reglab/statecodes huggingface dataset:
2023 District of Columbia Code › Title 32 - Labor › Chapter 8A - Labor Peace Agreements for Hotel Development Projects › § 32–851. Findings and declarations

§ 32–851. Findings and declarations.
(a) In the course of managing real property that it owns or in otherwise carrying out its functions in the public interest, the District may participate in real property developments as a property owner, lessor, proprietor, lender, or guarantor, facing similar risks and liabilities as other business entities participating in such ventures. As a result, the District has an ongoing proprietary interest in these developments and a direct interest in their financial performance.
(b) The District must make prudent management decisions, similar to any private business entity, to ensure efficient management of its business concerns and to maximize benefits and minimize risks. One risk is the possibility of labor-management conflict.
(c) A major potential outcome of labor-management conflict is economic action by labor unions against employers. Experience of municipal and other investors demonstrates, for example, that organizing drives pursuant to the formal and adversarial union certification process often deteriorate into protracted and acrimonious labor-management conflict. Labor-management conflict can result in construction delays, work stoppages, picketing, strikes, consumer boycotts, and other forms of adverse economic pressure. Such conflict may adversely affect the District’s financial or other proprietary business interests by causing delay in the completion of a project, reducing the revenues or increasing the costs of the project, and by generating negative publicity.
(d) These risks are heightened in the hotel industry because this industry is so closely related to tourism, which is a linchpin of the District economy. Labor-management conflict in hotel projects in which the District is an economic participant can jeopardize the operation of related tourist and commercial facilities, as well as the District’s national reputation as a tourist and convention destination.
(e) One method of reducing the risk to the District’s proprietary interests is to require, as a condition of the District’s investment or other economic participation in a development project, that employers taking part in the development project seek agreements with labor organizations in which the labor organizations agree to forbear from adverse economic action against the employers’ operations.
(Apr. 2, 2003, D.C. Law 14-266, § 2, 50 DCR 412.)
2023 District of Columbia Code › Title 32 - Labor › Chapter 8A - Labor Peace Agreements for Hotel Development Projects › § 32–853. Contents of labor peace agreement

§ 32–853. Contents of labor peace agreement.
(a) The labor peace agreement shall be a written agreement between the employer and the labor organization that contains, at a minimum, a provision prohibiting the labor organization and its members from engaging in any picketing, work stoppage, boycott, or other economic interference with the employer’s operations in which the District has a proprietary interest, for the duration of the interest.
(b) The labor peace agreement shall be enforceable under section 301(a) of the Labor Management Relations Act of 1947, approved July 23, 1947 (61 Stat. 156; [29 U.S.C. § 185(a)]) or through any other relief provided by law, including administrative and judicial relief, after the best efforts of the parties at resolving a dispute have failed.
(c) The employer and labor organization may incorporate additional provisions in the labor peace agreement to protect the District’s proprietary interest.
(d) An employer that performs its obligations under a labor peace agreement will be relieved of further obligation to abide by the procedures in the agreement, if the labor organization engages in adverse economic action such as striking, picketing, or boycotting the employer.
(Apr. 2, 2003, D.C. Law 14-266, § 4, 50 DCR 412.)
2023 District of Columbia Code › Title 32 - Labor › Chapter 8A - Labor Peace Agreements for Hotel Development Projects › § 32–854. Exceptions

§ 32–854. Exceptions.
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.
(Apr. 2, 2003, D.C. Law 14-266, § 5, 50 DCR 412; Mar. 2, 2007, D.C. Law 16-191, § 135, 53 DCR 6794.)
Effect of Amendments
D.C. Law 16-191 validated previously made technical corrections in the designations of pars. (1) to (8).
2023 District of Columbia Code › Title 32 - Labor › Chapter 8A - Labor Peace Agreements for Hotel Development Projects › § 32–855. Limitations

§ 32–855. Limitations.
(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.).
(Apr. 2, 2003, D.C. Law 14-266, § 6, 50 DCR 412.)
2023 District of Columbia Code › Title 32 - Labor › Chapter 8A - Labor Peace Agreements for Hotel Development Projects › § 32–856. Requirement of District notice

§ 32–856. Requirement of District notice.
A request for proposals or invitation to bid or similar document regarding a District development project covered by this chapter shall include a summary description of and reference to the requirements of this chapter. Failure to include a description or reference to this chapter in the document shall not exempt an employer otherwise subject to the requirements of this chapter.
(Apr. 2, 2003, D.C. Law 14-266, § 7, 50 DCR 412.)
2023 District of Columbia Code › Title 32 - Labor › Chapter 9 - Lie Detectors › § 32–901. Definitions

