, receives ongoing revenue, excluding government fees, tax revenue, or assessment revenue, or similar fees and revenues, except for tax revenue under the circumstances specified in paragraphs (2) and (3) of this subsection;
  (2) Receives ongoing revenue from the project to repay loans provided by the District to assist in the development of the project, including incremental tax revenues generated by the project;
  (3) Receives ongoing revenue from the project to pay debt service on bonds provided by the District to assist in the development of the project, including incremental tax revenues generated by the project;
  (4) Has significant assets at risk because it has agreed to underwrite or guarantee the development of the project or loans related to the project; or
  (5) Has a significant ongoing economic and nonregulatory interest at risk in the financial success of a project which is likely to be adversely affected by labor-management conflict, except that no interest shall be considered economic and nonregulatory if it arises from the exercise of regulatory or police powers such as taxation (except as set forth in paragraphs (2) and (3) of this subsection), zoning, or the issuance of permits or licenses.
(b) (1) If the Mayor determines that the District has a proprietary interest at risk in a hotel development project, a District contract related to that project shall include a provision requiring any employer on the project to enter into a labor peace agreement with a labor organization that requests a labor peace agreement and which represents, or reasonably might represent, workers on the project, as essential consideration for the District entering into the contract.
  (2) For the purposes of this subsection:
    (A) “Contract” means a lease, management agreement, service agreement, loan, bond, guarantee, or other similar agreement to which the District is a party and in which the District has a proprietary interest;
    (B) “Employer” means any person, corporation, company, association, limited or general partnership, joint venture, contractor, subcontractor, or other entity that employs individuals at the site of a development project and whose ongoing economic performance and potential for labor-management conflict at the site may substantially affect the District’s proprietary interest; provided, that the term “employer” shall not include the United States, the District of Columbia, a wholly owned government corporation, a Federal Reserve Bank, or a state or other political subdivision;
    (C) “Labor organization” means an organization of any kind, or an agency or employer representation committee or plan, in which employees participate and which exists for the purpose, in whole or in part, of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work.
D.C. Code § 32-581.04a — DC Code / Title 32 / Chapter 5B / § 32-581.04a
§ 32-581.04a. Collective bargaining agreements.
Status: in_force

Nothing in this chapter shall be interpreted as superseding the terms of a valid collective bargaining agreement.
D.C. Code § 32-219 — DC Code / Title 32 / Chapter 2 / § 32-219
§ 32-219. Violation of §§ 32-215 to 32-221; revocation of badge or work permit.
Status: in_force

The Board of Education shall order any minor found to be engaged in any of the trades or occupations mentioned in § 32-215 , in violation of any of the provisions of §§ 32-215 through 32-221 , to cease and desist from engaging in such trade or occupation, and the parent, guardian, or custodian of such minor shall be notified by the Board of its order. The Board of Education may also revoke the badge or work permit of any minor who violates any provision of this subchapter, or who fails to comply with all legal requirements concerning school attendance for such period as the Board may require. Upon revocation, the Board shall so notify the parent, guardian, or custodian of such minor, and it shall thereupon become the duty of said parent, guardian, or custodian to surrender or require said minor to surrender said badge or work permit to the Board. After notice to the minor and the parent, guardian, or custodian of the revocation of such badge or work permit, said minor shall be deemed to be in the same status as a minor without a badge. The refusal of any such minor to surrender the badge upon such revocation shall be deemed a violation of this subchapter.
D.C. Code § 32-1009.02 — DC Code / Title 32 / Chapter 10 / § 32-1009.02
§ 32-1009.02. Tipped Workers Coordinating Council.
Status: in_force

