D.C. Code § 32-1451 — DC Code / Title 32 / Chapter 14A / § 32-1451
§ 32-1451. Definitions.
Status: in_force

For the purposes of this chapter, the term:
(1) "Compensation" means all forms of monetary and nonmonetary benefits an employer provides or promises to provide an employee in exchange for the employee's services to the employer.
(1A) "Employee" means an individual employed by an employer.
(2) "Employer" means an individual, firm, association, or corporation that employs at least one employee in the District, except that the term "employer" does not include the:
  (A) District government; or
  (B) Federal government.
(3) Repealed.
(4) "Wage history" means information related to compensation an employee has received from other or previous employment.
D.C. Code § 32-521.03 — DC Code / Title 32 / Chapter 5 / § 32-521.03
§ 32-521.03. Effect of leave on employment benefits or seniority.
Status: in_force

An employee who takes leave pursuant to § 32-1202 shall not lose any employment benefit or seniority accrued before or during the date of such leave.
D.C. Code § 32-1331.09 — DC Code / Title 32 / Chapter 13 / § 32-1331.09
§ 32-1331.09. Private right of action.
Status: in_force

(a) A person aggrieved by a violation of this subchapter, or any rule issued pursuant to this subchapter, by an employer or entity may bring a civil action in any court of competent jurisdiction within 3 years after the occurrence of the alleged violation of [this] subchapter. A person whose rights have been violated under this subchapter by an employer or entity is entitled to collect:
  (1) The amount of any wages, salary, employment benefits, or other compensation denied or lost to the person by reason of the violation, plus an additional equal amount in liquidated damages;
  (2) Compensatory damages and an amount up to $500 for each violation of this subchapter or any rule issued pursuant to this subchapter; and
  (3) In the case of unlawful retaliation, all legal or equitable relief as may be appropriate.
(b) A court may order the following:
  (1) Reinstatement and the payment of back wages;
  (2) Fringe benefits;
  (3) Seniority rights;
  (4) Treble damages for lost wages or benefits; or
  (5) Any combination of the remedies set forth in paragraphs (1) through (4) of this subsection.
(c) The court shall allow for reasonable attorneys fees and costs of the action to be paid by the defendant.
D.C. Code § 32-1511 — DC Code / Title 32 / Chapter 15 / § 32-1511
§ 32-1511. Determination of average weekly wage.
Status: in_force

(a) Except as otherwise provided in this chapter, the average weekly wage of the injured employee at the time of the injury shall be taken as the basis upon which to compute compensation and shall be determined as follows:
  (1) If at the time of the injury the wages are fixed by the week, the amount so fixed shall be the average weekly wage;
  (2) If at the time of the injury the wages are fixed by the month, the average weekly wage shall be the monthly wage so fixed multiplied by 12 and divided by 52;
  (3) If at the time of the injury the wages are fixed by the year, the average weekly wage shall be the yearly wage so fixed divided by 52;
  (4) If at the time of injury wages are fixed by the day, hour, or by the output of the employee, the average weekly wage shall be computed by dividing by 26 the total wages the employee earned in the employ of the employer in the 26 consecutive calendar weeks immediately preceding the injury. If the employee has been in the employ of the employer less than 26 weeks, the total wages referred to in paragraph (3) of this subsection shall be the amount the employee would have earned had the employee been employed by the employer for the full 26 calendar weeks immediately preceding the injury and had worked, when work was available to other employees, in a similar occupation; or
  (5) If it be established that the employee, when injured, was a minor or a student as defined in § 32-1501(18) and that under normal conditions his wages should be expected to increase during the period of disability, whether such disability be temporary, partial, or permanent in character, the fact shall be considered in arriving at his average weekly wage.
  (6) If the injured employee has not worked in this employment during substantially the whole of the period, the employee’s average weekly wage shall consist of 130 times the average daily wage or salary, divided by 26 weeks, which an employee of the same class working substantially the whole of the immediately preceding period in the same or similar employment, in the same or a similar neighboring place, shall have earned in the employment during the days when so employed.
(b) The terms “average weekly wage” and “total wages” as used in this section shall include reasonable value for board and lodging received from the employer plus gratuities declared for tax purposes by the employee.
D.C. Code § 32-604 — DC Code / Title 32 / Chapter 6 / § 32-604
§ 32-604. Findings and recommendations of consultant.
Status: in_force

(a) In order to carry out the purposes of this chapter, the Department of Administrative Services shall provide, by contract with the consultant selected under § 32-603 , for the conduct of a study and the preparation of a report by the consultant:
  (1) Containing the findings of the consultant pursuant to a study that explores whether there are discriminatory wage-setting practices and discriminatory wage differentials within any of the District’s position classification systems and includes a list of any positions determined as being subject to discriminatory wage-setting practices and the extent to which any discriminatory wage differentials are attributable to the practices;
  (2) Identifying, where applicable, alternative measures for eliminating those discriminatory practices and differentials set forth in the consultant’s findings made pursuant to paragraph (1) of this subsection, other than any measure that would result in a reduction in the rate of pay, or a cap on the rate of pay for any position, including proposals relating to the development and use of equitable job-evaluation techniques and training programs for individuals who would be responsible for implementing those measures;
  (3) Specifying any measures identified under paragraph (2) of this subsection that are authorized under current law and making recommendations for any legislative, Mayoral, or other action, other than any action that would result in a reduction in the rate of pay for any existing positions, which may be necessary in order to carry out the other measures identified under paragraph (2) of this subsection; and
  (4) Setting forth a list showing by bargaining unit, where appropriate, and by pay plan for those employees not covered by collective bargaining agreements, gender and race-dominated classes in the District Career, Educational, Executive, and Excepted Services for which there exists a discriminatory wage differential.
(b) Under the contract, the consultant shall be required to:
  (1) Meet jointly with the Commission and the Committee on Government Operations on a regular basis in order to keep the District informed of the progress and other developments in the performance of the study and to obtain any views or recommendations from them; and
  (2) Submit a report of his or her findings to the Commission within 18 months after the effective date of the contract.
(c) The information exchanged at the meetings held under subsection (b)(1) of this section shall be considered confidential until the final report is submitted pursuant to § 32-607 .
D.C. Code § 32-1231.02 — DC Code / Title 32 / Chapter 12A / § 32-1231.02
§ 32-1231.02. Provision of reasonable accommodation.
Status: in_force

