District of Columbia
District of Columbia employers seeking to educate employees about the availability of leave under the District of Columbia Parental Leave Act (DCPLA) and to demonstrate their compliance with the law should consider including this model policy statement in their handbook.
District of Columbia employers with 11 or more employees that seek to educate employees about the availability of jury duty leave, which must be paid for certain full-time employees, and to demonstrate compliance with the District of Columbia's jury duty leave law should consider including this model policy statement in their handbook.
District of Columbia employers with fewer than 11 employees that seek to educate employees, including supervisors, about the availability of unpaid jury duty leave and to demonstrate their compliance with the District of Columbia's jury duty leave law should consider including this model policy statement in their handbook.
District of Columbia employers seeking to demonstrate their compliance with the District of Columbia's Emancipation Day leave law should consider including this model policy statement in their handbook.
District of Columbia employers seeking to explain how the handbook and supplement should be read together and that neither the handbook nor the supplement alter an employee's at-will status should consider including this model policy statement in their handbook.
District of Columbia employers seeking to encourage and demonstrate compliance with the District of Columbia law requiring that employers provide unpaid break time and reasonable locations for employees to express breast milk should consider including this model policy statement in a District of Columbia supplement.
As mandated by the District of Columbia Office of Human Rights, all District of Columbia employers must post the District of Columbia Parental Leave Act Poster.
As mandated by the District of Columbia Office of Human Rights, all District of Columbia employers subject to the District of Columbia Family and Medical Leave Act of 1990 must post the District of Columbia Family and Medical Leave Act Poster.
As mandated by the District of Columbia Office of Human Rights, all District of Columbia employers with 20 or more employees must post the District of Columbia Equal Employment Opportunity Poster.
In-depth review of the spectrum of District of Columbia employment law requirements HR must follow with respect to interviewing and selecting job candidates.