(a) There is established the Tipped Workers Coordinating Council ("Coordinating Council").
(b) The Coordinating Council shall be a partnership of tipped workers, employers, and public agencies that promotes a high-quality response to tipped-worker cases of wage theft and unfair labor practices.
(c) Members of the Coordinating Council shall consist of the following persons:
  (1) The Director of the Department of Employment Services, or his or her designee;
  (2) The Director of the Office of Nightlife and Culture, or his or her designee;
  (3) The Director of the Department of Consumer and Regulatory Affairs, or his or her designee;
  (4) The Director of the Office of Human Rights, or his or her designee;
  (5) A representative from the Restaurant Association of Metropolitan Washington;
  (6) A representative from the Hotel Association of Washington, D.C.;
  (7) Two representatives, appointed by the Mayor, from District-based organizations that engage in policy or advocacy for tipped workers; and
  (8) Three representatives, appointed by the Chairman of the Council as follows:
    (A) Two representatives from District-based organizations that engage in policy or advocacy for tipped workers; and
    (B) One representative shall be an employer that employs an employee who is paid in accordance with § 32-1003(f) , but is not part of the restaurant or hotel industry.
(d) The term of office for each representative provided for in subsection (c)(5), (6), (7), and (8) of this section shall be for 3 years; provided, that the initial term of:
  (1) One of the representatives appointed by the Mayor from a District-based organization that engages in policy or advocacy for tipped workers and one of the representatives appointed by the Chairman of the Council from a District-based organization that engages in policy or advocacy for tipped workers shall be for 2 years; and
  (2) One of the representatives appointed by the Mayor from a District-based organization that engages in policy or advocacy for tipped workers and one of the representatives appointed by the Chairman of the Council from a District-based organization that engages in policy or advocacy for tipped workers shall be for one year.
(e) A representative who is appointed to fill a vacancy that occurs before the expiration of a representative's full term shall serve only the unexpired portion of the term.
(f) (1) The Coordinating Council shall hold its initial meeting no later than 90 days after the date this section becomes applicable.
  (2) At the initial meeting, one non-governmental member of the Coordinating Council shall be elected as chairperson by a majority of the Coordinating Council members.
(g) The Coordinating Council shall establish its own procedures and requirements with respect to the place at which and the manner in which it will conduct its meetings.
(h) The Coordinating Council shall:
  (1) Improve coordination and functioning of the wage policies for tipped workers, investigations into wage theft involving tipped workers, and reporting mechanisms for tipped workers;
  (2) Conduct regular and anonymous case reviews of all parties involved in claims of wage violations for tipped workers; and
  (3) Develop a protocol to ensure that feedback and recommendations from case reviews are incorporated into the Department of Employment Services's policies, procedures, practices, training, and decisions to re-examine investigations, when applicable.
D.C. Code § 32-1364 — DC Code / Title 32 / Chapter 13C / § 32-1364
§ 32-1364. Exemptions.
Status: in_force

(a) Nothing set forth in this chapter shall be construed as prohibiting an employer or employment agency from publishing, in print, on the Internet, or in any other medium, an advertisement for any job vacancy that contains any provision setting forth any other qualifications for a job, as permitted by law, including:
  (1) The holding of a current and valid professional or occupational license;
  (2) A certificate, registration, permit, or other credential; or
  (3) A minimum level of education, training, or professional, occupational, or field experience.
(b) Nothing in this chapter is intended to preclude an employer or employment agency from examining the reasons underlying an individual’s status as unemployed in assessing an individual’s ability to perform a job or in otherwise making employment decisions about that individual.
(c) Nothing in this chapter shall be construed as prohibiting an employer or employment agency from publishing, in print, on the Internet, or in any other medium, an advertisement for any job vacancy that contains any provision stating that only applicants who are currently employed by the employer will be considered for employment.
D.C. Code § 32-1231.06 — DC Code / Title 32 / Chapter 12A / § 32-1231.06
§ 32-1231.06. Employee right of action.
Status: in_force

An employee or employees injured by a violation of this chapter shall be entitled to maintain an administrative action with OHR or a civil action in a court of competent jurisdiction within one year after the violation or discovery of the violation.
D.C. Code § 32-131.07 — DC Code / Title 32 / Chapter 1A / § 32-131.07
§ 32-131.07. Encouragement of more generous paid leave policies.
Status: in_force

