reglab/housing_qa huggingface dataset:
DC Code § 32-1231.02 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 12A - Reasonable Accommodations for Pregnant and Nursing Workers|§ 32-1231.02. Provision of reasonable accommodation

(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.  (Mar. 3, 2015, D.C. Law 20-168, § 3, 61 DCR 11368.)
DC Code § 32-1231.03 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 12A - Reasonable Accommodations for Pregnant and Nursing Workers|§ 32-1231.03. Prohibitions

An employer shall not: (1) Refuse to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding for an employee, unless the employer can demonstrate that the accommodation would impose an undue hardship; (2) Take an adverse action against an employee who requests or uses a reasonable accommodation in regard to the employee's conditions or privileges of employment, including failing to reinstate the employee when the need for reasonable accommodations ceases to the employee's original job or to an equivalent position with equivalent: (A) Pay; (B) Accumulated seniority and retirement: (C) Benefits; and (D) Other applicable service credits; (3) Deny employment opportunities to an employee, or a job applicant, if the denial is based on the need of the employer to make reasonable accommodations to the known limitations related to pregnancy, childbirth, related medical conditions, or breastfeeding; (4) Require an employee affected by pregnancy, childbirth, related medical conditions, or breastfeeding to accept an accommodation that the employee chooses not to accept if the employee does not have a known limitation related to pregnancy, childbirth, related medical conditions, or breastfeeding or the accommodation is not necessary for the employee to perform her duties; (5) Require an employee to take leave if a reasonable accommodation can be provided; or (6) Take an adverse action against an employee who has been absent from work as a result of a pregnancy-related condition, including a pre-birth complication.  (Mar. 3, 2015, D.C. Law 20-168, § 4, 61 DCR 11368; Oct. 8, 2016, D.C. Law 21-160, § 2082(b), 63 DCR 10775.)  Emergency Legislation For temporary (90 days) amendment of this section, see § 2(b) of the Protecting Pregnant Workers Fairness Emergency Amendment Act of 2016 (D.C. Act 21-314, Feb. 18, 2016, 63 DCR 2199). Temporary Legislation For temporary (225 days) amendment of section, see § 2(b) of the Protecting Pregnant Workers Fairness Temporary Amendment Act of 2016 D.C. Law 21-103, April 20, 2016, 63 DCR 3654, 20 DCSTAT 3147).
DC Code § 32-1231.04 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 12A - Reasonable Accommodations for Pregnant and Nursing Workers|§ 32-1231.04. Notice of rights to employees

(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.  (Mar. 3, 2015, D.C. Law 20-168, § 5, 61 DCR 11368.)
DC Code § 32-1231.05 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 12A - Reasonable Accommodations for Pregnant and Nursing Workers|§ 32-1231.05. Office of Human Rights; education efforts

OHR shall develop courses of instruction and conduct ongoing public education efforts as necessary to inform employers, employees, employment agencies, and job applicants about their rights and responsibilities under this chapter.  (Mar. 3, 2015, D.C. Law 20-168, § 6, 61 DCR 11368; Dec. 13, 2017, D.C. Law 22-33, § 2282(b), 64 DCR 7652.)  Emergency Legislation  For temporary (90 days) amendment of this section, see § 2282(b) of Fiscal Year 2018 Budget Support Congressional Review Emergency Act of 2017 (D.C. Act 22-167, Oct. 24, 2017, 64 DCR 10802).   For temporary (90 days) amendment of this section, see § 2282(b) of Fiscal Year 2018 Budget Support Emergency Act of 2017 (D.C. Act 22-104, July 20, 2017, 64 DCR 7032).
DC Code § 32-1231.06 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 12A - Reasonable Accommodations for Pregnant and Nursing Workers|§ 32-1231.06. Employee right of action

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.  (Mar. 3, 2015, D.C. Law 20-168, § 7, 61 DCR 11368; Dec. 13, 2017, D.C. Law 22-33, § 2282(c), 64 DCR 7652.)  Emergency Legislation  For temporary (90 days) amendment of this section, see § 2282(c) of Fiscal Year 2018 Budget Support Congressional Review Emergency Act of 2017 (D.C. Act 22-167, Oct. 24, 2017, 64 DCR 10802).   For temporary (90 days) amendment of this section, see § 2282(c) of Fiscal Year 2018 Budget Support Emergency Act of 2017 (D.C. Act 22-104, July 20, 2017, 64 DCR 7032).
DC Code § 32-1231.08 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 12A - Reasonable Accommodations for Pregnant and Nursing Workers|§ 32-1231.08. Judicial review

