reglab/statecodes huggingface dataset:
2023 District of Columbia Code › Title 32 - Labor › Chapter 5 - Leave from Work › Subchapter III - Employee Sick Leave › § 32–531.13. Rules

§ 32–531.13. Rules.
The Mayor, pursuant to subchapter I of Chapter 5 of Title 2, may issue rules to implement the provisions of this subchapter. If rules are promulgated, the Mayor shall submit the proposed rules 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 13, 2008, D.C. Law 17-152, § 14, 55 DCR 3452; Feb. 22, 2014, D.C. Law 20-89, § 2(h), 61 DCR 317.)
Prior Codifications
2001 Ed., § 32-131.13.
Effect of Amendments
The 2014 amendment by D.C. Law 20-89 deleted “within 60 days after May 13, 2008” from the end of the first sentence.
Emergency Legislation
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).
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 20-89, § 3, see § 7003 of the Fiscal Year 2015 Budget Support Second Congressional Review Emergency Act of 2014 (D.C. Act 20-566, January 9, 2015, 62 DCR 884).
For temporary (90 days) repeal of D.C. Law 20-89, § 3, see § 7003 of the Fiscal Year 2015 Budget Support Congressional Review Emergency Act of 2014 (D.C. Act 20-449, October 10, 2014, 61 DCR 10915, 20 STAT 4188).
For temporary (90 days) repeal of D.C. Law 20-89, § 3, see § 7003 of the Fiscal Year 2015 Budget Support Emergency Act of 2014 (D.C. Act 20-377, July 14, 2014, 61 DCR 7598, 20 STAT 3696).
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 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.
Section 3 of D.C. Law 20-89 was repealed by D.C. Law 20-155, § 7003, effective Feb. 26, 2015.
Applicability of D.C. Law 20-89: Section 3 of D.C. Law 20-89 provided that the act shall apply 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.
Delegation of Authority
Delegation of Rule Making Authority to the Director of the Department of Employment Services pursuant to D.C. Law 17-152, the Accrued Sick Leave and Safe Leave Act of 2008, see Mayor’s Order 2008-153, November 6, 2008 (55 DCR 12534).
2023 District of Columbia Code › Title 32 - Labor › Chapter 5 - Leave from Work › Subchapter III - Employee Sick Leave › § 32–531.14. Hardship exemption

§ 32–531.14. Hardship exemption.
The Mayor shall exempt, by rule, businesses that can prove hardship as a result of this subchapter. The Mayor shall submit the proposed hardship exemption rules to the Council for a 45-day period of review, excluding Saturdays, Sunday, legal holidays, and days of Council recess. If the Council does not approve or disapprove the proposed rules, in whole or in part, by resolution, within the 45-day review period, the proposed rules shall be deemed disapproved.
(May 13, 2008, D.C. Law 17-152, § 15, 55 DCR 3452.)
Prior Codifications
2001 Ed., § 32-131.14.
2023 District of Columbia Code › Title 32 - Labor › Chapter 5 - Leave from Work › Subchapter III - Employee Sick Leave › § 32–531.15a. Public education and outreach

§ 32–531.15a. Public education and outreach.
(a) The Department of Employment Services shall develop and implement a multilingual outreach program to inform employees of the availability of paid leave under this chapter.
(b) The program shall include the distribution of notices and other written materials in English and in other languages to all childcare and elder care providers, domestic violence shelters, schools, hospitals, community health centers, and other health care providers within the District.
(May 13, 2008, D.C. Law 17-152, § 16a; as added Feb. 22, 2014, D.C. Law 20-89, § 2(j), 61 DCR 317.)
Prior Codifications
2001 Ed., § 32-131.15a.
Effect of Amendments
The 2014 amendment by D.C. Law 20-89 added this section.
Emergency Legislation
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).
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).
For temporary (90 days) repeal of D.C. Law 20-157, § 7, see § 4 of the Wage Theft Prevention Correction and Clarification Emergency Ameendment Act of 2015 (D.C. Act 21-188, Oct. 27, 2015, 62 DCR 14224).
For temporary (90 days) repeal of D.C. Law 20-89, § 3, see § 7003 of the Fiscal Year 2015 Budget Support Second Congressional Review Emergency Act of 2014 (D.C. Act 20-566, January 9, 2015, 62 DCR 884).
For temporary (90 days) repeal of D.C. Law 20-89, § 3, see § 7003 of the Fiscal Year 2015 Budget Support Congressional Review Emergency Act of 2014 (D.C. Act 20-449, October 10, 2014, 61 DCR 10915, 20 STAT 4188).
For temporary (90 days) repeal of D.C. Law 20-89, § 3, see § 7003 of the Fiscal Year 2015 Budget Support Emergency Act of 2014 (D.C. Act 20-377, July 14, 2014, 61 DCR 7598, 20 STAT 3696).
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 2015 (D.C. Law 21-57, Jan. 30, 2016, 62 DCR 15602).
Editor's Notes
Section 3 of D.C. Law 20-89 was repealed by D.C. Law 20-155, § 7003, effective Feb. 26, 2015.
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.
Applicability of D.C. Law 20-89: Section 3 of D.C. Law 20-89 provided that the act shall apply 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.
2023 District of Columbia Code › Title 32 - Labor › Chapter 5 - Leave from Work › Subchapter III - Employee Sick Leave › § 32–531.16. Applicability