Recodified as § 32-531.07
D.C. Code § 32-806 — DC Code / Title 32 / Chapter 8 / § 32-806
§ 32-806. Variations from rules or regulations; public hearing.
Status: in_force

The Board may, upon written application of any employer affected by such rule or regulation, permit variations from any provisions thereof if it shall find that the application of such provision would result in unnecessary hardship or practical difficulty, and notwithstanding such variance, that the protection afforded by such rule or regulation will be provided. The Board may grant a hearing open to the public on such application upon request of the applicant or other interested party or parties, or on its own initiative. The Board’s decision thereon shall be subject to review by the District of Columbia Court of Appeals upon petition of the applicant or other affected party or parties. The Board shall keep a properly indexed record of all variations permitted from any rule or regulation, which shall be open to public inspection.
D.C. Code § 32-1545 — DC Code / Title 32 / Chapter 15 / § 32-1545
§ 32-1545. Effective date.
Status: in_force

This chapter shall take effect on 60 days after the expiration of the District of Columbia Workers’ Compensation Act Emergency Amendment Act of 1982, after a 30-day period of Congressional review following approval by the Mayor (or in the event of veto by the Mayor, action by the Council of the District of Columbia to override the veto) as provided in § 1-206.02(c)(1) .
D.C. Code § 32-212 — DC Code / Title 32 / Chapter 2 / § 32-212
§ 32-212. Employer to furnish, on demand, proof of age of employee.
Status: in_force

Whenever any person authorized to enforce this subchapter shall have reason to doubt that any minor employed in any occupation for which a permit is required by this subchapter, and for whom a work permit or vacation permit is not on file, has reached the age of 18 years, such person may make demand on such minor’s employer that such employer shall either furnish him within 10 days the evidence required for a work permit showing that the minor is in fact 18 years of age, or shall refuse to employ or permit or suffer such minor to work. In case such evidence is not furnished to such person within 10 days after such demand, the employer shall not thereafter continue to employ such minor or permit or suffer such minor to work in such establishment. Proof of the making of such demand and of failure to deliver such proof of age shall be prima facie evidence, in any prosecution brought for violation of this subchapter, that such minor is under 18 years of age and is unlawfully employed.
D.C. Code § 32-809 — DC Code / Title 32 / Chapter 8 / § 32-809
§ 32-809. Authority to examine place of employment.
Status: in_force

The Board, or any officer or employee acting under its authority, shall have the authority, at any reasonable time, to enter any place where an employment covered by this subchapter is being carried on, and to examine any structure, tool, appliance, machinery, or process used in or connected with such employment. No employer or other persons shall refuse to admit any member of the Board or its authorized representative to any such place or to permit any such examination.
D.C. Code § 32-531.12 — DC Code / Title 32 / Chapter 5 / § 32-531.12
§ 32-531.12. Enforcement and penalties.
Status: in_force

