D.C. Wage Theft Amendment Update
The District of Columbia Wage Theft Amendment target effective date has now been moved to February 26, 2015. D.C. Mayor signed an emergency amendment into effect in late December, which was then sent to Congress on January 13th. The February 26th date is an estimate provide by the D.C. Legislative Information Management System.
The Mayor’s Office has yet to provide a model notice for employers to use, but is required to do so within 60 days of the effective date of the amendment. For those wishing to create their own template, the new law requires nonprofits with DC employees (and all DC employers) to provide a written notice containing the following:
- The name of the employer and any “doing business as” names used by the employer;
- The physical address of the nonprofit’s main office or principal place of business, as well as a mailing address, if different;
- The telephone number of the employer;
- The employee’s rate of pay and the basis of that rate, including by the hour, shift, day, week, salary, piece, and/or commission;
- Any allowances claimed as part of the minimum wage, including tip, meal, or lodging allowances;
- Overtime rate of pay and exemptions from overtime pay;
- The living wage and exemptions from the living wage;
- The applicable prevailing wages; and
- The employee’s regular payday designated by the employer.
The notice is to be given to all new hires beginning on the effective date, and to all existing employees within 90 days of the effective date.
Be sure to review the most recent Labor and Employment Compliance Bulletin from Equifax that outlines employer responsibilities of the new amendment and also highlights potential fines for failing to provide the employee notice.
Let us show you how Equifax can leverage the Compliance Center to simplify your process and help ensure compliance with the D.C. Wage Theft Prevention Amendment Act notification requirements as well as other new hire and annual notifications such as California Wage Theft, New Jersey Gender Equity, New Jersey Conscientious Employee Protection Act and others.