§ 32–531.16. Applicability.
(a) This subchapter shall apply 6 months after May 13, 2008.
(b) In the case of a collective bargaining agreement in effect on the effective date set forth in subsection (a) of this section, this subchapter shall apply on the earlier of the date of the termination of the agreement or the date that occurs 18 months after the effective date set forth in subsection (a) of this section.
(May 13, 2008, D.C. Law 17-152, § 17, 55 DCR 3452.)
Prior Codifications
2001 Ed., § 32-131.16.
2023 District of Columbia Code › Title 32 - Labor › Chapter 5 - Leave from Work › Subchapter III - Employee Sick Leave › § 32–531.17. Appropriations contingency. [Repealed]

§ 32–531.17. Appropriations contingency. [Repealed]
Repealed.
(May 13, 2008, D.C. Law 17-152, § 18, 55 DCR 3452; Aug. 16, 2008, D.C. Law 17-219, § 7095, 55 DCR 7598.)
Prior Codifications
2001 Ed., § 32-131.17.
Emergency Legislation
For temporary (90 days) that required employers to adopt and implement workplace safety policies that adhere to all applicable Mayor's Orders related to the COVID-19 public health emergency, see title I of Workplace Safety During the COVID-19 Pandemic Emergency Amendment Act of 2021 (D.C. Act 24-26, Feb. 26, 2021, 68 DCR 002616).
For temporary (90 days) that required employers to adopt and implement workplace safety policies that adhere to all applicable Mayor's Orders related to the COVID-19 public health emergency, see title I of Protecting Businesses and Workers from COVID-19 Congressional Review Emergency Amendment Act of 2021 (D.C. Act 24-7, Feb. 1, 2021, 68 DCR 001822).
For temporary (90 days) that required employers to adopt and implement workplace safety policies that adhere to all applicable Mayor's Orders related to the COVID-19 public health emergency, see § 106 of Protecting Businesses and Workers from COVID-19 Temporary Amendment Act of 2020 (D.C. Law 23-168, Dec. 23, 2020, 67 DCR 13025).
For temporary (90 days) that required employers to adopt and implement workplace safety policies that adhere to all applicable Mayor's Orders related to the COVID-19 public health emergency, see title I of Protecting Businesses and Workers from COVID-19 Congressional Review Emergency Amendment Act of 2020 (D.C. Act 23-483, Nov. 16, 2020, 67 DCR 13860).
For temporary (90 days) that required employers to adopt and implement workplace safety policies that adhere to all applicable Mayor's Orders related to the COVID-19 public health emergency, see title I of Protecting Businesses and Workers from COVID-19 Emergency Amendment Act of 2020 (D.C. Act 23-384, Aug. 13, 2020, 67 DCR 9870).
For temporary (90 days) to require the Director of the Department of Health to establish a goal and make the best effort to hire at least 50% District residents, see § 506 of Coronavirus Support Congressional Review Emergency Amendment Act of 2020 (D.C. Act 23-328, June 8, 2020, 67 DCR 7598).
For temporary (90 days) to require the Director of the Department of Health to establish a goal and make the best effort to hire at least 50% District residents, see § 506 of Coronavirus Support Emergency Amendment Act of 2020 (D.C. Act 23-326, May 27, 2020, 67 DCR 7045).
Temporary Legislation
For temporary (225 days) that required employers to adopt and implement workplace safety policies that adhere to all applicable Mayor's Orders related to the COVID-19 public health emergency, see title I of Workplace Safety During the COVID-19 Pandemic Temporary Amendment Act of 2021 (D.C. Law 24-6, May 13, 2021, 68 DCR 003198).
2023 District of Columbia Code › Title 32 - Labor › Chapter 5 - Leave from Work › Subchapter IV - Universal Paid Leave › § 32–541.02. Establishment of a paid-leave program; rules