§ 32–901. Definitions.
As used in this chapter, the term:
(1) “Employee” means any natural person who performs any labor for compensation, in whole or in part, in the District of Columbia; but does not include:
(A) Employees of any authority of the government of the United States other than the District of Columbia government;
(B) Employees of any foreign government; or
(C) Employees of any international organization defined in 22 U.S.C. § 288.
(2) “Employer” means anyone who employs any natural person and who does business in the District of Columbia, but does not include any agency or authority of the federal government.
(3) “Hiring procedure” means any procedure or action in the District of Columbia used to find, or to select for employment, any person seeking employment, whether the procedure is used by a prospective employer with all persons seeking employment, or is used only selectively with such persons.
(4) “Lie detector test” means any polygraph, lie detector, or other test which by any mechanical, electrical, chemical, or physiological means attempts to determine whether a person is telling the truth, or the truth to the best of the person’s knowledge.
(Mar. 6, 1979, D.C. Law 2-154, § 2, 25 DCR 6980.)
Prior Codifications
1981 Ed., § 36-801.
1973 Ed., § 36-901.
2023 District of Columbia Code › Title 32 - Labor › Chapter 9 - Lie Detectors › § 32–902. Use prohibited; exceptions

§ 32–902. Use prohibited; exceptions.
(a) No employer or prospective employer shall administer, accept or use the results of any lie detector test in connection with the employment, application or consideration of an individual, or have administered, inside the District of Columbia, any lie detector test to any employee, or, in or during any hiring procedure, to any person whose employment, as contemplated at the time of administration of the test, would take place in whole or in part in the District of Columbia.
(b) The provisions of this section shall not apply to any criminal or internal disciplinary investigation, or pre-employment investigation conducted by the Metropolitan Police, the Fire Department, and the Department of Corrections; provided that any information received from a lie detector test which renders an applicant ineligible for employment shall be verified through other information and no person may be denied employment based solely on the results of a pre-employment lie detector test.
(Mar. 6, 1979, D.C. Law 2-154, § 3, 25 DCR 6980; Sept. 22, 1994, D.C. Law 10-175, § 2, 41 DCR 5173; Mar. 16, 1995, D.C. Law 10-215, § 2, 41 DCR 8036.)
Prior Codifications
1981 Ed., § 36-802.
1973 Ed., § 36-902.
Section References
This section is referenced in § 32-903.
Temporary Legislation
For temporary (225 day) amendment of section, see § 2 of Lie Detector Tests for Pre-Employment Investigations Temporary Amendment Act of 1994 (D.C. Law 10-175, September 22, 1994, law notification 42 DCR 6705).
2023 District of Columbia Code › Title 32 - Labor › Chapter 9 - Lie Detectors › § 32–903. Invasion of privacy; contracts and arbitration decisions; criminal penalties and civil liability

§ 32–903. Invasion of privacy; contracts and arbitration decisions; criminal penalties and civil liability.
(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.
(Mar. 6, 1979, D.C. Law 2-154, § 4, 25 DCR 6980.)
Prior Codifications
1981 Ed., § 36-803.
1973 Ed., § 36-903.
2023 District of Columbia Code › Title 32 - Labor › Chapter 9A - Prohibition of Pre-Employment Marijuana Testing › § 32–931. Restriction on pre-employment marijuana testing

§ 32–931. Restriction on pre-employment marijuana testing.
(a) An employer may only test a prospective employee for marijuana use after a conditional offer of employment has been extended, unless otherwise required by law.
(b) Nothing in this chapter shall be construed to:
(1) Affect employee compliance with employer workplace drug policies;
(2) Require an employer to permit or accommodate the use, consumption, possession, transfer, display, transportation, sale, or growing of marijuana in the workplace or at any time during employment;
(3) Interfere with federal employment contracts; or
(4) Prevent the employer from denying a position based on a positive test for marijuana.
(c) For the purposes of this section, the term:
(1) “Employer” shall have the same meaning as provided in § 32-1101(6).
(2) “Prospective employee” means any individual applying for employment with an employer.
(July 22, 2015, D.C. Law 21-14, § 2, 62 DCR 6870.)
Emergency Legislation
For temporary (90 days) addition of this section, see § 2 of the Prohibition of Pre-Employment Marijuana Testing Emergency Amendment Act of 2014 (D.C. Act 20-525, Dec. 18, 2014, 61 DCR 13112, 20 STAT 4441).
For temporary (90 days) addition of this section, see § 2 of the Prohibition of Pre-Employment Marijuana Testing Congressional Review Emergency Act of 2015 (D.C. Act 21-31, Mar. 27, 2015, 62 DCR 4536).
Temporary Legislation
For temporary (225 days) addition of this section, see § 2 of the Prohibition of Pre-Employment Marijuana Testing Temporary Act of 2014   (D.C. Law 20-250, April 30, 2015, 62 DCR 1876).
2023 District of Columbia Code › Title 32 - Labor › Chapter 9A - Prohibition of Pre-Employment Marijuana Testing › § 32–932. Reporting

