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
Articles Discussing D.C. Wage & Hour Issues.
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.