§ 32–541.02. Establishment of a paid-leave program; rules.
(a) The Mayor shall establish a paid-leave program to administer the paid-leave benefits provided for in this subchapter.
(b)(1) Within 180 days after April 7, 2017, the Mayor, pursuant to subchapter I of Chapter 5 of Title 2, shall issue rules to implement the provisions of this subchapter.
(2) The proposed rules shall be submitted to the Council for a 45-day period of review, excluding Saturdays, Sundays, holidays, and days of Council recess. If the Council does not approve or disapprove the proposed rules, in whole or in part, by resolution within the 45-day period, the proposed rules shall be deemed approved.
(c) Within 30 days after October 1, 2021, or after any expansion of benefits or change to the employer contribution rate pursuant to § 32-541.04a(c), the Mayor, pursuant to subchapter I of Chapter 5 of Title 2, shall issue rules, which may include the issuance of emergency rules, to implement the provisions of this subchapter.
(Apr. 7, 2017, D.C. Law 21-264, § 102, 64 DCR 2121; Nov. 13, 2021, D.C. Law 24-45, § 4062(b), 68 DCR 010163.)
Applicability
Section 7034 of D.C. Law 22-33 repealed § 301 of D.C. Law 21-264. Therefore the changes made to this section by D.C. Law 21-264 have been given effect.
Applicability of D.C. Law 21-264: § 301 of D.C. Law 21-264 provided that the creation of this section by § 102 of D.C. Law 21-264 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) amendment of this section, see § 4062(b) of Fiscal Year 2022 Budget Support Emergency Act of 2021 (D.C. Act 24-159, Aug. 23, 2021, 68 DCR 008602).
For temporary (90 days) repeal of § 301 of D.C. Law 21-264, see § 7034 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 § 301 of D.C. Law 21-264, see § 7034 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 5 - Leave from Work › Subchapter IV - Universal Paid Leave › § 32–541.03. Contributions to the Universal Paid Leave Fund

§ 32–541.03. Contributions to the Universal Paid Leave Fund.
(a) A covered employer shall contribute an amount equal to 0.62%, or a lower rate computed pursuant to § 32-541.04a(c)(2), of the wages of each of its covered employees to the Universal Paid Leave Fund in a manner prescribed by the Mayor.
(b) A covered employer who is a self-employed individual who has opted-in to the paid-leave program established pursuant to this subchapter shall contribute an amount equal to 0.62%, or a lower rate computed pursuant to § 32-541.04a(c)(2), of his or her annual self-employment income to the Universal Paid Leave Fund in a manner prescribed by the Mayor.
(c) Within 180 days after April 7, 2017, the Mayor shall provide public notice to covered employers regarding the manner in which the Mayor shall collect contributions to the Universal Paid Leave Fund.
(d) By July 1, 2019, the Mayor shall begin to collect contributions to the Universal Paid Leave Fund from covered employers.
(e) Upon a self-employed individual's becoming a covered employer by opting into the paid-leave program established pursuant to this subchapter, the Mayor shall provide notice to that individual regarding the manner in which contributions to the Universal Paid Leave Fund shall be collected from the individual.
(f) A covered employer who fails to contribute any amount required by this section to the Universal Paid Leave Fund shall be subject to the same notice requirements, procedures, interest, penalties, and remedies set forth in § 51-104.
(Apr. 7, 2017, D.C. Law 21-264, § 103, 64 DCR 2121; Dec. 3, 2020, D.C. Law 23-149, § 2143(b), 67 DCR 10493; Nov. 13, 2021, D.C. Law 24-45, § 4062(c), 68 DCR 010163.)
Applicability
Section 7034 of D.C. Law 22-33 repealed § 301 of D.C. Law 21-264. Therefore the changes made to this section by D.C. Law 21-264 have been given effect.
Applicability of D.C. Law 21-264: § 301 of D.C. Law 21-264 provided that the creation of this section by § 103 of D.C. Law 21-264 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) amendment of this section, see § 4062(c) of Fiscal Year 2022 Budget Support Emergency Act of 2021 (D.C. Act 24-159, Aug. 23, 2021, 68 DCR 008602).
For temporary (90 days) repeal of § 301 of D.C. Law 21-264, see § 7034 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 § 301 of D.C. Law 21-264, see § 7034 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 5 - Leave from Work › Subchapter IV - Universal Paid Leave › § 32–541.05. Self-employed individuals