§ 32–932. Reporting.
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.
(July 22, 2015, D.C. Law 21-14, § 3, 62 DCR 6870.)
Emergency Legislation
For temporary (90 days) addition of this section, see § 3 of the Prohibition of Pre-Employment Marijuana Testing Emergency Amendment Act of 2014 (D.C. Act 20-525, Dec. 18, 2014, 61 DCR 13112, 20 STAT 4441).
For temporary (90 days) addition of this section, see § 3 of the Prohibition of Pre-Employment Marijuana Testing Congressional Review Emergency Act of 2015 (D.C. Act 21-31, Mar. 27, 2015, 62 DCR 4536).
Temporary Legislation
For temporary (225 days) addition of this section, see § 2 of the Prohibition of Pre-Employment Marijuana Testing Temporary Act of 2014   (D.C. Law 20-250, April 30, 2015, 62 DCR 1876).
2023 District of Columbia Code › Title 32 - Labor › Chapter 9B - Cannabis Employment Protections › § 32–951.02. Employment protections. [Not Funded]

§ 32–951.02. Employment protections. [Not Funded]
Not Funded.
(Oct. 22, 2022, D.C. Law 24-190, § 102, 69 DCR 008849.)
Applicability
Applicability of D.C. Law 24-190: § 401(a)(2) of D.C. Law 24-190 provided that the creation of this section by § 102 of D.C. Law 24-190 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented.
2023 District of Columbia Code › Title 32 - Labor › Chapter 9B - Cannabis Employment Protections › § 32–951.03. Rules of construction. [Not Funded]

§ 32–951.03. Rules of construction. [Not Funded]
Not Funded.
(Oct. 22, 2022, D.C. Law 24-190, § 103, 69 DCR 008849.)
Applicability
Applicability of D.C. Law 24-190: § 401(a)(2) of D.C. Law 24-190 provided that the creation of this section by § 103 of D.C. Law 24-190 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented.
2023 District of Columbia Code › Title 32 - Labor › Chapter 9B - Cannabis Employment Protections › § 32–951.04. Notice of rights under the law

§ 32–951.04. Notice of rights under the law.
(a) Not Funded.
(b) Not Funded.
(Oct. 22, 2022, D.C. Law 24-190, § 104, 69 DCR 008849.)
Applicability
Applicability of D.C. Law 24-190: § 401(a) of D.C. Law 24-190 provided that the creation of this section by § 104 of D.C. Law 24-190 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented.
2023 District of Columbia Code › Title 32 - Labor › Chapter 9B - Cannabis Employment Protections › § 32–951.05. Filing a complaint with the Office of Human Rights. [Not Funded]

§ 32–951.05. Filing a complaint with the Office of Human Rights. [Not Funded]
Not Funded.
(Oct. 22, 2022, D.C. Law 24-190, § 105, 69 DCR 008849.)
Applicability
Applicability of D.C. Law 24-190: § 401(a)(2) of D.C. Law 24-190 provided that the creation of this section by § 105 of D.C. Law 24-190 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented.
2023 District of Columbia Code › Title 32 - Labor › Chapter 9B - Cannabis Employment Protections › § 32–951.06. Private cause of action. [Not Funded]

§ 32–951.06. Private cause of action. [Not Funded]
Not Funded.
(Oct. 22, 2022, D.C. Law 24-190, § 106, 69 DCR 008849.)
Applicability
Applicability of D.C. Law 24-190: § 401(a)(2) of D.C. Law 24-190 provided that the creation of this section by § 106 of D.C. Law 24-190 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented.
2023 District of Columbia Code › Title 32 - Labor › Chapter 9B - Cannabis Employment Protections › § 32–951.07. Enforcement by the Attorney General. [Not Funded]