(a) (1) An employee  or similarly situated employees injured by a violation of this subchapter shall be entitled to maintain a civil action or an administrative  action.
  (2) When an administrative complaint is filed against any employer or other person alleged to have violated this subchapter, a hearing by an administrative law judge shall be scheduled following the same procedure available in § 32-1308.01 for a violation of Chapter 13 of this title [§ 32-1301 et seq. ].
(b) If an employer fails to allow an employee to use paid leave as required by this subchapter, the employer shall pay $500 in additional damages to the employee for each accrued day denied, regardless of whether the employee takes unpaid leave or reports to work on that day.
(c) Except as provided in § 32-531.09(b) , an employer who willfully violates the requirements of this subchapter shall be subject to a civil penalty for each affected employee of $1,000 for the 1st offense, $1,500 for the 2nd offense, and $2,000 for the 3rd and each subsequent offense.
(d) If the Mayor determines that an employer has violated any provision of this subchapter, the Mayor shall order the employer to provide affirmative remedies including:
  (1) Back pay for lost wages caused by the employer’s violation of this subchapter;
  (2) Reinstatement or other injunctive relief;
  (3) Compensatory damages, punitive damages, and additional damages as provided in subsection (b) of this section; and
  (4) Reasonable attorney’s fees and costs of enforcement.
(e) An action may be maintained against any employer in a court of competent jurisdiction by any one or more employees for and on behalf of himself or themselves. An employer who violates the provisions of this subchapter shall be liable to the employee or employees affected for:
  (1) Back pay for lost wages caused by the employer’s violation of this subchapter;
  (2) Reinstatement or other injunctive relief;
  (3) Compensatory damages, punitive damages, and additional damages as provided in subsection (b) of this section; and
  (4) Reasonable attorney’s fees and costs.
(f) (1) Where compliance with this subchapter or regulations enacted to implement this subchapter is not forthcoming, the Mayor shall take any appropriate enforcement action to secure compliance, including initiating a civil action and, except where prohibited by another law, revoking or suspending any registration certificates, permits or licenses held or requested by the employer or person until the violation is remedied.
  (2) To compensate the District for the costs of investigating and remedying the violation, the Department of Employment Services may also order the violating employer or person to pay to the District a sum of not more than $500 for each day or portion thereof and for each employee or person as to whom the violation occurred or continued. The funds recovered by the District under this subchapter shall be allocated to offset the costs of implementing and enforcing this subchapter.
(g) In any administrative or civil action brought under this subchapter, the Mayor or court shall award interest on all amounts due and unpaid at the rate of interest specified in § 28-3302(b) or § 28-3302(c) .
(h) Any money awarded to an employee under this subchapter shall be enforceable by the employee to whom the debt is owed or may be collected by the District on behalf of the employee.
(i) The administrative fines and penalties collected under this section shall be deposited into the Wage Theft Prevention Fund, established by § 32-1307.01 .
D.C. Code § 32-903 — DC Code / Title 32 / Chapter 9 / § 32-903
§ 32-903. Invasion of privacy; contracts and arbitration decisions; criminal penalties and civil liability.
Status: in_force

(a) Any administration of a lie detector test to any employee or person seeking employment, in violation of § 32-902 , shall be an unwarranted invasion of privacy in the District of Columbia, and shall be compensable by damages for tortious injury.
(b) No contract or arbitration decision shall contain any provision in violation of § 32-902 .
(c) Any employer who violates the provisions of § 32-902 shall be guilty of a misdemeanor and subject to a fine of $500, or 30 days in jail, or both, upon conviction.
(d) Any employer who violates the provisions of this chapter shall be civilly liable to the person whom he or she required to take a polygraph or similar examination, and the amount of damages shall be established by the court, plus reasonable attorney’s fees. Remedies available under subsection (c) of this section and this subsection shall be deemed alternative or joint relief, and not subject to waiver by the exercise of the other.
D.C. Code § 32-707 — DC Code / Title 32 / Chapter 7 / § 32-707
§ 32-707. [Omitted.].
Status: omitted

Omitted.
D.C. Code § 32-152.01 — DC Code / Title 32 / Chapter 1B / § 32-152.01
§ 32-152.01. Parking benefit equivalent.
Status: in_force