§ 32–541.05. Self-employed individuals.
(a)(1) An individual who earns self-employment income and who opts into the paid-leave program established pursuant to this subchapter shall remain continuously enrolled in the program until such time as he or she elects to opt out; provided, that an individual who earns self-employment income who has opted into the program may only opt out of the program during an open enrollment period.
(2) If an individual who earns self-employment income has chosen not to opt into the paid-leave program established pursuant to this subchapter, he or she shall only be permitted to enroll, or re-enroll, in the program during an open enrollment period in a manner prescribed by the Mayor and shall make contributions to the Universal Paid Leave Fund for no less than 3 consecutive years.
(b) If an individual who earns self-employment income withdraws from the paid-leave program established pursuant to this subchapter 2 or more times, he or she shall be barred from re-enrolling in the program for a period of 5 years from the date of his or her withdrawal from the program.
(c) Beginning on January 1, 2020, an individual who earns self-employment income who previously opted out of or withdrew from the paid-leave program established pursuant to this subchapter shall not be eligible to receive benefits pursuant to this subchapter for the first year after enrolling or reenrolling in the program.
(d)(1) If an individual who earns self-employment income does not make a timely payment required by this subchapter, the District shall notify the individual of the payment due. After notice has been given, and if payment is not received, the individual shall be disenrolled and shall not be eligible for paid-leave benefits pursuant to this subchapter.
(2) An individual who has been disenrolled pursuant to this subsection may re-enroll consistent with requirements of this section following the payment of any amounts due to the District pursuant to this subchapter.
(Apr. 7, 2017, D.C. Law 21-264, § 105, 64 DCR 2121; Dec. 3, 2020, D.C. Law 23-149, § 2143(d), 67 DCR 10493.)
Applicability
Section 7034 of D.C. Law 22-33 repealed § 301 of D.C. Law 21-264. Therefore the changes made to this section by D.C. Law 21-264 have been given effect.
Applicability of D.C. Law 21-264: § 301 of D.C. Law 21-264 provided that the creation of this section by § 105 of D.C. Law 21-264 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 § 301 of D.C. Law 21-264, see § 7034 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 § 301 of D.C. Law 21-264, see § 7034 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 5 - Leave from Work › Subchapter IV - Universal Paid Leave › § 32–541.09. Erroneous payments and disqualification for benefits

§ 32–541.09. Erroneous payments and disqualification for benefits.
(a) An individual who intentionally makes a false statement or misrepresentation regarding a material fact, or who intentionally fails to report a material fact, to obtain a benefit under this subchapter is disqualified from receiving paid-leave benefits under this subchapter for a period of 3 years.
(b) If paid-leave benefits provided for in this subchapter are paid erroneously or as a result of willful misrepresentation, or if a claim for paid-leave benefits is rejected after benefits are paid, the Mayor shall seek repayment of benefits from the recipient; provided, that the Mayor may exercise his or her discretion to waive, in whole or in part, the amount of any such payments when the recovery would be against equity and good conscience.
(c)(1) If the Mayor obtains repayment of benefits from an individual who has made a willful misrepresentation or otherwise perpetrated fraud to obtain paid-leave benefits provided for in this subchapter, the Mayor shall distribute a proportional share of the recovered amount to each covered employer who paid into the Universal Paid Leave Fund on behalf of that individual during the period that he or she improperly obtained benefits.
(2) For the purposes of paragraph (1) of this subsection, a covered employer's proportional share of the recovered amount shall be equal to the amount paid into the Universal Paid Leave Fund by that covered employer on behalf of the individual during the period that he or she improperly obtained benefits, expressed as a percentage of the total amount paid into the Universal Paid Leave Fund by all covered employers on behalf of the individual during the period that he or she improperly obtained benefits.
(Apr. 7, 2017, D.C. Law 21-264, § 109, 64 DCR 2121; Dec. 3, 2020, D.C. Law 23-149, § 2143(f), 67 DCR 10493.)
Applicability
Section 7034 of D.C. Law 22-33 repealed § 301 of D.C. Law 21-264. Therefore the changes made to this section by D.C. Law 21-264 have been given effect.
Applicability of D.C. Law 21-264: § 301 of D.C. Law 21-264 provided that the creation of this section by § 109 of D.C. Law 21-264 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 § 301 of D.C. Law 21-264, see § 7034 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 § 301 of D.C. Law 21-264, see § 7034 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 5 - Leave from Work › Subchapter IV - Universal Paid Leave › § 32–541.10. Prohibited acts