§ 32–951.07. Enforcement by the Attorney General. [Not Funded]
Not Funded.
(Oct. 22, 2022, D.C. Law 24-190, § 107, 69 DCR 008849.)
Applicability
Applicability of D.C. Law 24-190: § 401(a)(2) of D.C. Law 24-190 provided that the creation of this section by § 107 of D.C. Law 24-190 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented.
2023 District of Columbia Code › Title 32 - Labor › Chapter 9B - Cannabis Employment Protections › § 32–951.08. Rulemaking authority. [Not Funded]

§ 32–951.08. Rulemaking authority. [Not Funded]
Not Funded.
(Oct. 22, 2022, D.C. Law 24-190, § 108, 69 DCR 008849.)
Applicability
Applicability of D.C. Law 24-190: § 401(a)(1) of D.C. Law 24-190 provided that the creation of this section by § 108 of D.C. Law 24-190 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter I - General › § 32–1001. Findings and declaration of policy

§ 32–1001. Findings and declaration of policy.
(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.
(Mar. 25, 1993, D.C. Law 9-248, § 2, 40 DCR 761.)
Prior Codifications
1981 Ed., § 36-220.
Editor's Notes
Mayor authorized to issue rules: Section 17 of D.C. Law 9-248 provided that the Mayor shall issue rules necessary to carry out the provisions of the act pursuant to (subchapter I of Chapter 5 of Title 2, 2001 Ed.).
Delegation of Authority
Delegation of authority pursuant to D.C. Law 9-248, the “District of Columbia Minimum Wage Act Revision Act of 1992”, see Mayor’s Order 93-114, July 27, 1993.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter I - General › § 32–1004. Exceptions

§ 32–1004. Exceptions.
(a) The minimum wage and overtime provisions of § 32-1003 shall not apply with respect to:
(1) Any employee employed in a bona fide executive, administrative, or professional capacity, or in the capacity of outside salesman (as these terms are defined by the Secretary of Labor under 201 et seq. of the Fair Labor Standards Act); or
(2) Any employee engaged in the delivery of newspapers to the home of the consumer.
(b) The overtime provisions of § 32-1003(c) shall not apply with respect to:
(1) Any employee employed as a seaman;
(2) Any employee employed by a railroad;
(3) Any salesman, partsman, or mechanic primarily engaged in selling or servicing automobiles, trailers, or trucks, if employed by a nonmanufacturing establishment primarily engaged in the business of selling these vehicles to ultimate purchasers; or
(4) Repealed.
(5) Repealed.
(6) Any employee employed by a carrier by air who voluntarily exchanges workdays with another employee for the primary purpose of utilizing air travel benefits available to these employees.
(Mar. 25, 1993, D.C. Law 9-248, § 5, 40 DCR 761; May 31, 2012, D.C. Law 19-127, § 2, 59 DCR 2252; Apr. 7, 2017, D.C. Law 21-266, § 3(a), 64 DCR 2140.)
Prior Codifications
1981 Ed., § 36-220.3.
Section References
This section is referenced in § 32-1015.
Effect of Amendments
D.C. Law 19-127 repealed subsec. (b)(4), which formerly read:
“(4) Any employee employed primarily to wash automobiles by an employer whose annual dollar volume of sales is derived by more than 50% from washing automobiles, and for the employee’s employment in excess of 160 hours over a period of 4 consecutive workweeks, the employee receives compensation at a rate of 1 1/2 times or more the regular rate at which he is employed;”
Emergency Legislation
For temporary (90 days) amendment of this section, see § 3(a) of Wage Theft Prevention Clarification and Overtime Fairness Congressional Review Emergency Amendment Act of 2017 (D.C. Act 22-33, Mar. 28, 2017, 64 DCR 3089).
For temporary (90 days) amendment of this section, see § 3(a) of Wage Theft Prevention Clarification and Overtime Fairness Emergency Amendment Act of 2016 (D.C. Act 21-583, Dec. 21, 2016, 63 DCR 16031).
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter I - General › § 32–1006. Regulatory powers of Mayor