(a) An employer shall engage in good faith in a timely and interactive process with an employee requesting or otherwise needing a reasonable accommodation to determine a reasonable accommodation for that employee.
(b) (1) An employer may require an employee to provide a certification from the employee's health care provider concerning the medical advisability of a reasonable accommodation to the same extent a certification is required for other temporary disabilities.
  (2) A certification shall include:
    (A) The date the reasonable accommodation became or will become medically advisable;
    (B) An explanatory statement as to the medical condition and the advisability of providing the reasonable accommodation in light of the condition; and
    (C) The probable duration that the reasonable accommodation will need to be provided.
(c) In any proceeding brought under this chapter, the employer shall have the burden of establishing that it would be an undue hardship to provide a reasonable accommodation.
D.C. Code § 32-1533 — DC Code / Title 32 / Chapter 15 / § 32-1533
§ 32-1533. Penalty for misrepresentation.
Status: in_force

Any person who willfully makes any false or misleading statement or representation for the purpose of obtaining any benefit or payment under this chapter shall be guilty of a misdemeanor and on conviction thereof shall be punished by a fine of not to exceed $1,000 or by imprisonment of not to exceed 1 year, or by both such fine and imprisonment.
D.C. Code § 32-551.03 — DC Code / Title 32 / Chapter 5 / § 32-551.03
§ 32-551.03. Definitions.
Status: in_force

For the purposes of this subchapter , the term "Act" means subchapter IV of this chapter .
D.C. Code § 32-541.11 — DC Code / Title 32 / Chapter 5 / § 32-541.11
§ 32-541.11. Investigative authority.
Status: in_force

(a) An employer shall develop, maintain, and make available to the Mayor records regarding the employer's activities related to this subchapter that the Mayor may prescribe by rule.
(b) To ensure compliance with the provisions of this subchapter , the Mayor, consistent with constitutional guidelines, may:
  (1) Investigate and gather data regarding any wage, hour, condition, or practice of employment related to this subchapter ; and
  (2) Enter or inspect any place of employment or record required by this subchapter after written notice has been given.
(c) For the purpose of any investigation provided for in this section, the Mayor may exercise the subpoena authority provided in § 1-301.21 .
D.C. Code § 32-1652 — DC Code / Title 32 / Chapter 16 / § 32-1652
§ 32-1652. Funding of program.
Status: in_force

(a) The DOES shall make individual training account (“ITA”) funds received by the District pursuant to the federal Workforce Investment Act of 1998, approved August 7, 1998 (112 Stat. 936; 29 U.S.C. § 2801 et seq.), available to pay for a student’s enrollment in a certificate course; provided, that the course has been approved pursuant to the procedures and criteria established by this subtitle, and by the Council, in consultation with the DOES.
(b) The Council’s proposed procedures and criteria shall be submitted to the Council of the District of Columbia for a 30-day period of review, excluding days of Council of District of Columbia recess. If the Council of the District of Columbia does not approve or disapprove the procedures and criteria by resolution within this 30-day period, the procedures and criteria shall be deemed approved.
(c) Prior to expending ITA funds to pay for a student’s enrollment in an approved course, the institution or the student shall apply for any grant funds available to the institution or to the student for this purpose. In the case of a student who meets the eligibility requirements for a grant and who has made timely application for such grant but the funds have not been received by the institution, the institution shall credit the student’s account in the amount of the grant. Upon receipt of the grant, the institution shall apply the funds received to the student’s account. In the case where a grant is available, ITA funds shall be used to the extent that the cost of the course exceeds the amount of grant funds received.
D.C. Code § 32-201 — DC Code / Title 32 / Chapter 2 / § 32-201
§ 32-201. Employment of minors under 14 years of age; distribution of newspapers permitted.
Status: in_force

Except as provided in §§ 32-206 and 32-207 , no minor under 14 years of age shall be employed, permitted, or suffered to work in the District of Columbia, in, about, or in connection with any gainful occupation, with the exemption of housework performed outside of school hours in the home of the minor’s parent or legal guardian or agricultural work performed outside of school hours in connection with the minor’s own home and directly for the minor’s parent or legal guardian; provided, that minors 10 years of age and over may be employed outside of school hours in the distribution or sale of newspapers, subject to the provisions of §§ 32-215 to 32-221 .
D.C. Code § 32-854 — DC Code / Title 32 / Chapter 8A / § 32-854
§ 32-854. Exceptions.
Status: in_force

The requirements to enter into a labor peace agreement shall not apply to:
(1) An employer employing fewer than the equivalent of 15 full-time or part-time employees at the development project;
(2) An employer who is a signatory to a valid and binding collective bargaining agreement or agreements covering the terms and conditions of employment for all of its employees at that development project or who has entered into an agreement or agreements with one or more labor organizations regarding such employees, and the agreement provides at least equal protection from the risks of labor-management conflict as provided by the minimum terms of a labor peace agreement;
(3) A development project where the Mayor determines that the risk to the District’s financial or other nonregulatory interests resulting from labor-management conflict is so minimal or speculative as not to warrant concern for the District’s investment or other nonregulatory interests;
(4) A development project that receives less than $1 million dollars of the total cost of the project from the District;
(5) A residential development project;
(6) A multi-tenanted development project that is built on a speculative basis;
(7) A development project that receives only conduit bond financing from the District; or
(8) A development project involving a historically designated building.
D.C. Code § 32-705 — DC Code / Title 32 / Chapter 7 / § 32-705
§ 32-705. District government employees — Domestic partnership and family member benefits.
Status: in_force

(a) A District government employee shall be granted sick leave when needed to care for a family member as defined in § 32-701(7) , subject to the same guidelines and restrictions in § 32-502 .
(b) A District government employee shall be granted sick leave to care for a minor child of either domestic partner or to care for the employee’s domestic partner who is on maternity or paternity leave, subject to the same guidelines and restrictions in § 32-502 .
(c) A District government employee shall be granted funeral leave or annual leave when needed to make arrangements for or attend a funeral or memorial service for a family member as defined in § 32-701(7) , subject to the same guidelines and restrictions in § 1-612.03(n) .
(d) A District government employee who is adopting or whose domestic partner is adopting a child shall be granted annual leave or leave without pay to make necessary family arrangements, subject to the same guidelines and restrictions in § 32-502 .
D.C. Code § 32-223 — DC Code / Title 32 / Chapter 2 / § 32-223
§ 32-223. Severability.
Status: in_force