§ 32–541.10. Prohibited acts.
(a) It shall be unlawful for any person to interfere with, restrain, or deny the exercise of or the attempt to exercise any right provided by this subchapter.
(b) It shall be unlawful for an employer to retaliate in any manner against any person because the person:
(1) Opposes any practice made unlawful by this subchapter;
(2) Pursuant to or related to this subchapter:
(A) Files or attempts to file a charge;
(B) Institutes or attempts to institute a proceeding;
(C) Facilitates the institution of a proceeding; or
(D) Requests, applies for, or uses paid-leave benefits; or
(3) Gives any information or testimony in connection with an inquiry or proceeding related to this subchapter.
(c) It shall be unlawful for any individual to provide intentionally false statements in order to obtain paid-leave benefits.
(Apr. 7, 2017, D.C. Law 21-264, § 110, 64 DCR 2121.)
Applicability
Section 7034 of D.C. Law 22-33 repealed § 301 of D.C. Law 21-264. Therefore the changes made to this section by D.C. Law 21-264 have been given effect.
Applicability of D.C. Law 21-264: § 301 of D.C. Law 21-264 provided that the creation of this section by § 110 of D.C. Law 21-264 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 § 301 of D.C. Law 21-264, see § 7034 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 § 301 of D.C. Law 21-264, see § 7034 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 5 - Leave from Work › Subchapter IV - Universal Paid Leave › § 32–541.11. Investigative authority

§ 32–541.11. Investigative authority.
(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.
(Apr. 7, 2017, D.C. Law 21-264, § 111, 64 DCR 2121.)
Applicability
Section 7034 of D.C. Law 22-33 repealed § 301 of D.C. Law 21-264. Therefore the changes made to this section by D.C. Law 21-264 have been given effect.
Applicability of D.C. Law 21-264: § 301 of D.C. Law 21-264 provided that the creation of this section by § 111 of D.C. Law 21-264 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 § 301 of D.C. Law 21-264, see § 7034 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 § 301 of D.C. Law 21-264, see § 7034 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 5 - Leave from Work › Subchapter IV - Universal Paid Leave › § 32–541.12. Enforcement by civil action

§ 32–541.12. Enforcement by civil action.
(a) Subject to the provisions in subsection (b) of this section, an eligible individual, the Attorney General for the District of Columbia, or the Mayor may bring a civil action against an employer to enforce the provisions of this act in a court of competent jurisdiction; except, that a civil action for a violation of § 32-541.07(j) may only be brought against an insurer and may not be brought against an employer or self-insured employer.
(b)(1) No civil action may be commenced more than one year after the occurrence or discovery of the alleged violation of this subchapter.
(2) This one-year limitations period shall be tolled during the course of any administrative proceedings or during any period when a covered employer has failed to comply with the notice provisions of this subchapter.
(c) If a court determines that an employer violated any provision of this subchapter, § 32-509(b)(6) and (7) shall apply.
(Apr. 7, 2017, D.C. Law 21-264, § 112, 64 DCR 2121; Nov. 13, 2021, D.C. Law 24-45, § 4062(i), 68 DCR 010163.)
Applicability
Section 7034 of D.C. Law 22-33 repealed § 301 of D.C. Law 21-264. Therefore the changes made to this section by D.C. Law 21-264 have been given effect.
Applicability of D.C. Law 21-264: § 301 of D.C. Law 21-264 provided that the creation of this section by § 112 of D.C. Law 21-264 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) amendment of this section, see § 4062(i) of Fiscal Year 2022 Budget Support Emergency Act of 2021 (D.C. Act 24-159, Aug. 23, 2021, 68 DCR 008602).
For temporary (90 days) amendment of this section, see § 2(d) of Short-term Disability Insurance Benefit Protection Emergency Amendment Act of 2021 (D.C. Act 24-90, May 26, 2021, 68 DCR 005853).
For temporary (90 days) repeal of § 301 of D.C. Law 21-264, see § 7034 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 § 301 of D.C. Law 21-264, see § 7034 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 § 2(d) of Short-term Disability Insurance Benefit Protection Temporary Amendment Act of 2021 (D.C. Law 24-18, July 29, 2021, 68 DCR 006100).
2023 District of Columbia Code › Title 32 - Labor › Chapter 5 - Leave from Work › Subchapter V - Universal Paid Leave Fund › § 32–551.03. Definitions

§ 32–551.03. Definitions.
For the purposes of this subchapter, the term "Act" means subchapter IV of this chapter.
(Oct. 8, 2016, D.C. Law 21-160, § 1151a; as added Dec. 3, 2020, D.C. Law 23-149, § 2142(a), 67 DCR 10493.)
2023 District of Columbia Code › Title 32 - Labor › Chapter 5 - Leave from Work › Subchapter VI - Workplace Leave Navigators. [Repealed] › § 32–561.01. Definitions. [Repealed]