(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.  (Mar. 3, 2015, D.C. Law 20-168, § 9, 61 DCR 11368; Dec. 13, 2017, D.C. Law 22-33, § 2282(e), 64 DCR 7652; July 3, 2018, D.C. Law 22-124, § 105(b), 65 DCR 5091.)  Applicability Section 301 of D.C. Law 22-124 provided that the changes made to this section by D.C. Law 22-124 shall apply as of October 1, 2017.  Emergency Legislation  For temporary (90 days) amendment of this section, see § 103(b) of Fiscal Year 2018 Budget Support Clarification Congressional Review Emergency Amendment Act of 2017 (D.C. Act 22-213, Dec. 20, 2017, 64 DCR 13422).   For temporary (90 days) amendment of this section, see § 2282(e) of Fiscal Year 2018 Budget Support Congressional Review Emergency Act of 2017 (D.C. Act 22-167, Oct. 24, 2017, 64 DCR 10802).   For temporary (90 days) amendment of this section, see § 101(2) of Fiscal Year 2018 Budget Support Clarification Emergency Amendment Act of 2017 (D.C. Act 22-163, Oct. 23, 2017, 64 DCR 10778).   For temporary (90 days) amendment of this section, see § 2282(e) of Fiscal Year 2018 Budget Support Emergency Act of 2017 (D.C. Act 22-104, July 20, 2017, 64 DCR 7032).  Temporary Legislation  For temporary (225 days) amendment of this section, see § 103(b) of Fiscal Year 2018 Budget Support Clarification Temporary Amendment Act of 2017 (D.C. Law 22-44, Jan. 25, 2018, 64 DCR 12387).
DC Code § 32-1231.09 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 12A - Reasonable Accommodations for Pregnant and Nursing Workers|§ 32-1231.09. Enforcement by civil action

(a) A civil action may be maintained against any employer in a court of competent jurisdiction by one or more employees. (b) An employer who violates the provisions of this chapter shall be liable to the affected employee or employees for the remedies set forth in § 32-1231.07(c).  (Mar. 3, 2015, D.C. Law 20-168, § 10, 61 DCR 11368.)
DC Code § 32-1231.10 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 12A - Reasonable Accommodations for Pregnant and Nursing Workers|§ 32-1231.10. Interest and collection on amounts due

(a) In any administrative or civil action brought under this chapter, the Mayor or court shall award interest on all amounts due and unpaid at the rate of interest specified in § 28-3302(b) or (c). (b) The award of any money awarded to an employee under this chapter shall be enforceable by the employee to whom the debt is owed or may be collected by the District on behalf of the employee.  (Mar. 3, 2015, D.C. Law 20-168, § 11, 61 DCR 11368.)
DC Code § 32-1231.11 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 12A - Reasonable Accommodations for Pregnant and Nursing Workers|§ 32-1231.11. Penalties

(a) An employer who willfully violates § 32-1231.03 shall be subject to a civil penalty of $ 1,000 for the 1st offense, $ 1,500 for the 2nd offense, and $ 2,000 for the 3rd and each subsequent offense. (b) An employer who fails to post the notice of rights as required by § 32-1231.04(a) shall be assessed a civil penalty not to exceed $ 50 for each day that the employer fails to post the notice; provided, that the total penalty shall not exceed $ 250, unless the ongoing violation is willful.  (Mar. 3, 2015, D.C. Law 20-168, § 12, 61 DCR 11368.)
DC Code § 32-1231.12 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 12A - Reasonable Accommodations for Pregnant and Nursing Workers|§ 32-1231.12. Pregnant Workers Protection Fund

(a) There is established as a special fund the Pregnant Workers Protection Fund (“Fund”), which shall be administered by an agency designated by the Mayor in accordance with subsection (c) of this subsection. (b) The Fund shall consist of the revenue from the following sources recovered under this chapter: (1) Civil fines; and (2) Administrative penalties. (c) The Fund shall be used to enforce this chapter. (d)(1) The money deposited into the Fund, and interest earned, shall not revert to the unrestricted fund balance of the General Fund of the District of Columbia at the end of a fiscal year, or at any other time. (2) Subject to authorization in an approved budget and financial plan, any funds appropriated in the Fund shall be continually available without regard to fiscal year limitation.  (Mar. 3, 2015, D.C. Law 20-168, § 13, 61 DCR 11368; Dec. 13, 2017, D.C. Law 22-33, § 2282(f), 64 DCR 7652.)  Emergency Legislation  For temporary (90 days) amendment of this section, see § 2282(f) of Fiscal Year 2018 Budget Support Congressional Review Emergency Act of 2017 (D.C. Act 22-167, Oct. 24, 2017, 64 DCR 10802).   For temporary (90 days) amendment of this section, see § 2282(f) of Fiscal Year 2018 Budget Support Emergency Act of 2017 (D.C. Act 22-104, July 20, 2017, 64 DCR 7032).
DC Code § 32-1231.13 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 12A - Reasonable Accommodations for Pregnant and Nursing Workers|§ 32-1231.13. Rules