If any provision of this subchapter or the application of such provision to certain circumstances be held invalid, the remainder of this subchapter and the application of such provision to circumstances other than those as to which it is held invalid shall not be affected thereby.
D.C. Code § 32-531.11 — DC Code / Title 32 / Chapter 5 / § 32-531.11
§ 32-531.11. Effect on other laws.
Status: in_force

This subchapter shall not:
(1) Supersede any provision of law or contract that provides greater employee paid leave rights than the rights established under this subchapter; or
(2) Modify or affect any federal or District law prohibiting discrimination on the basis of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic information, disability, matriculation, or political affiliation.
D.C. Code § 32-1005 — DC Code / Title 32 / Chapter 10 / § 32-1005
§ 32-1005. Authority of Mayor.
Status: in_force

(a) The Mayor or his authorized representative shall have the authority to:
  (1) Investigate and ascertain the wages of persons employed in any occupation in the District of Columbia;
  (2) Enter and inspect the place of business or employment of any employer in the District of Columbia in order to:
    (A) Examine and inspect any books, registers, payrolls, and other records as the Mayor or the Mayor’s authorized representative may deem necessary or appropriate;
    (B) Copy books, registers, payrolls, and other records as the Mayor or the Mayor’s authorized representative may deem necessary or appropriate; and
    (C) Question an employee for the purpose of ascertaining whether the provisions of this subchapter and the orders and regulations issued thereunder have been and are being complied with; and
  (3) Require from any employer full and correct statements in writing, including sworn statements, with respect to wages, hours, names, addresses, and any other information that pertains to the employment of the employees as the Mayor or the Mayor’s authorized representative may deem necessary or appropriate to carry out the purposes of this subchapter.
(b) The Mayor shall encourage reporting pursuant to this subchapter by keeping confidential, to the maximum extent permitted by applicable laws, the name and other identifying information of the employee or other person reporting a violation during the course of any investigation; provided, that with the authorization of such person, the Mayor may disclose his or her name and identifying information as necessary to conduct a hearing and enforce this subchapter or other employee protection laws.
D.C. Code § 32-1366 — DC Code / Title 32 / Chapter 13C / § 32-1366
§ 32-1366. Civil penalties.
Status: in_force

(a) An employer or employment agency that the Office finds to have violated this chapter shall be subject to a civil penalty for a first violation of $1,000 per claimant, $ 5,000 per claimant for a second violation, and $10,000 per claimant for each subsequent violation, but not to exceed a total of $20,000 per violation. The Office shall collect the penalty from the violator and distribute the funds collected among any employee or potential employee who filed a claim regarding a violation of this chapter.
(b) Nothing set forth in this chapter shall be construed as creating, establishing, or authorizing a private cause of action by an aggrieved person against an employer or employment agency who has violated, or is alleged to have violated, the provisions of this chapter.
D.C. Code § 32-131.10a — DC Code / Title 32 / Chapter 1A / § 32-131.10a
§ 32-131.10a. Statute of limitations.
Status: in_force

Recodified as § 32-531.10a
D.C. Code § 32-1011.01 — DC Code / Title 32 / Chapter 10 / § 32-1011.01
§ 32-1011.01. Remedies.
Status: in_force

If an employer or other person is found to have violated § 32-1010(a)(3) , the court or administrative law judge shall, by an order which shall describe with particularity the nature of the violation, award to the employee all appropriate relief provided for under § 32-1311 .
D.C. Code § 32-1522 — DC Code / Title 32 / Chapter 15 / § 32-1522
§ 32-1522. Review of compensation orders.
Status: in_force

(a) A compensation order shall become effective when filed with the Mayor as provided in § 32-1520 , and, unless an application for review has been filed with the Board as provided in subsection (b) of this section, shall become final at the expiration of the 30th day thereafter.
(b) (1) Repealed.
  (2) Repealed.
  (2A) (A) A party aggrieved by a compensation order may file an application for review with the Board within 30 days of the issuance of the compensation order. A party adverse to the review may file an opposition answer within 15 days of the filing of an application for review.
    (B) A Memorandum of Points and Authorities, which sets forth the legal and factual basis for the review or the opposition thereto, shall be filed with an application for review and an opposition answer; no further submissions shall be permitted, unless requested by the reviewing panel.
  (3) Pursuant to the District of Columbia Administrative Procedure Act ( § 2-501 et seq.), any party in interest who is adversely affected or aggrieved by a final decision rendered after review of a compensation order as provided in paragraph (2A) of this subsection or any party in interest who is adversely affected or aggrieved by a compensation order which has been filed as provided in § 32-1520 may petition for review of such decision or order by the District of Columbia Court of Appeals. If any party shall apply to the Court for leave to adduce additional evidence and shall show to the satisfaction of the Court that such additional evidence is material and that there were reasonable grounds for failure to adduce such evidence in the hearing before the Mayor, the Court may order such additional evidence to be taken before the Mayor, and to be made part of the record. The Court may remand the case for appropriate action.
(c) If any employer or his officers or agents fail to comply with a compensation order making an award that has become final, any beneficiary of such award, or the Mayor, may apply for the enforcement of the order to the Superior Court of the District of Columbia for enforcement of such order and upon showing that such employer or his officers or agents have failed to comply therewith, the Court shall enforce obedience to the order by writ of injunction or by other proper process, mandatory or otherwise, to enjoin upon such person and his officers and agents compliance with the order.
(d) Proceedings for suspending, setting aside, or enforcing a compensation order, whether rejecting a claim or making an award, shall not be instituted otherwise than as provided in this section and § 32-1520 .
D.C. Code § 32-1453.01 — DC Code / Title 32 / Chapter 14A / § 32-1453.01
§ 32-1453.01. Employer disclosures.
Status: in_force

(a) An employer shall:
  (1) Provide the minimum and maximum projected salary or hourly pay in all job listings and position descriptions advertised. In stating the minimum and maximum salary or hourly pay for the position, the range shall extend from the lowest to the highest salary or hourly pay that the employer in good faith believes at the time of the posting it would pay for the advertised job, promotion, or transfer opportunity;
  (2) Disclose to prospective employees the existence of healthcare benefits that employees may receive before the first interview.
(b) Should an employer not provide disclosures required pursuant to subsection (a) of this section, a prospective employee may inquire about such disclosures.
D.C. Code § 32-1051.07 — DC Code / Title 32 / Chapter 10A / § 32-1051.07
§ 32-1051.07. Penalties.
Status: in_force

