District of Columbia
Enhanced to improve the comprehensiveness, organization and scope of coverage.
District of Columbia employers seeking to demonstrate compliance with District of Columbia law requiring that employers provide a written sexual harassment policy that includes certain elements, such as directions on reporting sexual harassment to management and the District of Columbia Office of Human Rights, should consider including this model policy statement in their handbook.
This section addresses the factors used to define an employer under District of Columbia employment laws.
Updated to reflect effective date of April 11, 2019.
Updated to incorporate protections related to domestic violence, a sexual offense or stalking, effective April 11, 2019.
District of Columbia employers seeking to educate employees about the availability of safety accommodations for victims of domestic violence, a sexual offense and stalking, as well as the family members of victims, and to demonstrate their compliance with the District of Columbia Human Rights Act should consider including this model policy statement in their handbook.
In-depth review of the spectrum of District of Columbia employment law requirements HR must follow with respect Involuntary and voluntary pay deductions.