(a) The requirements of this section shall only apply to covered employers offering a parking benefit.
(b) If a covered employer offers a parking benefit to an employee, the covered employer shall:
  (1) Offer the employee a Clean-air Transportation Fringe Benefit in an amount equal to or greater than the monthly market value of the parking benefit offered to the employee, pursuant to subsection (c) of this section;
  (2) Pay to the Department a Clean Air Compliance fee of $100 per month for each employee who is offered a parking benefit; or
  (3) Implement a transportation demand management plan, pursuant to subsection (d) of this section.
(c) (1) An employee shall not accept the Clean-air Transportation Fringe Benefit offered pursuant to subsection (b)(1) of this section unless the employee has declined the parking benefit offered by the covered employer.
  (2) (A) An employee who accepts a Clean-air Transportation Fringe Benefit shall, in a form determined by the Department, estimate the amount of the Clean-air Transportation Fringe Benefit that the employee will use each month.
    (B) An employee may, from time to time, amend the estimate provided pursuant to subparagraph (A) of this paragraph; except, that the employee shall not amend the estimate provided pursuant to subparagraph (A) of this paragraph more than once every 12 months.
  (3) If the estimate provided pursuant to paragraph (2)(A) of this subsection is less than the Clean-air Transportation Fringe Benefit offered to the employee pursuant to paragraph (1) of this subsection, the covered employer shall provide the employee with additional compensation, an increase contribution to the employee's health coverage, or both, in an amount that, when combined with the estimate provided pursuant to paragraph (2)(A) of this subsection, is equal to the Clean-air Transportation Fringe Benefit offered to the employee pursuant to paragraph (1) of this subsection.
(d) (1) To comply with subsection (b)(3) of this section, a covered employer shall submit a proposed transportation demand management plan to the Department, which shall include:
    (A) A plan , in a form prescribed by the Department through rulemaking or publication on the Department's website, that would reduce by at least 10% from the previous year the number of commuter trips employees of the covered employer made by car, including for-hire vehicles, until 25% or less of employees' commuter trips are made by car, including for-hire vehicles; and
    (B) Any other information required by the Department.
  (2) (A) (i) If the Department determines that the proposed transportation demand management plan is likely to meet the requirements of this subsection, the Department shall approve the proposed transportation demand management plan.
      (ii) If the Department determines that the proposed transportation demand management plan is not likely to meet the requirements of paragraph (1) of this subsection, the Department shall provide the covered employer a brief description of the deficiencies in the plan and an opportunity to amend and resubmit the proposed transportation demand management plan.
    (B) If, after a covered employer resubmits an amended proposed transportation demand management plan, the Department again determines that the proposed transportation demand management plan is not likely to meet the requirements of paragraph (1) of this subsection, the covered employer shall begin offering a Clean-air Transportation Fringe Benefit, pursuant to subsection (b)(1) of this section, or begin paying the Clean Air Compliance fee, pursuant to subsection (b)(2) of this section.
  (3) (A) A covered employer whose proposed transportation demand management plan has been approved, pursuant to paragraph (2)(A)(i) of this subsection, shall submit to the Department annual data reports on the actual commute mode share of its employees.
    (B) (i) Each year, the Department shall determine whether the covered employer is complying with the transportation demand management plan.
      (ii) If the Department determines that the covered employer is not complying with the transportation demand management plan, the covered employer shall have 180 additional days to comply with the requirements of the transportation demand management plan for the previous year.
    (C) If, after the 180-day period described in subparagraph (B)(ii) of this paragraph, the Department determines that the covered employer is still not in compliance with the transportation demand management plan for the previous year, the covered employer shall begin offering a Clean-air Transportation Fringe Benefit, pursuant to subsection (b)(1) of this section, or begin paying the Clean Air Compliance fee, pursuant to subsection (b)(2) of this section.
  (4) A covered employer who submits a proposed transportation demand management plan pursuant to paragraph (1) of this subsection need not comply with subsection (b)(1) of this section or subsection (b)(2) of this section until the Department informs the covered employer that:
    (A) The Department again determined that the proposed transportation demand management plan is not likely to meet the requirements of paragraph (1) of this subsection; or
    (B) After the 180-day period described in paragraph (3)(B)(ii) of this subsection, the Department determined that the covered employer is still not in compliance with the requirements of the transportation demand management plan for the previous year.
(e) For the purposes of this section, the market value of a parking benefit shall be:
  (1) The publicly-advertised price of parking available for rent to the public at a privately-owned parking facility within one-quarter mile of the business premises; or
  (2) If there is no privately-owned parking facility within one-quarter mile of the employee's place of work that rents parking to the public, an amount determined pursuant to rules issued by the Department.
(f) Each covered employer shall within 90 days after October 1, 2020, and every 2 years thereafter, submit to the Mayor a report that includes:
  (1) The total number of employees;
  (2) The number of employees:
    (A) Offered a parking benefit;
    (B) Using a parking benefit;
    (C) Offered a Clean-air Transportation Fringe Benefit; and
    (D) Using a Clean-air Transportation Fringe Benefit; and
  (3) Any other information required by the Mayor by rulemaking.
(g) Beginning October 1, 2022, and every 2 years thereafter, the Mayor shall provide a report to the Council containing the following:
  (1) Aggregate data from the reports required by subsection (f) of this section;
  (2) An assessment of how many covered employers have not filed the report required by subsection (f) of this section; and
  (3) A description of actions that will be taken to achieve full compliance with this section.
(h) The Mayor may impose civil fines or penalties as sanctions for a violation of subsection (a) or subsection (f) of this section, or any rule issued pursuant to § 32-153(b) , pursuant to Chapter 18 of Title 2 ("Civil Infractions Act"). Enforcement and adjudication of an infraction shall be pursuant to the Civil Infractions Act.
(i) (1) This section shall not apply to a parking benefit offered by a covered employer who, before October 1, 2020, owned, and continues to own, the parking spots used by the employees who are offered a parking benefit.
  (2) If, before October 1, 2020, a covered employer leases the parking spot used by the employee who is offered a parking benefit, this section shall apply to the to the parking benefit at the end of the current lease term, regardless of whether the lease agreement contemplated extensions beyond the current lease term.
  (3) If, before October 1, 2020, a covered employer is party to a transportation demand management plan that was reviewed by the Department this section shall apply to the covered employer at the end of the current term of the transportation demand management plan, regardless of whether the transportation demand management plan contemplated extension beyond the current term, or 5 years after October 1, 2020, whichever is earlier.
  (4) If, before October 1, 2020, a covered employer is party to a Campus Plan approved pursuant to section X101 of Title 11 of the District of Columbia Municipal Regulations (11 DCMR § X101), this section shall apply to the covered employer at the end of the current term of the Campus Plan, regardless of whether the Campus Plan contemplated extension beyond the current term, if the Campus Plan requires annual reporting to the Department of:
    (A) The current percentage, and year-over-year change in the percentage, of trips to campus that are made by car, including for-hire vehicles;
    (B) Performance standards in the Campus Plan related to reducing the percentage of trips to campus that are made by car, including for-hire vehicles; and
    (C) Policies that the covered employer will adopt to meet the performance standards in the Campus Plan related to reducing the percentage of trips to campus that are made by car, including for-hire vehicles.
D.C. Code § 32-1510 — DC Code / Title 32 / Chapter 15 / § 32-1510
§ 32-1510. Occupational disease.
Status: in_force