§ 32–1006. Regulatory powers of Mayor.
(a) The Mayor shall make and revise regulations, including definitions of terms, as deemed appropriate to carry out the purposes of this subchapter or necessary to prevent its circumvention or evasion and to safeguard the minimum wage rates and the overtime provisions established by this subchapter.
(b) The Mayor shall make regulations in order to:
(1) Provide reasonable allowances for board, lodging, or services customarily furnished by employers to employees; and
(2) Provide allowances for other special conditions or circumstance that may be usual in a particular employer-employee relationship.
(c) The Mayor may make regulations in order to:
(1) Define and govern the employment of workers under 18 years of age and provide minimum wages for these workers at a rate lower than that specified in § 32-1003;
(2) Govern piece rates, bonuses, and commissions in relation to time rates;
(3) Govern part-time rates;
(4) Govern minimum daily wages;
(5) Relate to wage provisions governing split shifts and excessive spread of hours; and
(6) Govern uniforms, tools, travel, and other items of expense incurred by employees as a condition of employment.
(d) The Council of the District of Columbia shall review and make recommendations, as needed, to the Mayor or the Mayor’s authorized representative, to ensure that the minimum wage set by the federal government, plus $1, is fair and adequate for employees in the District of Columbia.
(Mar. 25, 1993, D.C. Law 9-248, § 7, 40 DCR 761.)
Prior Codifications
1981 Ed., § 36-220.5.
Section References
This section is referenced in § 32-1002 and § 32-1010.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter I - General › § 32–1007. Investigatory powers of Mayor

§ 32–1007. Investigatory powers of Mayor.
(a) The Mayor and the Attorney General shall each have the power to administer oaths and require by subpoena the attendance and testimony of witnesses, the production of all books, registers, and other evidence relative to any matters under investigation, at any public hearing, or at any meeting of any committee or for the use of the Mayor or the Attorney General in securing compliance with this chapter.
(b) In case of disobedience to a subpoena, the Mayor or the Attorney General may invoke the aid of the Superior Court of the District of Columbia to require the attendance and testimony of witnesses and the production of documentary evidence.
(c) In case of contumacy or refusal to obey a subpoena, the Court may issue an order to require an appearance before the Mayor or the Attorney General, the production of documentary evidence, and the giving of evidence.
(d) A person or an entity to whom a subpoena has been issued may move to quash or modify the subpoena.
(e) Any failure to obey the order of the Court may be punished by the Court as contempt.
(Mar. 25, 1993, D.C. Law 9-248, § 8, 40 DCR 761; Apr. 7, 2017, D.C. Law 21-266, § 3(b), 64 DCR 2140.)
Prior Codifications
1981 Ed., § 36-220.6.
Emergency Legislation
For temporary (90 days) amendment of this section, see § 3(b) of Wage Theft Prevention Clarification and Overtime Fairness Congressional Review Emergency Amendment Act of 2017 (D.C. Act 22-33, Mar. 28, 2017, 64 DCR 3089).
For temporary (90 days) amendment of this section, see § 3(b) of Wage Theft Prevention Clarification and Overtime Fairness Emergency Amendment Act of 2016 (D.C. Act 21-583, Dec. 21, 2016, 63 DCR 16031).
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter I - General › § 32–1007.01. Reporting

§ 32–1007.01. Reporting.
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.
(Mar. 25, 1993, D.C. Law 9-248, § 8a; as added Aug. 19, 2016, D.C. Law 21-144, § 2(d), 63 DCR 9275.)
Emergency Legislation
For temporary (90 days) creation of this section, see § 2(d) of the Fair Shot Minimum Wage Emergency Amendment Act of 2016 (D.C. Act 21-428, June 28, 2016, 63 DCR 9275).
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter I - General › § 32–1011.01. Remedies