(a) (1) Except as provided in paragraph (2) of this subsection, a covered employer who willfully violates the posting requirements of § 32-1051.04 shall be assessed a civil penalty not to exceed $100 for each day that the covered employer fails to post the notice; provided, that the total penalty shall not exceed $500.
  (2) No liability for failure to post the notice shall arise under this section if the Mayor has failed to provide the notice required by § 32-1051.04 to the covered employer.
(b) (1) A covered employer who fails to comply with any of the requirements of this chapter , other than the posting requirements of section 5, shall be subject to a fine of not more than $5,000 for each violation for each day that the violation continues.
  (2) For the purposes of this subsection, each violation of a covered employee's right provided by this chapter shall constitute a separate violation of this chapter .
(c) (1) Except as provided in paragraph (2) of this subsection, the Mayor shall assess an administrative penalty against a covered employer for a violation of this chapter . In assessing the amount of the fine to be imposed pursuant to the following authorized penalties, the Mayor may consider factors the Mayor determines appropriate, including a covered employer's past history of violations of this chapter :
    (A) For the first violation, a maximum fine of up to $500; and
    (B) For any subsequent violation, a maximum fine of up to $1,000.
  (2) No administrative penalty may be collected unless the Mayor provided a covered employer alleged to have violated this chapter :
    (A) Notification of the violation;
    (B) The amount of the administrative penalty that may be imposed; and
    (C) An opportunity to request a hearing.
D.C. Code § 32-1651 — DC Code / Title 32 / Chapter 16 / § 32-1651
§ 32-1651. Establishment of the Educational Stepladder program.
Status: in_force

(a) There is established an Educational Stepladder program. The Educational Stepladder program shall provide funding for undertrained and unemployed District residents to enroll in certain certificate courses that are, in consultation with the Department of Employment Services (“DOES”):
  (1) Offered by institutions of higher education accredited by the Middle States Association of Colleges and Schools and located in the District of Columbia; and
  (2) Approved by the Workforce Investment Council (“Council”), established by § 32-1603 .
(b) An institution of higher education described in subsection(a)(1) of this section that seeks to become a participant in the Educational Stepladder program is encouraged to enter into discussions with business and industry leaders to ascertain what workforce skills and knowledge are in demand so that the institution can design its course offerings to meet actual workforce needs in the District. The Council shall approve only courses that are:
  (1) Tailored to the needs of the job market in the District;
  (2) Designed to provide the student with marketable knowledge or a marketable skill;
  (3) A maximum of 12 months in duration; and
  (4) Student aid or grant eligible.
D.C. Code § 32-131.15a — DC Code / Title 32 / Chapter 1A / § 32-131.15a
§ 32-131.15a. Public education and outreach.
Status: in_force

Recodified as § 32-531.15a
D.C. Code § 32-1608 — DC Code / Title 32 / Chapter 16 / § 32-1608
§ 32-1608. Anti-displacement.
Status: in_force

Participants in training activities funded pursuant to § 32-1607 shall not be assigned or placed to work for any employer or worksite where:
(1) Any other individual is laid off from the same or substantially equivalent job;
(2) An employer has terminated a regular employee and filled the vacancy with a participant;
(3) An employer has caused an involuntary reduction in the workforce and filled the vacancy with a participant;
(4) An employer has caused an involuntary reduction below full-time hours of any employee in the same or substantially equivalent job;
(5) An employer has caused an involuntary reduction in wages or employment benefits;
(6) Placement of a recipient will violate an existing collective bargaining agreement, unless the labor organization and the employer provide a written concurrence;
(7) The job is created in a promotional line that will infringe in any way upon the promotional opportunities of currently employed individuals;
(8) The placement is the equivalent of filling an established unfilled position vacancy, or is the equivalent of performing a job that is substantially similar to the vacant position, unless the participant is given a bona fide opportunity to apply for the position as an unsubsidized employee after 18 weeks of satisfactory service in the position; or
(9) There is a hiring freeze for positions that are the same or substantially similar to the position performed by the participants.
D.C. Code § 32-407 — DC Code / Title 32 / Chapter 4 / § 32-407
§ 32-407. Requirements for operation of job listing services.
Status: in_force

(a) Each job listing service shall maintain a file of all its advertisements identified by date and publication. All advertisements and other promotional material shall carry the name under which the job listing service is licensed to do business.
(b) Any job listing service which uses any statistics regarding its success rate or other similar statistics in its advertising, promotional materials, or oral or written statements to purchasers or potential purchasers of job lists shall maintain records from which the Mayor can determine the accuracy of these statistics.
(c) Each job listing service shall keep detailed records on forms approved by the Mayor of the sources of information used for the preparation of job lists offered for sale.
(d) The records required by subsections (a) through (c) of this section shall be maintained for 4 years from the date the record was made.
(e) Each job listing service shall identify, on each job list offered for sale, its source of information for the jobs included on that list when the source of information is a publication or other public record.
(f) No job listing service doing business in the District or any person employed by or acting as an agent of that job listing service shall:
  (1) Include on any job list offered for sale any job which the job listing service does not know to be vacant within the 15-day period immediately preceding the date the job list is offered for sale; or
  (2) Violate any provision of Chapter 39 of Title 28 .
D.C. Code § 32-1612.01 — DC Code / Title 32 / Chapter 16 / § 32-1612.01
§ 32-1612.01. Reference.
Status: in_force

(a) Except as otherwise specified, a reference in this subchapter to a section or provision of the Workforce Investment Act of 1998, approved August 7, 1998 (112 Stat. 936; 29 U.S.C. § 2822), shall be deemed to be a reference to the corresponding provision of the Workforce Innovation and Opportunity Act, approved July 22, 2014 (Pub. L. No 113-128; 128 Stat. 1425).
(b) This section shall apply as of July 22, 1014 [2014].
D.C. Code § 32-1520 — DC Code / Title 32 / Chapter 15 / § 32-1520
§ 32-1520. Procedure in respect of claims.
Status: in_force

