Compliance Stuff

The District of Columbia Minimum Wage poster has been updated. The District of Columbia Minimum Wage poster has been updated to reflect an increase to the minimum wage rate. The minimum wage will increase from $17.95 per hour to $18.40 per hour effective July 1, 2026. The minimum wage for tipped employees will also increase to $10.30 per hour effective July 1, 2026. This posting appears on the District of Columbia Combination Poster. This is a mandatory change.   Statutory language regarding this posting: Effective July 1, 2026, the minimum wage in the District of Columbia will increase from $17.95 per hour to $18.40 per hour for all workers, under an annual inflation adjustment passed by the “Fair Shot Minimum Wage Adjustment Act of 2016”, which includes provisions to further increase the minimum wage in subsequent years. Also as of July 1, 2026, the base minimum wage for tipped employees will increase from $10.00 per hour to $10.30 per hour. Posting Statute: ​DC Stat. §32-10...

When President Donald Trump sent National Guard troops to Los Angeles and Washington, D.C., in recent months, some private employers faced unplanned leaves of absence. Here are some considerations for employers to keep in mind when employees take military leave. Quick Hits The Trump administration has deployed troops to Los Angeles and Washington, D.C ., in recent months, and the president has named four more cities where he intends to deploy troops. Employers must provide job-protected leave to service members who are called to military duty. Domestic deployments for natural disasters or other emergencies may impact private employers with regard to their staffing levels, compensation costs, and employee benefits administration. In June 2025, President Trump deployed about 4,700 National Guard soldiers and U.S. Marines to Los Angeles to support federal immigration enforcement. On August 11, 2025, President Trump  deployed  about 800 National Guard soldiers to Washington, D.C.,...

  The federal government made headlines last week by rolling back a slew of workplace obligations, but employers should be prepared for heightened requirements at the state and local level . Indeed, blue states are expected to up their game this year in resistance to the Republican trifecta in the White House, Senate, and House – and pay transparency will continue to be one of the hottest topics. This trend has already impacted many businesses in various locations across the country, and we think more employers will be grappling with new compliance obligations by the end of the year. Here’s what you need to know about pay transparency laws and five tips for compliance.  1. Keep Up with the Patchwork of New State Laws In addition to rules on equal pay for equal work, many states are now requiring employers to disclose salary ranges in job listings and for promotional opportunities . Pay transparency affects all aspects of workplace relationships – including hiring, recruitment...