§ 32–561.01. Definitions. [Repealed]
Repealed.
(Dec. 3, 2020, D.C. Law 23-149, § 2092, 67 DCR 10493; Nov. 13, 2021, D.C. Law 24-45, § 4065, 68 DCR 010163.)
Emergency Legislation
For temporary (90 days) amendment of this section, see § 4065 of Fiscal Year 2022 Budget Support Emergency Act of 2021 (D.C. Act 24-159, Aug. 23, 2021, 68 DCR 008602).
2023 District of Columbia Code › Title 32 - Labor › Chapter 5 - Leave from Work › Subchapter VI - Workplace Leave Navigators. [Repealed] › § 32–561.02. Workplace Leave Navigators Program. [Repealed]

§ 32–561.02. Workplace Leave Navigators Program. [Repealed]
Repealed.
(Dec. 3, 2020, D.C. Law 23-149, § 2093, 67 DCR 10493; Nov. 13, 2021, D.C. Law 24-45, § 4065, 68 DCR 010163.)
Emergency Legislation
For temporary (90 days) amendment of this section, see § 4065 of Fiscal Year 2022 Budget Support Emergency Act of 2021 (D.C. Act 24-159, Aug. 23, 2021, 68 DCR 008602).
2023 District of Columbia Code › Title 32 - Labor › Chapter 5A - Freedom to Contract Within the Broadcast Industry. [Repealed] › § 32–571. Definitions. [Repealed]

§ 32–571. Definitions. [Repealed]
Repealed.
(Mar. 27, 2003, D.C. Law 14-258, § 2, 50 DCR 246; Mar. 16, 2021, D.C. Law 23-209, § 301, 68 DCR 000782.)
Prior Codifications
2001 Ed., § 32-351.
Applicability
Section 2 of D.C. Law 24-132 amended section 302 of D.C. Law 23-209 to provided that the repeal of this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-455 amended section 302 of D.C. Law 23-209 to provided that the repeal this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-350 amended section 302 of D.C. Law 23-209 to provided that the repeal this section shall apply as of October 1, 2022.
Section 7202 of D.C. Law 24-45 amended section 302 of D.C. Law 23-209 to provided that the repeal this section shall apply as of April 1, 2022.
Section 7202 of D.C. Act 24-159 amended section 302 of D.C. Law 23-209 to provided that the amendments to this section shall apply as of April 1, 2022.
2023 District of Columbia Code › Title 32 - Labor › Chapter 5A - Freedom to Contract Within the Broadcast Industry. [Repealed] › § 32–572. Unenforceability of broadcasting industry contract provisions restricting employment after expiration of contract or termination of employment. [Repealed]

§ 32–572. Unenforceability of broadcasting industry contract provisions restricting employment after expiration of contract or termination of employment. [Repealed]
Repealed.
(Mar. 27, 2003, D.C. Law 14-258, § 3, 50 DCR 246; Mar. 16, 2021, D.C. Law 23-209, § 301, 68 DCR 000782.)
Prior Codifications
2001 Ed., § 32-352.
Section References
This section is referenced in § 32-533.
Applicability
Section 2 of D.C. Law 24-132 amended section 302 of D.C. Law 23-209 to provided that the repeal of this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-455 amended section 302 of D.C. Law 23-209 to provided that the repeal this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-350 amended section 302 of D.C. Law 23-209 to provided that the repeal this section shall apply as of October 1, 2022.
Section 7202 of D.C. Law 24-45 amended section 302 of D.C. Law 23-209 to provided that the repeal this section shall apply as of April 1, 2022.
Section 7202 of D.C. Act 24-159 amended section 302 of D.C. Law 23-209 to provided that the amendments to this section shall apply as of April 1, 2022.
2023 District of Columbia Code › Title 32 - Labor › Chapter 5A - Freedom to Contract Within the Broadcast Industry. [Repealed] › § 32–573. Penalty. [Repealed]

§ 32–573. Penalty. [Repealed]
Repealed.
(Mar. 27, 2003, D.C. Law 14-258, § 4, 50 DCR 246; Mar. 16, 2021, D.C. Law 23-209, § 301, 68 DCR 000782.)
Prior Codifications
2001 Ed., § 32-353.
Applicability
Section 2 of D.C. Law 24-132 amended section 302 of D.C. Law 23-209 to provided that the repeal of this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-455 amended section 302 of D.C. Law 23-209 to provided that the repeal this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-350 amended section 302 of D.C. Law 23-209 to provided that the repeal this section shall apply as of October 1, 2022.
Section 7202 of D.C. Law 24-45 amended section 302 of D.C. Law 23-209 to provided that the repeal this section shall apply as of April 1, 2022.
Section 7202 of D.C. Act 24-159 amended section 302 of D.C. Law 23-209 to provided that the amendments to this section shall apply as of April 1, 2022.
2023 District of Columbia Code › Title 32 - Labor › Chapter 5B - Ban on Non-compete Agreements › § 32–581.02. Prohibition on non-compete provisions for covered employees