(a) Subject to the provisions of § 32-1514 , a claim for compensation may be filed with the Mayor in accordance with regulations prescribed by the Mayor at any time after the first 3 days of disability following any injury, or at any time after death, and the Mayor shall have full power and authority to hear and determine all questions in respect of any claim.
(b) Within 10 days after such claim is filed, the Mayor shall notify the employer and any other person (other than the claimant), whom the Mayor considers an interested party, that a claim has been filed. Such notice may be served personally upon the employer or other person, or sent to such employer or person by registered or certified mail.
(c) The Mayor shall make or cause to be made investigations of claims as he considers necessary, which may include processing the claim through a central system to give the Mayor an advisory opinion on the rate and degrees of disability. Upon application of any interested party the Mayor shall order a hearing within 90 days, unless the Mayor grants a special extension of time for the development of facts. The Mayor shall not use pre-hearing conferences to resolve workers’ compensation claims. If a hearing on the claim is ordered, the Mayor shall give the claimant and other interested parties at least 10 days notice of the hearing, served personally upon the claimant and other interested parties or sent to the claimant and other interested parties by registered or certified mail. No additional information shall be submitted by the claimant or other interested parties after the date of hearing, except under unusual circumstances as determined by the Mayor. Within 20 days after a hearing is held, the Mayor shall by order reject the claim or make an award in respect of the claim based on substantial evidence before him. The Mayor shall, by order, reject the claim or make an award in respect of the claim based upon substantial evidence before him, if no hearing is ordered within 20 days after notice is given as provided in subsection (b) of this section.
(d) At such hearing the claimant and the employer may each present evidence in respect of such claim and may be represented by any person authorized in writing for such purpose.
(e) The order rejecting the claim or making the award (referred to in this chapter as a compensation order) shall be filed with the Mayor, and a copy thereof shall be sent by registered or certified mail to the claimant and to the employer at the last known address of each.
(f) An injured employee claiming or entitled to compensation shall submit to such physical examination by a medical officer of the District of Columbia or by a duly qualified physician or panel of physicians designated or approved by the Mayor as the Mayor may require. The place or places shall be reasonably convenient for the employee. Proceedings shall be suspended and no compensation be payable for any period during which the employee may refuse to submit to examination.
(g) All medical reports submitted by the claimant or any other interested party shall become part of the record, except that the Mayor shall have the discretion to require the testimony at the hearing of any reporting physician. Copies of all medical reports submitted shall be supplied to any party upon request.
D.C. Code § 32-1455 — DC Code / Title 32 / Chapter 14A / § 32-1455
§ 32-1455. Enforcement.
Status: in_force

(a) If an employer fails to comply with the provisions of this chapter, the Mayor shall assess a civil fine of $1,000 for the first violation, $5,000 for the second violation, and $20,000 for each subsequent violation.
(b) Adjudication for a violation of this chapter , in accordance with subsection (a) of this section, shall be pursuant to Chapter 18 of Title 2 [ § 2-1801.01 et seq.].
(b-1) (1) The Attorney General shall have the power to investigate whether violations of this chapter have occurred, to administer oaths and examine witnesses under oath, to issue subpoenas, to compel the attendance of witnesses and the production of papers, books, accounts, records, payrolls, documents, and testimony, and to take depositions and affidavits in connection with any such investigation.
  (2) The Attorney General, acting in the public interest, including the need to deter future violations, may bring a civil action in a court of competent jurisdiction against an employer or other person violating this chapter for restitution or for injunctive, compensatory, or other authorized relief for any individual or for the public at large. Upon prevailing in court, the Attorney General shall be entitled to:
    (A) Reasonable attorneys' fees and costs; and
    (B) Statutory penalties equal to any administrative penalties provided by law.
  (3) A person to whom a subpoena authorized by this subsection has been issued shall have the opportunity to move to quash or modify the subpoena in the Superior Court of the District of Columbia. In case of failure of a person to comply with any subpoena lawfully issued under this subsection, or on the refusal of a witness to testify to any matter regarding which he or she may be lawfully interrogated, it shall be the duty of the Superior Court of the District of Columbia, or any judge thereof, upon application by the Attorney General, to compel obedience by attachment proceedings for contempt, as in the case of disobedience of the requirements of a subpoena issued from the Court or a refusal to testify therein.
(c) Nothing in this chapter shall be construed to create a private right of action.
D.C. Code § 32-581.02 — DC Code / Title 32 / Chapter 5B / § 32-581.02
§ 32-581.02. Prohibition on non-compete provisions for covered employees.
Status: in_force

(a) (1) Beginning October 1, 2022, no employer may require or request that a covered employee sign an agreement or comply with a workplace policy that includes a non-compete provision.
  (2) A non-compete provision that violates paragraph (1) of this subsection contained in an agreement between a covered employee and an employer that was entered into on or after October 1, 2022, shall be void as a matter of law and unenforceable.
(b) No employer may retaliate or threaten to retaliate against a covered employee for:
  (1) The covered employee's refusal to agree to a non-compete provision or non-compete agreement that is prohibited under subsection (a) of this section;
  (2) The covered employee's alleged failure to comply with a non-compete provision or non-compete agreement that is prohibited under subsection (a) of this section;
  (3) Asking, informing, or complaining about the existence, applicability, or validity of a provision in a workplace policy or employment agreement that the employee reasonably believes is prohibited under subsection (a) of this section or making a request for a copy of such a provision to:
    (A) An employer, including the covered employee's employer;
    (B) A coworker;
    (C) The covered employee's lawyer or agent; or
    (D) A governmental entity; or
  (4) Asking the employer for the information required to be provided to the employee pursuant to § 32-581.03a .
D.C. Code § 32-607 — DC Code / Title 32 / Chapter 6 / § 32-607
§ 32-607. Final report.
Status: in_force

Within 180 days after receipt of the consultant’s findings, the Commission shall simultaneously submit to the Council, to the Mayor, and to the Chairman of the Committee on Government Operations its final report that shall consist of the consultant’s findings, and any written comments of individual Commission members. In the final report the Commission shall also:
(1) Specify a plan including a timetable to carry out each of the consultant’s recommendations, or, in the event that the Commission does not specify a plan to carry out 1 or more of the recommendations, give reasons for not specifying a plan;
(2) Collect and evaluate research findings with respect to training technology and effectiveness;
(3) Identify functional areas where new or expanded training activities and apprenticeship opportunities are needed, specifically for the purpose of providing new opportunities for any groups that are found to be discriminated against based upon the findings of the consultant’s study;
(4) Identify methods of improving the interagency coordination of training programs and resources and recruitment to encourage upward mobility in gender and race-dominated career areas;
(5) Advise the Council and the Mayor on means of strengthening programs for training generally in the District;
(6) Analyze and evaluate the skill level, criteria, and proficiency requirements for determining an employee’s eligibility for training and career advancement as a result of successful completion of training; and
(7) Submit to the Council estimates of any funds necessary within each bargaining unit or pay plan for the elimination of any discriminatory wage differentials that may be found to exist for position classifications on the list established pursuant to § 32-604(a)(4) .
D.C. Code § 32-516 — DC Code / Title 32 / Chapter 5 / § 32-516
§ 32-516. Applicability.
Status: in_force