Within 60 days of March 3, 2015, the Mayor, pursuant to subchapter I of Chapter 5 of Title 2 [§ 2-501 et seq.], shall issue rules to implement the provisions of this chapter, including establishing procedures for a business to prove undue hardship.  (Mar. 3, 2015, D.C. Law 20-168, § 14, 61 DCR 11368.)
DC Code § 32-1231.14 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 12A - Reasonable Accommodations for Pregnant and Nursing Workers|§ 32-1231.14. Construction

This chapter shall not be construed to preempt, limit, diminish, or otherwise affect any other provision of law relating to sex discrimination or pregnancy or in any way to diminish the coverage for pregnancy, childbirth, or a related medical condition.  (Mar. 3, 2015, D.C. Law 20-168, § 15, 61 DCR 11368.)
DC Code § 32-1231.15 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 12A - Reasonable Accommodations for Pregnant and Nursing Workers|§ 32-1231.15. Applicability

This chapter shall apply as of October 1, 2015.  (Mar. 3, 2015, D.C. Law 20-168, § 16, 61 DCR 11368; Oct. 22, 2015, D.C. Law 21-36, § 7009, 62 DCR 10905.)  Effect of Amendments The 2015 amendment by D.C. Law 21-36 substituted “as of October 1, 2015” for “upon the inclusion of its fiscal effect in an approved budget and financial plan, as certified by the Chief Financial Officer to the Budget Director of the Council in a certification published by the Council in the District of Columbia Register.” Emergency Legislation For temporary (90 days) amendment of D.C. Law 20-168, § 16, see § 7009 of the Fiscal Year 2016 Budget Support Emergency Act of 2015 (D.C. Act 21-127, July 27, 2015, 62 DCR 10201).
DC Code § 32-1332 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13A - Transitional Employment and Pre-Apprenticeship Programs|§ 32-1332. Pre-apprenticeship program

(a) The Mayor, subject to the annual appropriation of funds, shall establish and administer a pre-apprenticeship program to assist District residents in meeting the requirements for registered apprenticeship programs. (b) This program may include academic remediation, classroom-related instruction, other educational training, and on-the-job training in occupational skills necessary for entry into existing or registered new apprenticeship programs. (c) The Mayor may enter into agreements with local unions and employers to provide pre-apprenticeship assistance. In selecting participants for pre-apprenticeship programs, the Mayor may give priority to residents of persistent problem areas.  (Oct. 20, 2005, D.C. Law 16-33, § 2103, 52 DCR 7503.)  Section References This section is referenced in § 1-328.05. Emergency Legislation For temporary (90 day) addition, see § 2103 of Fiscal Year 2006 Budget Support Emergency Act of 2005 (D.C. Act 16-168, July 26, 2005, 52 DCR 7667).
DC Code § 32-1361 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13C - Prohibition on Discrimination against the Unemployed|§ 32-1361. Definitions

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.  (May 31, 2012, D.C. Law 19-132, § 2, 59 DCR 2391.)
DC Code § 32-1362 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13C - Prohibition on Discrimination against the Unemployed|§ 32-1362. Discrimination based on status as unemployed unlawful

No employer or employment agency shall: (1) Fail or refuse to consider for employment, or fail or refuse to hire, an individual as an employee because of the individual’s status as unemployed; or (2) Publish, in print, on the Internet, or in any other medium, an advertisement or announcement for any vacancy in a job for employment that includes: (A) Any provision stating or indicating that an individual’s status as unemployed disqualifies the individual for the job; or (B) Any provision stating or indicating that an employment agency will not consider or hire an individual for employment based on that individual’s status as unemployed.  (May 31, 2012, D.C. Law 19-132, § 3, 59 DCR 2391.)
DC Code § 32-1363 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13C - Prohibition on Discrimination against the Unemployed|§ 32-1363. Retaliation unlawful

No employer or employment agency shall: (1) Interfere with, restrain, or deny the exercise of, or the attempted exercise of, any right provided under this chapter; or (2) Fail or refuse to hire, or discharge, any employee or potential employee because the employee or potential employee: (A) Opposed any practice made unlawful by this chapter; (B) Has filed any charge, or has instituted or caused to be instituted any proceeding, relating to any right provided under this chapter; (C) Has given, or is about to give, any information in connection with any inquiry or proceeding relating to any right provided under this chapter; or (D) Has testified, or is about to testify, in any inquiry or proceeding relating to any right provided under this chapter.  (May 31, 2012, D.C. Law 19-132, § 4, 59 DCR 2391.)
DC Code § 32-1364 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13C - Prohibition on Discrimination against the Unemployed|§ 32-1364. Exemptions

