Articles Discussing D.C. Wage & Hour Issues.

The District of Columbia’s Tipped Wage Workers Fairness Amendment Act (TWWFAA) continues to be a big talking point for the hospitality industry. Among other things, the TWWFAA requires D.C.

The District of Columbia will soon join an ever-growing list of jurisdictions that require employers to disclose compensation on job postings.  In addition to pay scale disclosure, the District of Columbia Wage Transparency Omnibus Amendment Act of 2023 (the Act),1 which was signed by the mayor on January 12, 2024

In early November 2022, nearly 74 percent of D.C. voters approved Initiative 82, the “District of Columbia Tip Credit Elimination Act,” which will gradually eliminate use of the tip credit in the District of Columbia by 2027.

On November 8, 2022, Washington D.C. voters overwhelmingly passed Initiative 82 or the “District of Columbia Tip Credit Elimination Act.” As a result, the tip credit for D.C. tipped wage workers will be gradually phased out by 2027, at which time employers must pay their tipped employees the applicable

During the November 2022 elections, voters in several locations across the country approved minimum wage increases. Most notably:

District of Columbia voters passed the Tip Credit Elimination Act, which, by 2027, will result in the elimination of the tip credit in the District and require employers to pay tipped employees

Although District of Columbia’s Tipped Wage Workers Fairness Amendment Act was passed in 2018, parts of that law, including mandatory sexual harassment training, are just now taking effect.

Due to a surplus in the District of Columbia’s Universal Paid Leave Fund, the number of weeks of paid leave available to eligible employees in the District of Columbia pursuant to the Universal Paid Leave Act (UPLA) will significantly increase on October 1, 2022.

On December 14, 2020, the U.S. District Court for the District of Columbia granted a motion for partial summary judgment in favor of the plaintiffs to invalidate recent regulations from the U.S. Department of Labor (DOL), which dramatically increased the prevailing wage methodology that is commonly used for various types

Employers in the District of Columbia subject to the Wage Amendment Act must post the Notice of the Act conspicuously in the workplace, as well as provide pay notice information to new hires and current employees.

Following the February 26, 2015 implementation of the District of Columbia’s Wage Theft Prevention Amendment Act (the “Act”), the Department of Employment Services (“DOES”) launched an “outreach” program entitled the “Zip Code Project.” Through the Zip Code Project, DOES is sending teams of investigators door-to-door to conduct citywide inspections of businesses under the auspice of educating employers on the Act and all other applicable laws overseen by the Labor Standards Bureau, such as laws concerning living wage, paid time off, occupational safety and health, and workers’ compensation.

Today, July 1, 2014, the minimum wage in the District of Columbia undergoes its first increase in a three-tiered hike, increasing to $9.50 per hour for all District employees.

Executive Summary: The D.C. Council is seeking to amend the D.C. Wage Theft Prevention Act less than one year after the last amendment. If passed, the amended law would substantially increase penalties, create an onerous formal hearing process, impose liability on contractors for subcontractors’ actions, and give the District the ability to suspend business licenses.

The District of Columbia’s minimum wage will increase to $11.50 per hour, from $8.25 per hour, by July 2016 under the D.C. Minimum Wage Amendment Act (“MWAA”), signed into law by District of Columbia Mayor Vincent Gray.