Compliance Stuff

  The District of Columbia Right to Breastfeed poster has been updated. The District of Columbia Right to Breastfeed poster has been updated to clarify employer obligations to accommodate breastfeeding employees. This posting appears on the District of Columbia Combination Poster. This is a mandatory change. Regulatory language regarding this posting: The District of Columbia Office of Human Rights has updated the Right to Breastfeed poster clarifying an employers obligations to accommodate breastfeeding employees by providing daily break periods, sanitary room, and flexible scheduling. Posting Statute: ​4 DC ADC § 518 Font/Size/Color Requirement: None Best practice compliance date: 07/03/26 State Kit Format: Poster resides on large format. Source(s): District of Columbia Right to Breastfeed Poster Change . (2026, June 4). Complyright.com. https://laborlawchanges.complyright.com/2026/06/04/district-of-columbia-right-to-breastfeed-poster-change/ ‌

  As 2026 approaches, employers may want to assess the following wage-and-hour compliance issues: rising salary thresholds for overtime exemptions, widening gaps between federal and state minimum wage amounts, and increasingly complex state-specific duties tests and exemption standards. Each can present operational risk if job classifications and pay practices are not carefully aligned with both the Fair Labor Standards Act (FLSA) and stricter state laws. Employers can benefit from ensuring they have updated pay rates and job descriptions to align with the new and changing standards explained below. Quick Hits Employers may want to prepare for 2026 by mapping exempt roles in Alaska, California, Maine, New York, and Washington to new salary thresholds and implementing adjustments aligned with effective dates. To avoid salary compression, employers may want to reconcile pay bands in the thirty-one states with higher minimum wages than federal law and ensure that any threshold multipl...

On August 13, 2025, the United States District Court for the District of Columbia issued a decision addressing an employer’s obligations under the Americans with Disabilities Act (ADA) in the context of remote work accommodations. The court’s decision presents a cautionary tale for employers with employees working remotely. Quick Hits On August 13, 2025, the United States District Court for the District of Columbia issued a decision highlighting the complexities of ADA compliance in remote work accommodations, emphasizing the need for employers to substantiate claims of essential job functions and undue hardship. The court denied the employer’s summary judgment motion, finding factual disputes regarding the essential nature of in-person job functions and whether the requested remote work accommodation imposed an undue hardship. This decision underscores the importance of individualized assessments, clear documentation, and open communication when handling ADA accommodation requests, pa...

Although the law addresses numerous policy areas at the federal level, several of its components specifically address, or will indirectly affect, economic and social dynamics within the District. Below is a detailed discussion of the major elements likely to influence local residents, businesses, and governmental entities, along with the possible implications. One prominent section relevant to the District is the modification of certain individual tax deductions relating to state and local taxes (often referred to as SALT). Under the bill, the limitation on these deductions is extended and further refined, with the changes taking effect for taxable years beginning after December 31. This can significantly affect District taxpayers who typically pay higher local taxes. As the District of Columbia functions both as a city and a quasi-state for many federal legal purposes, these tax changes will alter the after-tax disposable income of residents. This adjustment may influence real estate...

Several state and local minimum wage rates will soon increase, beginning on July 1, 2024. This article provides the state and major locality minimum wage increases for mid-2024 only, along with related changes in the minimum cash wage for tipped employees where applicable. The new rates are in bold text. NOTE: Jurisdictions that will not have—or have not announced—upcoming midyear increases in their minimum wage rates are not included below. This list includes the major localities with minimum wage rates that will increase in mid-2024. It is not exhaustive of all localities nationwide that have a minimum wage rate that may differ from the federal or state rate. Additionally, if a jurisdiction’s minimum cash wage for tipped workers is changing in mid-2024, it is included in the list below. MID-2024 MINIMUM WAGE INCREASES (State and Major Locality) *All the increases shown below will be effective on JULY 1, 2024, unless noted otherwise. CALIFORNIA Berkeley $18.07 to $18.67 Emeryville $18...

  Pending approval by the US Congress, the Wage Transparency Omnibus Amendment Act of 2024 ( D.C. Act 25-367   will take   effect on June 30, 2024 .   Under this act, employers (any non-D.C. governmental or federal government entity that employs at least one person in the district) identify in their job advertisements “the minimum and maximum projected salary or hourly pay.”   The new law does not define salary, the law attempts to provide guidance what salary range means by advising:   In stating the minimum and maximum salary or hourly pay for the position, the range  shall extend from the lowest to the highest salary or hourly pay that the employer in good faith believes at the time of the posting it would pay for the advertised job, promotion, or transfer opportunity.  (Emphasis added.)   Source:  Ogletree Deakins , received on 02.14.2024.   Compliance Calendar has been updated with this information.

  Littler reports that the District of Columbia will soon require employers to disclose compensation on job posting.    The slated effective date is  June 30, 2024.   Source:  Littler , reported on January 16, 2024  

  The “DC Parking Cashout Law,” DC Code §§32-151 et. Seq. requires employers with more than 20 “covered employees” to report on their provision of certain parking benefits.    Reports were due on  January 15, 2024.