(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.  (May 31, 2012, D.C. Law 19-132, § 5, 59 DCR 2391.)
DC Code § 32-1365 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13C - Prohibition on Discrimination against the Unemployed|§ 32-1365. Oversight

(a) The District of Columbia Office of Human Rights (“Office”) shall receive, review, and investigate complaints regarding violations of this chapter and shall take appropriate enforcement action regarding the complaints. (b) The Office shall respond to a complaint arising pursuant to this chapter no later than one month after the complaint is filed. (c) The Office shall assess civil penalties in all cases where the Office determines that an employer or employment agency has committed a violation of this chapter.  (May 31, 2012, D.C. Law 19-132, § 6, 59 DCR 2391.)
DC Code § 32-1366 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13C - Prohibition on Discrimination against the Unemployed|§ 32-1366. Civil penalties

(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.  (May 31, 2012, D.C. Law 19-132, § 7, 59 DCR 2391.)
DC Code § 32-1367 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13C - Prohibition on Discrimination against the Unemployed|§ 32-1367. Rules

The Mayor, pursuant to subchapter I of Chapter 5 of Title 2 [§ 2-501 et seq.], shall issue rules to implement the provisions of this chapter. The proposed rules shall be submitted to the Council for a 30-day period of review, excluding Saturdays, Sundays, legal holidays, and days of Council recess. If the Council does not approve or disapprove the proposed rules, in whole or in part, by resolution within this 30-day review period, the proposed rules shall be deemed approved.  (May 31, 2012, D.C. Law 19-132, § 8, 59 DCR 2391.)
DC Code § 32-1368 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13C - Prohibition on Discrimination against the Unemployed|§ 32-1368. Applicability

This chapter shall apply as of October 1, 2015.  (May 31, 2012, D.C. Law 19-132, § 9, 59 DCR 2391; Oct. 22, 2015, D.C. Law 21-36, § 7007, 62 DCR 10905.)  Effect of Amendments The 2015 amendment by D.C. Law 21-36 substituted “as of October 1, 2015” for “upon the inclusion of its fiscal effect in an approved budget and financial plan.” Emergency Legislation For temporary (90 days) amendment of D.C. Law 19-132, § 9, see § 7007 of the Fiscal Year 2016 Budget Support Emergency Act of 2015 (D.C. Act 21-127, July 27, 2015, 62 DCR 10201).
DC Code § 32-1371 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 13D - Unemployment Profile. [Repealed]|§ 32-1371. Unemployment profile report. [Repealed]

Repealed.  (Dec. 15, 2015, D.C. Law 21-38, § 2, 62 DCR 13742; Oct. 30, 2018, D.C. Law 22-168, § 7205, 65 DCR 9388.)  Emergency Legislation  For temporary (90 days) repeal of this chapter, see § 7205 of Fiscal Year 2019 Budget Support Congressional Review Emergency Act of 2018 (D.C. Act 22-458, Oct. 3, 2018, 65 DCR 11212).   For temporary (90 days) repeal of this chapter, see § 7205 of Fiscal Year 2019 Budget Support Emergency Act of 2018 (D.C. Act 22-434, July 30, 2018, 65 DCR 8200).  Editor's Notes Applicability of D.C. Law 21-38: Section 3 of D.C. Law 21-38 provided (a) that the act shall apply upon the date of inclusions of its fiscal effect in an approved budget and financial plan; (b) that the Chief Financial Officer shall certify the date of the inclusion of the fiscal effect in an approved budget and financial plan, and provide notice to the Budget Director of the Council of the certification; and (c) that the Budget Director shall cause the notice of the certification to be published in the District of Columbia Register and that the date of publication of the notice of the certification shall not affect the applicability of the act.
DC Code § 32-1451 (2021)
2021 District of Columbia Code|Title 32 - Labor|Chapter 14A - Wage Transparency|§ 32-1451. Definitions

For the purposes of this chapter, the term: (1) Employee means an individual employed by an employer. (2) “Employer” means an individual, firm, association, or corporation who uses the services of another individual for pay in the District; provided, that the term employer does not include the District or the federal government. (3) Wages shall have the same meaning as provided in § 32-1301(3).  (Mar. 11, 2015, D.C. Law 20-219, § 2, 62 DCR 9.)