District of Columbia Wage Payment and Collection Law (DCWPCL)
The District of Columbia Wage Payment and Collection Law (DCWPCL) requires employers to pay employees all earned wages on time, including regular pay, overtime, and commissions.
Employers must issue final paychecks within the mandated timeframe upon termination of employment, regardless of the reason.
Non-compliance can result in penalties, including fines and liability for unpaid wages plus additional damages. Our job is to ensure your business adheres to DCWPCL provisions to avoid disputes and ensure a compliant workplace.
Additional reading: vicarious liability in Maryland
Accrued Sick and Safe Leave Act (ASSLA)
The Accrued Sick and Safe Leave Act (ASSLA) mandates that employers in Washington, D.C., provide paid leave to employees for health-related needs or safety reasons, such as addressing domestic violence or abuse.
Leave accrual rates depend on the size of the employer, with larger businesses required to offer more generous leave policies. Employers must track and report leave accurately to remain compliant and avoid penalties.
By adhering to ASSLA with our support, businesses can support employee well-being while meeting legal obligations.
Occupational Safety and Health Administration (OSHA) Regulations
OSHA regulations require employers to maintain safe working environments to prevent workplace injuries. For industries like manufacturing and biotech, OSHA compliance is especially important due to the high risk of accidents.
Non-compliance with OSHA standards can lead to fines and, more critically, an unsafe work environment, potentially causing accidents or costly shutdowns. For example, OSHA’s annual reports often demonstrate substantial fines for businesses that have unaddressed safety hazards.
We help businesses stay compliant with OSHA standards by regularly reviewing safety practices and providing updates on new regulations to minimize risk and enhance workplace safety.
Federal Fair Labor Standards Act (FLSA)
The FLSA governs minimum wage, overtime pay, and child labor laws nationwide, and Maryland and DC businesses must follow these federal standards to avoid disputes and violations. The FLSA is particularly relevant for businesses employing hourly workers or contractors, where wage calculations can be tricky.
Failure to comply with FLSA standards can lead to penalties, legal fees, and damage to business credibility.
In addition to the FLSA, employers in Washington, D.C., must adhere to the District’s Minimum Wage Act Revision Act, which may set higher minimum wage rates and different overtime provisions than federal law.
Our labor and employment lawyers assist businesses in following fair and accurate wage practices to avoid costly wage disputes and potential lawsuits by staying current with all federal requirements.
Family and Medical Leave Act (FMLA)
The FMLA requires businesses with more than 50 employees to provide unpaid, job-protected leave for family and medical reasons. Compliance is critical, as failure to adhere to the FMLA can lead to financial and legal penalties.
Key provisions include up to 12 weeks of leave for eligible employees dealing with serious health conditions, family caregiving, or childbirth.
The District of Columbia offers additional protections under the D.C. Family and Medical Leave Act (DCFMLA), which allows eligible employees to take up to 16 weeks of unpaid leave for family and medical reasons. Employers in Washington, D.C., must comply with both federal and local leave laws.
Flood Law LLC supports businesses by advising on FMLA requirements and aligning leave policies with the law to protect the rights of both the company and its employees.