(a) The rights and responsibilities established by this chapter shall apply:
  (1) During the 3-year period beginning 180 days from October 3, 1990, to any employer who employs 50 or more persons in the District; and
  (2) After the 3-year period beginning 180 days from October 3, 1990, to any employer who employs 20 or more persons in the District.
D.C. Code § 32-1331.02 — DC Code / Title 32 / Chapter 13 / § 32-1331.02
§ 32-1331.02. Application.
Status: in_force

This subchapter shall apply only to the construction services industry.
D.C. Code § 32-609 — DC Code / Title 32 / Chapter 6 / § 32-609
§ 32-609. Funding.
Status: in_force

There is authorized out of the revenues available to the District sums necessary to carry out the purposes of this chapter. The authorized amount shall not exceed $200,000.
D.C. Code § 32-416 — DC Code / Title 32 / Chapter 4 / § 32-416
§ 32-416. Exemptions.
Status: in_force

The requirements of this chapter shall not apply to:
(1) Any employer who directly hires and compensates employees for the exclusive purpose of furnishing part-time or temporary help to others and does not in any way offer or attempt to place the employees in permanent jobs with any other employer;
(2) Any person conducting a business which, for a fee, prepares resumes for individuals but does not provide, offer, or imply the offer of any other service related to employment;
(3) Bona fide educational, religious, charitable, fraternal, and benevolent organizations in which no fee, commission, or other charge is made for services rendered other than ordinary membership dues or tuition fees;
(4) Bona fide labor organizations securing or attempting to secure employment for their members;
(5) Bona fide employees’ organizations securing or attempting to secure employment for their members;
(6) Professional counselors whose advice and counsel to individuals concerning employment is incidental to the primary counseling services provided; or
(7) Any agency or instrumentality of the United States government or the District government.
D.C. Code § 32-1653 — DC Code / Title 32 / Chapter 16 / § 32-1653
§ 32-1653. Funding of students.
Status: in_force

Pursuant to § 51-109.01 , a student enrolled in an Educational Stepladder program approved course and who maintains a satisfactory level of attendance and achievement in the program and who is:
(1) Receiving unemployment insurance compensation shall be eligible for an extension of benefits for the duration of the program, up to a maximum amount of 52 times his or her weekly benefit amount, or 100% of the wages for employment paid the individual by employers during his or her base period, whichever is the lesser; this total amount includes regular benefits and any federal extension that may be in effect; or
(2) Not receiving unemployment insurance compensation may be eligible for a weekly monetary benefit equal to the unemployment insurance compensation weekly benefit amount a person earning minimum wage would receive, to the extent that funds are available, for the duration of the program, up to a maximum of 52 times the calculated weekly benefit.
D.C. Code § 32-1542.01 — DC Code / Title 32 / Chapter 15 / § 32-1542.01
§ 32-1542.01. Establishment of Commission.
Status: in_force

(a) There is established the Workers’ Compensation Insurance Study Commission (“Commission”).
(b) The Commission shall:
  (1) Review the history of workers’ compensation insurance rate structures in the District of Columbia since the enactment of this chapter;
  (2) Review the procedure for setting new workers’ compensation insurance rates;
  (3) Study alternative structures and mechanisms for setting new workers’ compensation insurance rates;
  (4) Study the possibility of the District of Columbia selling workers’ compensation insurance to private employers; and
  (5) Report annually to the Mayor and the Council of the District of Columbia on the Commission’s findings.
(c) To the extent feasible, the Mayor shall provide staff support to the Commission from the Department of Employment Services.
(d) (1) The Commission shall consist of:
    (A) Two ex officio members who shall be the Directors of the Department of Consumer and Regulatory Affairs and the Department of Employment Services;
    (B) Not more than 6 persons from the general public to serve as members who shall be appointed by the Mayor with the advice and consent of the Council within 45 days of enactment of the District of Columbia Workers’ Compensation Equity Amendment Act of 1990; and
    (C) The Mayor shall appoint, with the advice and consent of the Council, 1 person from the general public to serve as chairperson of the Commission within 45 days of the enactment of the District of Columbia Workers’ Compensation Equity Amendment Act of 1990.
  (2) Each member of the Commission shall serve a 3-year term.
  (3) The Commission shall appoint other officers and establish rules and procedures as the Commission shall determine.
  (4) Any vacancy on the Commission shall be filled in the same manner as the original appointment.
(e) The members of the Commission from the general public shall include representatives from labor, business, the medical community, the insurance industry, and consumer advocates. All members of the Commission shall serve without compensation, but may be reimbursed for reasonable actual expenses incurred in the performance of official duties, pursuant to rules issued by the Mayor in accordance with § 1-611.08 .
(f) The Commission shall continue in existence for 3 years at which time the Commission shall terminate unless the Council determines that the Commission shall continue in existence or be reestablished.
D.C. Code § 32-1009.01 — DC Code / Title 32 / Chapter 10 / § 32-1009.01
§ 32-1009.01. Notice requirements for tipped wages.
Status: repealed

Repealed.
D.C. Code § 32-1306 — DC Code / Title 32 / Chapter 13 / § 32-1306
§ 32-1306. Enforcement, records and subpoenas.
Status: in_force