§ 32–581.02. Prohibition on non-compete provisions for covered employees.
(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.
(Mar. 16, 2021, D.C. Law 23-209, § 102, 68 DCR 000782; Sept. 21, 2022, D.C. Law 24-175, § 2(a), 69 DCR 009910.)
Applicability
Section 2 of D.C. Law 24-132 amended section 302 of D.C. Law 23-209 to provided that the creation of of this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-455 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-350 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of October 1, 2022.
Section 7202 of D.C. Law 24-45 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of April 1, 2022.
Section 7202 of D.C. Act 24-159 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of April 1, 2022.
Applicability of D.C. Law 23-209: § 302 of D.C. Law 23-209 provided that the creation of this section by § 102 of D.C. Law 23-209 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) amendment of this section, see § 102 of Non-Compete Clarification Emergency Amendment Act of 2022 (D.C. Act 24-552, Aug. 15, 2022, 0 DCR 0).
2023 District of Columbia Code › Title 32 - Labor › Chapter 5B - Ban on Non-compete Agreements › § 32–581.03a. Disclosures to employees

§ 32–581.03a. Disclosures to employees.
(a) An employer with a workplace policy that includes one or more of the exceptions to the definition of non-compete provision, as detailed in § 32-581.01(15), shall provide a written copy of the provisions to an employee:
(1) Within 30 days after the employee's acceptance of employment with the employer;
(2) Within 30 days after October 1, 2022; and
(3) Any time such policy changes.
(b) A highly compensated employee's employer shall provide the following notice to the employee whenever a non-compete provision is proposed to the employee:
"The District's Ban on Non-Compete Agreements Amendment Act of 2020 limits the use of non-compete agreements. It allows employers to request non-compete agreements from highly compensated employees, as that term is defined in the Ban on Non-Compete Agreements Amendment Act of 2020, under certain conditions. [Name of employer] has determined that you are a highly compensated employee. For more information about the Ban on Non-Compete Agreements Amendment Act of 2020, contact the District of Columbia Department of Employment Services (DOES)".
(Mar. 16, 2021, D.C. Law 23-209, § 103a; as added Sept. 21, 2022, D.C. Law 24-175, § 2(a), 69 DCR 009910.)
Applicability
Section 2 of D.C. Law 24-132 amended section 302 of D.C. Law 23-209 to provided that the creation of of this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-455 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-350 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of October 1, 2022.
Section 7202 of D.C. Law 24-45 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of April 1, 2022.
Section 7202 of D.C. Act 24-159 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of April 1, 2022.
Emergency Legislation
For temporary (90 days) creation of this section, see § 103a of Non-Compete Clarification Emergency Amendment Act of 2022 (D.C. Act 24-552, Aug. 15, 2022, 0 DCR 0).
2023 District of Columbia Code › Title 32 - Labor › Chapter 5B - Ban on Non-compete Agreements › § 32–581.04a. Collective bargaining agreements

§ 32–581.04a. Collective bargaining agreements.
Nothing in this chapter shall be interpreted as superseding the terms of a valid collective bargaining agreement.
(Mar. 16, 2021, D.C. Law 23-209, § 104a; as added Sept. 21, 2022, D.C. Law 24-175, § 2(a), 69 DCR 009910.)
Applicability
Section 2 of D.C. Law 24-132 amended section 302 of D.C. Law 23-209 to provided that the creation of of this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-455 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-350 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of October 1, 2022.
Section 7202 of D.C. Law 24-45 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of April 1, 2022.
Section 7202 of D.C. Act 24-159 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of April 1, 2022.
Emergency Legislation
For temporary (90 days) creation of this section, see § 104a of Non-Compete Clarification Emergency Amendment Act of 2022 (D.C. Act 24-552, Aug. 15, 2022, 0 DCR 0).
2023 District of Columbia Code › Title 32 - Labor › Chapter 5B - Ban on Non-compete Agreements › § 32–581.04b. Rules of construction

§ 32–581.04b. Rules of construction.
The rights, remedies, and prohibitions accorded by the provisions of this chapter are in addition to and cumulative of any right, remedy, or prohibition accorded by the common law, federal law, or any District statute, and nothing contained in this chapter shall be construed to deny, abrogate, or impair any such common law or statutory right, remedy, or prohibition.
(Mar. 16, 2021, D.C. Law 23-209, § 104b; as added Sept. 21, 2022, D.C. Law 24-175, § 2(a), 69 DCR 009910.)
Applicability
Section 2 of D.C. Law 24-132 amended section 302 of D.C. Law 23-209 to provided that the creation of of this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-455 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-350 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of October 1, 2022.
Section 7202 of D.C. Law 24-45 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of April 1, 2022.
Section 7202 of D.C. Act 24-159 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of April 1, 2022.
Emergency Legislation
For temporary (90 days) creation of this section, see § 104b of Non-Compete Clarification Emergency Amendment Act of 2022 (D.C. Act 24-552, Aug. 15, 2022, 0 DCR 0).
2023 District of Columbia Code › Title 32 - Labor › Chapter 5B - Ban on Non-compete Agreements › § 32–581.05. Rules