§ 32–1011.01. Remedies.
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.
(Mar. 25, 1993, D.C. Law 9-248, § 12a; as added Feb. 26, 2015, D.C. Law 20-157, § 3(h), 61 DCR 10157; Apr. 7, 2017, D.C. Law 21-266, § 3(f), 64 DCR 2140.)
Emergency Legislation
For temporary (90 days) amendment of this section, see § 3(f) of Wage Theft Prevention Clarification and Overtime Fairness Congressional Review Emergency Amendment Act of 2017 (D.C. Act 22-33, Mar. 28, 2017, 64 DCR 3089).
For temporary (90 days) amendment of this section, see § 3(f) of Wage Theft Prevention Clarification and Overtime Fairness Emergency Amendment Act of 2016 (D.C. Act 21-583, Dec. 21, 2016, 63 DCR 16031).
For temporary (90 days) repeal of D.C. Law 20-157, § 7, see § 2(c) of the Wage Theft Prevention Correction and Clarification Emergency Amendment Act of 2014 (D.C. Act 20-544, Dec. 29, 2014, 62 DCR 243, 20 STAT 4458).
For temporary (90 days) repeal of D.C. Law 20-157, § 7, see § 4 of the Wage Theft Prevention Correction and Clarification Emergency Amendment Act of 2015 (D.C. Act 21-188, Oct. 27, 2015, 62 DCR 14224).
For temporary (90 days) repeal of D.C. Law 20-157, § 7, see § 4 of the Wage Theft Prevention Correction and Clarification Congressional Review Emergency Amendment Act of 2016 (D.C. Act 21-293, Jan. 27, 2016, 63 DCR 1215).
Temporary Legislation
For temporary (225 days) repeal of D.C. Law 20-157, § 7, see § 4 of the Wage Theft Prevention Correction and Clarification Temporary Amendment Act of 2014 (D.C. Law 20-240, March 13, 2015, 62 DCR 1332).
For temporary (225 days) repeal of D.C. Law 20-157, § 7, see § 4 of the Wage Theft Prevention Correction and Clarification Temporary Amendment Act of 2015 (D.C. Law 21-57, Jan. 30, 2016, 62 DCR 15602).
Editor's Notes
Applicability of D.C. Law 20-157: Section 7 of D.C. Law 20-157 provided that the act shall apply as of October 1, 2014, and that the act shall apply to violations occurring after October 1, 2014.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter I - General › § 32–1012.01. Administrative actions

§ 32–1012.01. Administrative actions.
Administrative complaints filed for violations of this chapter shall be considered under the same procedures and with all the same legal and equitable remedies available for violations of Chapter 13 of this title [§ 32-1301 et seq.].
(Mar. 25, 1993, D.C. Law 9-248, § 13a; as added Feb. 26, 2015, D.C. Law 20-157, § 3(j), 61 DCR 10157; Apr. 7, 2017, D.C. Law 21-266, § 3(h), 64 DCR 2140.)
Emergency Legislation
For temporary (90 days) amendment of this section, see § 3(h) of Wage Theft Prevention Clarification and Overtime Fairness Congressional Review Emergency Amendment Act of 2017 (D.C. Act 22-33, Mar. 28, 2017, 64 DCR 3089).
For temporary (90 days) amendment of this section, see § 3(h) of Wage Theft Prevention Clarification and Overtime Fairness Emergency Amendment Act of 2016 (D.C. Act 21-583, Dec. 21, 2016, 63 DCR 16031).
For temporary (90 days) repeal of D.C. Law 20-157, § 7, see § 2(c) of the Wage Theft Prevention Correction and Clarification Emergency Amendment Act of 2014 (D.C. Act 20-544, Dec. 29, 2014, 62 DCR 243, 20 STAT 4458).
For temporary (90 days) repeal of D.C. Law 20-157, § 7, see § 4 of the Wage Theft Prevention Correction and Clarification Emergency Amendment Act of 2015 (D.C. Act 21-188, Oct. 27, 2015, 62 DCR 14224).
For temporary (90 days) repeal of D.C. Law 20-157, § 7, see § 4 of the Wage Theft Prevention Correction and Clarification Congressional Review Emergency Amendment Act of 2016 (D.C. Act 21-293, Jan. 27, 2016, 63 DCR 1215).
Temporary Legislation
For temporary (225 days) repeal of D.C. Law 20-157, § 7, see § 4 of the Wage Theft Prevention Correction and Clarification Temporary Amendment Act of 2014 (D.C. Law 20-240, March 13, 2015, 62 DCR 1332).
For temporary (225 days) repeal of D.C. Law 20-157, § 7, see § 4 of the Wage Theft Prevention Correction and Clarification Temporary Amendment Act of 2015 (D.C. Law 21-57, Jan. 30, 2016, 62 DCR 15602).
Editor's Notes
Applicability of D.C. Law 20-157: Section 7 of D.C. Law 20-157 provided that the act shall apply as of October 1, 2014, and that the act shall apply to violations occurring after October 1, 2014.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter I - General › § 32–1013. Limitations. [Repealed]