(a) (1) The Mayor shall enforce and administer the provisions of this chapter, the Living Wage Act, the Sick and Safe Leave Act, and the Minimum Wage Revision Act, including by conducting sua sponte and complaint-initiated investigations into whether violations have occurred, holding hearings, and instituting actions for penalties. Any and all prosecutions of violations of this chapter, the Living Wage Act, the Minimum Wage Revision Act, or the Sick and Safe Leave Act undertaken in court shall be conducted in the name of the District of Columbia by the Office of the Attorney General.
  (2) (A) The Attorney General, acting in the public interest, including the need to deter future violations, may bring a civil action in a court of competent jurisdiction against an employer or other person violating this chapter , the Minimum Wage Revision Act , the Sick and Safe Leave Act , or the Living Wage Act for restitution or for injunctive, compensatory, or other authorized relief for any individual or for the public at large. Upon prevailing in court, the Attorney General shall be entitled to:
      (i) Reasonable attorneys' fees and costs;
      (ii) Statutory penalties equal to any administrative penalties provided by law; and
      (iii) On behalf of an aggrieved employee:
        (I) The payment of back wages unlawfully withheld;
        (II) Additional liquidated damages equal to treble the back wages unlawfully withheld; and
        (III) Equitable relief as may be appropriate.
    (B) The Attorney General shall not in any action brought pursuant to this section be awarded an amount already recovered by an employee.
(a-1) The Mayor shall encourage reporting pursuant to this section by keeping confidential, to the maximum extent permitted by applicable laws, the name and other identifying information of the employee or other person reporting a violation during the course of any investigation; provided, that with the authorization of such person, the Mayor may disclose the employee or person’s name and identifying information as necessary to conduct a hearing and enforce this chapter or other employee protection laws, including the Living Wage Act, the Minimum Wage Revision Act, or the Sick and Safe Leave Act.
(b) (1) The Mayor shall have power to administer oaths and examine witnesses under oath, issue subpoenas, compel the attendance of witnesses, and the production of papers, books, accounts, records, payrolls, documents, and testimony and to take depositions and affidavits in any proceedings before him.
  (2) The Attorney General shall have the power to investigate whether there are violations of this chapter , the Living Wage Act , the Sick and Safe Leave Act , or the Minimum Wage Revision Act , and administer oaths and examine witnesses under oath, issue subpoenas, compel the attendance of witnesses, and the production of papers, books, accounts, records, payrolls, documents, and testimony and to take depositions and affidavits in connection with any such investigation.
(c) A person to whom a subpoena authorized by this section has been issued shall have the opportunity to move to quash or modify the subpoena in the Superior Court of the District of Columbia. In case of failure of a person to comply with any subpoena lawfully issued under this section, or on the refusal of a witness to testify to any matter regarding which he or she may be lawfully interrogated, it shall be the duty of the Superior Court of the District of Columbia, or any judge thereof, upon application by the Mayor or the Attorney General, to compel obedience by attachment proceedings for contempt, as in the case of disobedience of the requirements of a subpoena issued from the Court or a refusal to testify therein.
(d) (1) Every employer subject to any provision of this chapter or of any regulation or order issued pursuant to this chapter 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 an employee under 19 years of age;
    (C) The rate of pay and the amount paid each pay period to each employee;
    (D) The precise time 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 may prescribe by regulation as necessary or appropriate for the enforcement of the provisions of this chapter .
  (2) (A) Pursuant to the investigative authority conferred upon the Mayor and the Attorney General in subsections (a) and (b)(2) of this section, respectively, and notwithstanding any other provision of law, any records an employer maintains pursuant to the requirements of this chapter , the Living Wage Act , the Sick and Safe Leave Act , and the Minimum Wage Revision Act 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.
(e) Every employer shall furnish to each employee at the time of payment of wages an itemized statement showing the:
  (1) Date of the wage payment;
  (2) Gross wages paid;
  (3) Deductions from and additions to wages;
  (4) Net wages paid;
  (5) Hours worked during the pay period; and
  (6) Any other information as the Mayor may prescribe by regulation.
D.C. Code § 32-131.10b — DC Code / Title 32 / Chapter 1A / § 32-131.10b
§ 32-131.10b. Employer Records.
Status: in_force

Recodified as § 32-531.10b
D.C. Code § 32-1308 — DC Code / Title 32 / Chapter 13 / § 32-1308
§ 32-1308. Civil actions.
Status: in_force

(a) (1) (A) Subject to subparagraph (B) of this paragraph, a person aggrieved by a violation of this chapter , the Minimum Wage Revision Act , the Sick and Safe Leave Act , or the Living Wage Act may bring a civil action in a court of competent jurisdiction against the employer or other person violating this chapter , the Minimum Wage Revision Act , the Sick and Safe Leave Act , or the Living Wage Act and, upon prevailing, shall be awarded reasonable attorneys' fees and costs and entitled to relief including:
      (i) The payment of any back wages unlawfully withheld;
      (ii) Liquidated damages equal to treble the amount of unpaid wages;
      (iii) Statutory penalties; and
      (iv) Such legal or equitable relief as may be appropriate, including reinstatement of employment, and other injunctive relief.
    (B) No person in any action brought pursuant to this section shall be awarded any amount already recovered by an employee.
    (C) Actions may be maintained by one or more employees, who may designate an agent or representative to maintain the action for themselves, or on behalf of all employees similarly situated as follows:
      (i) Individually by an aggrieved person;
      (ii) Jointly by one or more aggrieved persons;
      (iii) Consistent with the collective action procedures of the Fair Labor Standards Act, 29 U.S.C. § 216(b);
      (iv) As a class action;
      (v) Initially as a collective action pursuant to the procedures of the Fair Labor Standards Act, 29 U.S.C. § 216(b), and subsequently as a class action;
      (vi) By a labor organization or association of employees whose member is aggrieved by a violation of this chapter , the Minimum Wage Revision Act , the Sick and Safe Leave Act , or the Living Wage Act ; or
      (vii) By the Attorney General for the District of Columbia, pursuant to § 32-1306 .
  (2) For the purposes of this subsection, 2 or more employees are similarly situated if they:
    (A) Are or were employed by the same employer or employers, whether concurrently or otherwise, at some point during the applicable statute of limitations period;
    (B) Allege one or more violations that raise similar questions as to liability; and
    (C) Seek similar forms of relief.
  (3) Employees shall not be considered dissimilar under this subsection solely because their:
    (A) Claims seek damages that differ in amount; or
    (B) Job titles or other means of classifying employees differ in ways that are unrelated to their claims.
(b) (1) The court, in any action brought under this section shall, in addition to any judgment awarded to the prevailing plaintiff or plaintiffs, 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 judgment in favor of any employee under this section, and in any proceeding to enforce such a judgment, 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 court 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 court 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. Any court reviewing such a reduction shall review it de novo .
  (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 judgment or 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.
(c) (1) Any action commenced in a court of competent jurisdiction on or after February 26, 2015, to enforce any cause of action for unpaid wages or liquidated damages under this chapter, the Minimum Wage Revision Act, the Sick and Safe Leave Act, or the Living Wage Act, or any regulation issued pursuant to this chapter, the Minimum Wage Revision Act, the Sick and Safe Leave Act, or the Living Wage Act, must be commenced within 3 years after the cause of action accrued, or of the last occurrence if the violation is continuous, or the cause of action shall be forever barred.
  (2) This period is tolled:
    (A) From the date the employee files an administrative complaint with the Mayor until the Mayor notifies the employee in writing that the administrative complaint has been resolved or until the administrative complaint is withdrawn by the employee, whichever is sooner; or
    (B) During any period that the employer fails to provide the complainant with actual or constructive notice of the employee’s rights.
D.C. Code § 32-771 — DC Code / Title 32 / Chapter 7C / § 32-771
§ 32-771. Department of Employment Services quarterly reports on job training and adult education programs.
Status: in_force