In case of pneumoconiosis, such as silicosis and asbestosis, radiation diseases, and any other generally recognized occupational disease, liability for compensation rests with the employer of the last known exposure.
D.C. Code § 32-1611.01 — DC Code / Title 32 / Chapter 16 / § 32-1611.01
§ 32-1611.01. Mandatory partner programs.
Status: in_force

(a) With the approval of the Mayor, WIC shall develop and enter into a memorandum of agreement with mandatory partner programs consistent with the requirements of section 121(c) of the Federal Act.
(b) To the extent that they are available in the District, the mandatory partner programs required by subsection (a) of this section shall include the:
  (1) Workforce Investment Act Adult program;
  (2) Workforce Investment Act Youth program;
  (3) Workforce Investment Act Dislocated Worker program;
  (4) Wagner-Peyser Act programs and activities;
  (5) Local Veterans Outreach program;
  (6) Disabled Veterans Outreach program;
  (7) Trade Adjustment Assistance;
  (8) Senior Community Service Employment Program, as authorized under Title V of the Older Americans Act of 1965, approved October 17, 2006 (120 Stat. 2522; 42 U.S.C. § 3056);
  (9) Unemployment insurance programs authorized under District of Columbia unemployment compensation laws;
  (10) Vocational rehabilitation programs, as authorized under Parts A and B of the Title I of the Rehabilitation Act of 1973, approved August 7, 1998 (112 Stat. 1093; 29 U.S.C. § 720);
  (11) Any postsecondary career and technical education activities authorized under the Vocational Education Act of 1963, approved August 12, 2006 (120 Stat. 684; 20 U.S.C. § 2301);
  (12) Adult education and literacy activities authorized under Title II of WIA;
  (13) Employment and training activities carried out under the Community Services Block Grant Act, approved October 27, 1998 (112 Stat. 2728; 42 U.S.C.§ 9901);
  (14) Job-readiness training and employment-placement assistance under section 3 of the Housing and Urban Development Act of 1968, approved August 1, 1968 (82 Stat. 476; 12 U.S.C. § 1701u); or
  (15) Job Corps activities.
D.C. Code § 32-753 — DC Code / Title 32 / Chapter 7B / § 32-753
§ 32-753. Eligibility for grants.
Status: in_force

