August 9, 2020

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August 07, 2020

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August 06, 2020

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Amended D.C. Wage Theft Prevention Act Effective February 26

The District of Columbia Department of Employment Services has announced the Wage Theft Prevention Amendment Act will become effective on February 26, 2015. 

The Act makes sweeping changes to D.C.’s wage and hour laws, greatly increasing employer obligations, penalties, and liability and creating a cumbersome administrative hearing process. Most significant for many employers are the enhanced precise timekeeping and wage statement requirements for all employees — including exempt employees. (For details, see our article, Amended D.C. Wage Theft Prevention Act Adds Employer Obligations and Onerous Penalties for Violations.)

The effective date is still subject to change. Once the law goes into effect, employers are required to give employees a written notice of their wages. The Mayor is to provide employers with a template of this notice within 60 days of the Act’s effective date. Employers are required to issue the written notice to each employee within 90 days of the Act’s effective date.

The Act also requires employers to post a copy or summary of the Act on the employer’s premises. The Mayor’s office is to provide employers with this within 60 days of the Act’s effective date as well.

The Act makes significant changes to both employer liability and the administrative law process. Employers with a workforce in D.C. should review and revise their policies and practices to ensure they are compliant with the revised law. We will continue to monitor the Act’s status and report any further information. 

Jackson Lewis P.C. © 2020National Law Review, Volume V, Number 16


About this Author

Leslie Stout-Tabackman, Labor Employment Attorney, Shareholder, Jackson Lewis Law Firm

Leslie Stout-Tabackman is a Principal in the Washington, D.C. Region office of Jackson Lewis P.C. She has a broad-based practice counseling and representing employers on compliance with federal and state workplace laws and regulations, and designing and implementing sound practices and policies.

Ms. Stout-Tabackman regularly counsels and represents clients with matters before the U.S. Department of Labor’s (DOL) Wage and Hour Division, including Fair Labor Standards Act (FLSA) issues and prevailing wage and benefits issues arising under the Service Contract Act...

Jacqueline Langland, Jackson Lewis, Management Representation Lawyer, Gender Justice Attorney

Jacqueline F. Langland is an Associate in the Omaha, Nebraska, office of Jackson Lewis P.C. She represents management in all aspects of labor and employment law.

During her studies at the University of Iowa College of Law, Ms. Langland was a full-tuition Law Merit Scholarship recipient. While in law school, she was an Articles Editor for the Journal of Gender, Race and Justice, a Research Assistant for a professor, and a student legal intern at the College of Law’s Legal Clinic. After law school, she clerked for six district court and two senior judges in Iowa’s District 8A. As a law clerk, Ms. Langland conducted legal research and drafted rulings in a number of labor and employment law cases and assisted a senior judge in conducting a settlement conference in a multi-plaintiff wrongful termination suit.

Kessia Brown, Jackson Lewis, Employment Litigation Lawyer

Kesia Brown is an Associate in the Washington D.C. Region office of Jackson Lewis P.C.

Ms. Brown’s practice focuses on employment litigation and counseling and is actively involved in the firm’s Wage and Hour practice group. She has counseled and represented management in matters related to the Fair Labor Standards Act, Americans with Disabilities Act, Title VII, the Family and Medical Leave Act, whistleblower claims, ERISA and OSHA compliance.

Ms. Brown received her B.A. from Vassar College and her J.D. from the University of...