(a) Beginning on February 15, 2013, the Department of Employment Services (“Department”) shall transmit to the Council on a quarterly basis, and make available on the Department’s website, a report on the outcomes associated with all local funding administered by the Department for job training or adult education purposes. The report shall include the following outcome measures for job training or adult education participants delineated by job training program and vendor:
  (1) The amount of funding that the program or vendor, or that both the program and the vendor, received;
  (2) The number of individuals enrolled in job training or adult education;
  (3) The classification of instructional program codes for which they were trained;
  (4) The number and percentage of those participants who were referred to the job training program or vendor who completed the job training or adult education program;
  (5) The number and percentage of those participants who completed the job training or adult education program who earned a General Educational Diploma, high school diploma, or a noncredit or credit-bearing certificate or degree offered by licensed post-secondary education and training programs or vendors;
  (6) Among participants who were unemployed at the start of the program, the number and percentage of participants who completed the job training or adult education program who found employment within 6 months of graduation;
  (7) Among participants who found employment within 6 months of graduation, the average wage earned; and
  (8) Among participants who found employment within 6 months of graduation, the number and percentage of participants who retained employment 6 months after their initial start date.
(b) The report shall also include the following outcome measures for subsidized employment programs, including the Transitional Employment Program (“TEP”), established pursuant to section § 32-1331 :
  (1) The number of individuals participating, by month;
  (2) The number of private-sector employers that hosted a participant;
  (3) The number and percentage of participating residents who receive wages from their employer in addition to their subsidized wage and the average amount of the additional wages;
  (4) The average length of placement in the subsidized jobs;
  (5) The number and percentage of participants who have been hired into unsubsidized jobs upon completion of the subsidized component of TEP or within 6 months of participating in the program, and the average wages of those hired; and
  (6) Among program participants who found unsubsidized employment, the number and percentage of participants who retained unsubsidized employment for at least 6 months after their initial unsubsidized start date.
(c) The report shall also include the following outcome measures for training employment programs, including the On-the-Job Training program, established pursuant to § 32-241(a)(4) , the:
  (1) Number of individuals participating, by month;
  (2) Number of private sector employers that hosted a participant;
  (3) Average and median wages paid to participants whose employers are then reimbursed by the Department;
  (4) Average amount and percentage paid of wage reimbursement per participant;
  (5) Average duration of time participants spend in the training component of a program; and
  (6) Number and percentage of participants who retain employment for an additional 6 months beyond the completion of the training at the same wages and benefits as those in comparable positions who are not associated with a program.
D.C. Code § 32-1408 — DC Code / Title 32 / Chapter 14 / § 32-1408
§ 32-1408. Apprenticeship agreements — contents.
Status: in_force

(a) Every apprenticeship agreement entered into pursuant to this subchapter shall contain:
  (1) The names and signatures of the contracting parties, including the apprentice’s parent or guardian, if the apprentice is a minor, and the contact information of the program sponsor and the Registration Agency:
    (2) The date of birth of the apprentice and the apprentice’s social security number, given on a voluntary basis;
    (3) A statement of the craft or occupation that the apprentice is to be taught and the time period at which the apprenticeship will begin and end;
    (4) A statement showing:
      (A) The number of hours to be spent by the apprentice in on-the-job learning in a time-based program;
      (B) (i) A description of the skill sets to be attained by completion of a competency-based program, including the on-the-job learning component; or
        (ii) The minimum number of hours to be spent by the apprentice and a description of the skill sets to be attained by completion of a hybrid program; and
      (C) Provisions for related and supplemental instruction;
    (5) A statement setting forth a schedule of the processes in the occupation or industry division in which the apprentice is to be trained and the approximate time to be spent in each process;
    (6) A statement of the graduated scale of wages to be paid the apprentice and whether the required school time shall be compensated;
    (7) A statement providing for a period of probation without adverse impact on the sponsor during which time the apprenticeship agreement shall be terminated by the Associate Director of Apprenticeship at the request, in writing, of the apprentice or suspended or cancelled by the sponsor for good cause with due notice to the apprentice and a reasonable opportunity for corrective action with due notice to the Associate Director of Apprenticeship, and providing that after a probationary period, the apprenticeship may be cancelled by the Associate Director of Apprenticeship by mutual agreement of all parties or canceled by the Associate Director of Apprenticeship for good and sufficient reasons;
    (8) Contact information (name, address, phone, and e-mail, if appropriate) of the person in the Registration Agency designated under the program to receive, process, and make disposition of a controversy of difference arising out of the apprenticeship agreement when the controversy or difference cannot be adjusted locally or resolved in accordance with the established procedure or applicable collective bargaining provisions;
    (9) A provision that a sponsor who is unable to fulfill the obligations under the apprenticeship agreement may, with the approval of the Associate Director of Apprenticeship or under the direction of the joint trade apprenticeship committee or non-joint apprenticeship committee or individual sponsor, transfer the apprenticeship agreement to another sponsor; provided, that:
      (A) The apprentice consents and that the other sponsor agrees to assume the obligations of the apprenticeship agreement;
      (B) The transferring apprentice is provided a transcript of related instruction and on-the-job learning by the program sponsor;
      (C) The transfer is to the same occupation; and
      (D) A new apprenticeship agreement is executed when the transfer between program sponsors occurs; and
    (10) Such additional terms and conditions as may be prescribed or approved by the Registration Agency with the advice and guidance of the Apprenticeship Council, if not inconsistent with the provisions of this subchapter.
(b) Notwithstanding subsection (a) of this section, the terms of an apprenticeship agreement executed pursuant to the District of Columbia Government Apprenticeship Initiative, established by subchapter X-C of Chapter 6 of Title 1 , may not conflict with laws, rules, or regulations governing the terms or conditions of employment of an employee of the host agency, as that term is defined in § 1-610.81(8) .