The following individuals and groups shall be eligible to receive grants or other assistance from the Job Opportunity Bank:
(1) Low-income District residents;
(2) Job skills-deficient residents;
(3) District businesses, business coalitions, or nonprofit organizations partnered with District businesses or business coalitions seeking to hire low-income District residents or job skills-deficient residents and develop a workforce from those individuals; or
(4) District businesses, business coalitions, or nonprofit organizations partnered with District businesses or business coalitions seeking to upgrade the skills of their current workforce, composed of at least 51% District residents, in order to maintain the employment of the current workforce.
D.C. Code § 32-1009 — DC Code / Title 32 / Chapter 10 / § 32-1009
§ 32-1009. Posting of act and regulations on premises; distribution of copies to employers.
Status: in_force

(a) Every employer who is subject to any provision of this subchapter or any regulation issued under this subchapter shall keep a copy or summary of this subchapter and any applicable regulation issued under this subchapter, in a form prescribed or approved by the Mayor, posted in a conspicuous and accessible place in or about the premises at which any employee covered by the regulation is employed. If an employer fails to comply with this requirement, the period prescribed in § 32-1308(c) shall not begin until the employer posts or provides the required notice.
(b) Employers shall be furnished copies or summaries of this subchapter by the Mayor without charge, in accordance with subchapter II of Chapter 19 of Title 2 [ § 2-1931 et seq.].
(c) Employers shall be furnished with copies or summaries of this subchapter within 60 days of February 26, 2015. An employer shall not be liable for failure to post notice if the Mayor has failed to provide to the employer the notice required by this section.
D.C. Code § 32-1693.02 — DC Code / Title 32 / Chapter 16 / § 32-1693.02
§ 32-1693.02. Establishment of the Nurse Education Enhancement Program.
Status: in_force

(a) The WIC shall establish, in collaboration with the University, the University of the District of Columbia Foundation, Inc., and direct care worker training grantees, the DC Nurse Education Enhancement Program for the purpose of training District residents to obtain an occupational credential and employment in nursing care occupations. The WIC shall be responsible for providing funding for the Program consistent with the memoranda of understanding executed pursuant to § 32-1693.05 and the direct care worker training grants authorized pursuant to § 32-1693.06 .
(b) The Program shall provide industry-informed, BON-approved training that leads to certifications required for nursing care occupations at no cost to eligible District residents, who, under the Program, may receive the following financial assistance to pursue Program training:
  (1) Payment of tuition, to the extent charged;
  (2) Payment of academic costs, including books, supplies, and membership fees; and
  (3) A monthly stipend to be used toward living expenses and transportation for Program participants pursuing WDLL courses or certification as a CNA, HHA, MA-C, or a CNA to HHA bridge program, through a direct care worker training grantee.
(c) Program training shall be offered at the University's campuses and satellite locations and at community training provider sites located in the District.
(d) Program training shall be approved by the BON.
(e) Program marketing and public education shall be provided by the University and community training providers to attract residents to the Program and for the duration of the Program.
(f) The University shall review the recommendations and implement relevant sections of the Healthcare Occupations Report developed by the Healthcare Workforce Partnership pursuant to § 32-1684(e) , to maintain and enhance course offerings to meet the workforce needs of nursing care occupations in the District.