Nobody ever said running a business was a walk in the park. As an employer, you have a lot of balls in the air, and compliance is just one of them. A really, really important one that, if dropped, could cost you a whole lot of money.
In addition to federal regulations, each state has their own share of employment laws that business owners need to be aware of. Here, we’re highlighting some of these key state-specific requirements and laws, and offering guidance to help you keep up.
Bear in mind, this list is not comprehensive, and there may be local or industry-specific employment requirements that your business needs to comply with. It’s best to consult with counsel to ensure compliance with all applicable laws, as Justworks does not provide legal advice.
Wage Theft Protection Act
In the District of Columbia, employers are required to satisfy the requirements of the Wage Theft Prevention Act (WTPA) via the presentation of wage notices.
Payroll Tax Accounts
Because Justworks reports state unemployment taxes on your behalf, you’ll need to close your Washington, D.C. State Unemployment and Withholding accounts prior to joining our platform. Here are the steps to close your account.
Family & Medical Leave Act
Under the D.C. Family and Medical Leave Act (DCFLMA), employers with 20 or more employees in the District of Columbia must provide up to 16 weeks of job-guaranteed leave to eligible employees. Similar to the federal FMLA, this leave may be taken for the purposes of bonding with a new child, for an employee’s own, or a family member’s serious health condition.
Statutory Paid Family Leave
The District of Columbia has passed the Universal Paid Leave Amendment Act, which provides eligible employees with partial payment of wages for up to 8 weeks to bond with a new child, up to 6 weeks for a family member’s serious health condition, and up to 2 weeks for the employee’s own serious health condition.
The District will begin to collect taxes from employers on July 1, 2019. Eligible employees will be able to utilize paid family leave starting July 1, 2020.
Department of Employment Services: District of Columbia Paid Family Leave
Paid Sick Leave
Under the District of Columbia’s paid sick leave law, employers must provide sick leave for their employees and are required to display, for employees, a notice that details employee rights under the law.
District of Columbia employers can find the most up-to-date minimum wage requirements from the D.C. Department of Employment Services.
District of Columbia employers should familiarize themselves with specific compliance issues and certain key documents for terminating employees.
In D.C., the final paycheck must be issued by the next business day if the termination is involuntary. For a voluntary termination, the final paycheck must be issued on next regularly scheduled payday or within 7 days, whichever is earlier.
Department of Employment Services: D.C. Wage Payment & Wage Collection Law
The Sustainable DC Omnibus Amendment Act of 2014 requires employers with 20 or more employees located in Washington, D.C. to offer commuter transit benefits to their employees.
This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.