§ 32–1013. Limitations. [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 14, 40 DCR 761; Feb. 26, 2015, D.C. Law 20-157, § 3(k), 61 DCR 10157.)
Prior Codifications
1981 Ed., § 36-220.12.
Emergency Legislation
For temporary (90 days) repeal of D.C. Law 20-157, § 7, see § 2(c) of the Wage Theft Prevention Correction and Clarification Emergency Amendment Act of 2014 (D.C. Act 20-544, Dec. 29, 2014, 62 DCR 243, 20 STAT 4458).
For temporary (90 days) repeal of D.C. Law 20-157, § 7, see § 4 of the Wage Theft Prevention Correction and Clarification Emergency Amendment Act of 2015 (D.C. Act 21-188, Oct. 27, 2015, 62 DCR 14224).
For temporary (90 days) repeal of D.C. Law 20-157, § 7, see § 4 of the Wage Theft Prevention Correction and Clarification Congressional Review Emergency Amendment Act of 2016 (D.C. Act 21-293, Jan. 27, 2016, 63 DCR 1215).
Temporary Legislation
For temporary (225 days) repeal of D.C. Law 20-157, § 7, see § 4 of the Wage Theft Prevention Correction and Clarification Temporary Amendment Act of 2014 (D.C. Law 20-240, March 13, 2015, 62 DCR 1332).
For temporary (225 days) repeal of D.C. Law 20-157, § 7, see § 4 of the Wage Theft Prevention Correction and Clarification Temporary Amendment Act of 2015 (D.C. Law 21-57, Jan. 30, 2016, 62 DCR 15602).
Editor's Notes
Applicability of D.C. Law 20-157: Section 7 of D.C. Law 20-157 provided that the act shall apply as of October 1, 2014, and that the act shall apply to violations occurring after October 1, 2014.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter I - General › § 32–1014. Collective bargaining

§ 32–1014. Collective bargaining.
Nothing in this subchapter shall be deemed to interfere with, impede, or in any way diminish the right of employees to bargain collectively with their employers through representatives of their own choosing in order to establish wages or other conditions of work in excess of the standards applicable under the provisions of this subchapter.
(Mar. 25, 1993, D.C. Law 9-248, § 15, 40 DCR 761.)
Prior Codifications
1981 Ed., § 36-220.13.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter I - General › § 32–1015. Application to revised wage orders

§ 32–1015. Application to revised wage orders.
Section 32-1004(a) shall not apply to any revised wage order issued by the Wage-Hour Board that sets a minimum wage that is higher than the minimum wage set by this subchapter.
(Mar. 25, 1993, D.C. Law 9-248, § 16, 40 DCR 761.)
Prior Codifications
1981 Ed., § 36-220.14.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1031. Findings and declaration of policy [Repealed]

§ 32–1031. Findings and declaration of policy [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1032. Definitions [Repealed]

§ 32–1032. Definitions [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1033. Minimum wage and overtime compensation; workweek; wage orders [Repealed]

§ 32–1033. Minimum wage and overtime compensation; workweek; wage orders [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1034. Exemptions of certain employees from minimum wage and overtime provisions [Repealed]

§ 32–1034. Exemptions of certain employees from minimum wage and overtime provisions [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1035. Powers and duties of Mayor; investigations; statements from employers [Repealed]

§ 32–1035. Powers and duties of Mayor; investigations; statements from employers [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1036. Reconsideration and revision of wage orders; ad hoc committees; committee reports of findings and recommendations; failure to report [Repealed]

§ 32–1036. Reconsideration and revision of wage orders; ad hoc committees; committee reports of findings and recommendations; failure to report [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1037. Issuance of revised wage orders; notice and hearing; notice and effective date of orders; contents of orders; restrictions [Repealed]

§ 32–1037. Issuance of revised wage orders; notice and hearing; notice and effective date of orders; contents of orders; restrictions [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1038. Council to make regulations [Repealed]

§ 32–1038. Council to make regulations [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1039. Judicial review of orders; stay pending determination of proceedings [Repealed]

§ 32–1039. Judicial review of orders; stay pending determination of proceedings [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1040. Mayor authorized to take testimony and issue subpoenas [Repealed]

§ 32–1040. Mayor authorized to take testimony and issue subpoenas [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1041. Records of employers; availability for inspection; statements to employees [Repealed]

§ 32–1041. Records of employers; availability for inspection; statements to employees [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1042. Posting of law and wage orders; Mayor to furnish copies [Repealed]

§ 32–1042. Posting of law and wage orders; Mayor to furnish copies [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1043. Unlawful acts [Repealed]

§ 32–1043. Unlawful acts [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1044. Penalties for violation of § 36-213; jurisdiction; prosecutions [Repealed]

§ 32–1044. Penalties for violation of § 36-213; jurisdiction; prosecutions [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1045. Liability of employer; liquidated damages; attorney fees and costs; assignment of claim; supervision of payment [Repealed]