§ 32–581.05. Rules.
The Mayor, pursuant to subchapter I of Chapter 5 of Title 2, shall issue rules to implement the provisions of this chapter, including:
(1) Annual changes to the minimum qualifying annual compensation; and
(2) Rules requiring the preservation and retention of workplace policies, non-compete provisions, non-compete agreements, the written disclosures required by § 32-581.03a, and other records related to demonstrating compliance with this chapter.
(Mar. 16, 2021, D.C. Law 23-209, § 105, 68 DCR 000782; Sept. 21, 2022, D.C. Law 24-175, § 2(a), 69 DCR 009910.)
Applicability
Section 2 of D.C. Law 24-132 amended section 302 of D.C. Law 23-209 to provided that the creation of of this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-455 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of October 1, 2022.
Section 2 of D.C. Act 24-350 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of October 1, 2022.
Section 7202 of D.C. Law 24-45 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of April 1, 2022.
Section 7202 of D.C. Act 24-159 amended section 302 of D.C. Law 23-209 to provided that the creation of this section shall apply as of April 1, 2022.
Applicability of D.C. Law 23-209: § 302 of D.C. Law 23-209 provided that the creation of this section by § 105 of D.C. Law 23-209 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) amendment of this section, see § 105 of Non-Compete Clarification Emergency Amendment Act of 2022 (D.C. Act 24-552, Aug. 15, 2022, 0 DCR 0).
2023 District of Columbia Code › Title 32 - Labor › Chapter 6 - Government Pay Equity and Training › § 32–603. Design and methodology of study; selection of consultants

§ 32–603. Design and methodology of study; selection of consultants.
Beginning 30 days after February 24, 1987:
(1) The Commission shall determine the design and methodology of the study and any other matters concerning the conduct of the study that the Commission may consider appropriate. These specifications shall be forwarded to the Department of Administrative Services, which shall prepare and process the solicitation. A list of all respondents to the solicitation shall be forwarded to the Commission by the Department of Administrative Services.
(2) A list of 5 qualified consultants, selected pursuant to competitive bidding procedures, shall be submitted to the Chairman of the Committee on Government Operations and to the Mayor by the Commission. Within 45 calendar days of receipt of the list, the Chairman of the Committee on Government Operations and the Mayor shall meet and select the consultant from the list using the alternate strike method as follows: The Mayor shall strike the 1st name, the Chair of the Committee on Government Operations shall strike the 2nd, and alternate strikes shall continue until 1 name remains.
(Feb. 24, 1987, D.C. Law 6-162, § 4, 33 DCR 6684.)
Prior Codifications
1981 Ed., § 36-1103.
Section References
This section is referenced in § 32-604 and § 32-605.
2023 District of Columbia Code › Title 32 - Labor › Chapter 6 - Government Pay Equity and Training › § 32–604. Findings and recommendations of consultant

§ 32–604. Findings and recommendations of consultant.
(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.
(Feb. 24, 1987, D.C. Law 6-162, § 5, 33 DCR 6684.)
Prior Codifications
1981 Ed., § 36-1104.
Section References
This section is referenced in § 32-607.
2023 District of Columbia Code › Title 32 - Labor › Chapter 6 - Government Pay Equity and Training › § 32–605. Cooperation with consultant

§ 32–605. Cooperation with consultant.
(a) Each agency of government shall cooperate with the consultant selected pursuant to § 32-603(2) in the conduct of the study under this chapter. Each agency shall provide any data, reports, or other information, in a timely manner, that the consultant may request in the course of the study. All information shall be kept confidential by the consultant until the final report is issued.
(b) The Office of Personnel shall provide, in a timely manner, the Commission with any information that the Commission considers necessary in order to carry out its responsibilities under this chapter. All information shall be kept confidential until the final report is issued pursuant to § 32-607.
(c) Nothing in this section authorizes the disclosure of any information if, or to the extent that, the disclosure would otherwise be prohibited by law.
(d) The Mayor shall provide administrative support, space, and other resources needed by the Commission.
(Feb. 24, 1987, D.C. Law 6-162, § 6, 33 DCR 6684.)
Prior Codifications
1981 Ed., § 36-1105.