§ 32–1045. Liability of employer; liquidated damages; attorney fees and costs; assignment of claim; supervision of payment [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1046. Statute of limitations [Repealed]

§ 32–1046. Statute of limitations [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1047. Right of collective bargaining [Repealed]

§ 32–1047. Right of collective bargaining [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1048. Severability [Repealed]

§ 32–1048. Severability [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10 - Minimum Wages › Subchapter II - Repealed Provisions › § 32–1049. Short title [Repealed]

§ 32–1049. Short title [Repealed]
Repealed.
(Mar. 25, 1993, D.C. Law 9-248, § 18, 40 DCR 761.)
Prior Codifications
1981 Ed., §§ 36-201 to 36-219.
2023 District of Columbia Code › Title 32 - Labor › Chapter 10A - Building Service Employees Minimum Work Week › § 32–1051.01. Definitions

§ 32–1051.01. Definitions.
For the purposes of this chapter, the term:
(1) "Covered employee" or "building services employee" means an individual performing janitorial services, building maintenance services, or other services in or around a covered location to maintain the repair, cleanliness, and overall quality of the covered location.
(2) "Covered employer" means an individual, group of individuals, partnership, association, corporation, business trust, society, firm, company, joint stock company, or other entity that at a covered location:
(A) Directly employs a covered employee;
(B) Contracts for the services of a covered employee; or
(C) Subcontracts for the services of a covered employee.
(3) "Covered leave" means paid or unpaid temporary leave from work taken by a covered employee pursuant to:
(A) Federal or District law;
(B) An employee handbook; or
(C) A written request voluntarily initiated by the covered employee.
(4) "Covered location" means an office building, commonly owned office park, or a commonly owned and managed group of buildings, with over 350,000 square feet of net rentable commercial office space. The term "covered location" excludes property owned or leased by a health-care facility licensed under subchapter I of Chapter 5 of Title 44, and affiliated subsidiaries.
(5) "Minimum work week" means the minimum number of compensated hours provided to a covered employee in any work week, including weeks in which the covered employee is taking covered leave.
(6) "Office park" means an area where a number of office buildings are together on landscaped grounds, which may include parking lots, parklike surroundings, and restaurants.
(7) "Work week" means a fixed regularly recurring period of 168 hours or 7 consecutive 24-hour periods.
(Oct. 8, 2016, D.C. Law 21-157, § 2, 63 DCR 10739.)
Applicability
Section 7016 of D.C. Law 22-33 repealed § 18 of D.C. Law 21-157. Therefore the changes made to this section by D.C. Law 21-157 have been implemented.
Applicability of D.C. Law 21-157: § 18 of D.C. Law 21-157 provided that the creation of this section by § 2 of D.C. Law 21-157 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented.
Emergency Legislation
For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 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) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Emergency Act of 2017 (D.C. Act 22-104, July 20, 2017, 64 DCR 7032).
2023 District of Columbia Code › Title 32 - Labor › Chapter 10A - Building Service Employees Minimum Work Week › § 32–1051.02. Minimum work week

§ 32–1051.02. Minimum work week.
The minimum work week for a building services employee shall be 30 hours; except, that when a covered employee is taking covered leave, the leave shall count towards the 30-hour minimum work week; provided, that at each covered location up to 20% of the work hours scheduled for covered employees engaged in cleaning service may be preserved for part-time covered employees with a minimum shift of 4 hours per night and 20 hours per week per covered employee for up to a total of 10 part-time positions permitted per covered location.
(Oct. 8, 2016, D.C. Law 21-157, § 3, 63 DCR 10739.)
Applicability
Section 7016 of D.C. Law 22-33 repealed § 18 of D.C. Law 21-157. Therefore the changes made to this section by D.C. Law 21-157 have been implemented.
Applicability of D.C. Law 21-157: § 18 of D.C. Law 21-157 provided that the creation of this section by § 3 of D.C. Law 21-157 is subject to the inclusion of the law’s fiscal effect in an approved budget and financial plan. Therefore that amendment has not been implemented.
Emergency Legislation
For temporary (90 days) repeal of § 18 of D.C. Law 21-157, see § 7016 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) repeal of § 18 of D.C. Law 21-157, see § 7016 of Fiscal Year 2018 Budget Support Emergency Act of 2017 (D.C. Act 22-104, July 20, 2017, 64 DCR 7032).