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An Update on the Minimum Wage Laws in Dc

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An Update on the Minimum Wage Laws in Dc om AN UPDATE ON THE MINIMUM WAGE LAWS IN DC Minimum Wage Laws Under Federal law, the minimum wage is Therefore, starting July 1st the minimum currently set at $7.25 per hour.1 However, wage in D.C. for employees who are not like several states, the District of exempt from the federal and District wage Columbia’s minimum wage rate is higher and hour laws 2 will be $9.50 per hour. than the current federal minimum wage rate. Currently, the minimum wage in D.C. is During the past several years, there has been $8.25 per hour. an increase in the number of lawsuits filed against employers for alleged violations of In 2013, the D.C. Council passed the state and federal wage-hour laws. Under Minimum Wage Amendment Act of 2013 D.C. law, an employee who is successful in which would increase the minimum wage as a wage-hour lawsuit can collect follows: compensatory, liquidated damages, plus costs and reasonable attorneys’ fees. (a) Effective July 1, 2014, the minimum wage will be the greater of $9.50 or Moreover, an employer may be found liable $1 more than the Federal minimum even where the underpayment was due to an wage. oversight or unintentional mistake. Given (b) Effective July 1, 2015, the minimum the foregoing, it is in an employer’s best wage will be the greater of $10.50 or interest to review its payroll policies and $1 more than the Federal minimum procedures to help ensure they comply with wage applicable federal and D.C. laws. If changes (c) Effective July 1, 2016, the minimum are required to their policies and practices, wage will be the greater of $11.50 or employers should revise them immediately, $1 more than the Federal minimum thus reducing any potential liability. wage. (d) Beginning July 1, 2017, and every year thereafter, the minimum wage will be increased to reflect any 2 increase in cost of living. All employees must be paid the minimum wage and overtime for any hours over 40 worked in the week, unless they are considered exempt under federal law. In order to be exempt, an employee must be paid at 1 Employers who use the “tip credit” are permitted least $455 per week, and be classified as an to pay employees $2.77 per hour, provided however, executive, administrative or professional employee. that the employer ensures that the employee’s total In addition certain outside sales persons and workers compensation, including tips, reaches the required who perform certain computer-related work are minimum wage. exempt. December 2013 Revised March 2014 Page 2 The D.C. minimum wage applies to any • is given less than four hours of actual employee who is not exempt and who: work. • regularly spends more than 50% of If, however, the employee is regularly his or her working time in D.C.; or scheduled to work less than four hours a day, the employer is required to pay the • is based in D.C. and regularly spends employee for the hours regularly scheduled a substantial amount of his or her (i.e., not the minimum four hours of work). working time in D.C. and does not spend more than 50% of his or her Should an employer face a situation where it work time in any particular state. must pay an employee for four hours of work, even though the employee worked for For example, if your organization has an less than four hours, the wage must be employee who spends 60% of his or her calculated by paying the employee’s regular time at your offices in D.C., and 40% at rate for the hours actually worked, plus your offices in Maryland, the employee payment at the minimum wage for the hours must be paid the D.C. minimum wage for all not worked. hours worked, regardless of location, because he or she regularly spends more D.C. Split Shift Requirement than 50% of working time in D.C. D.C. law also provides that an employer In a second example, if your organization must pay an employee for one additional has an employee who is based in your D.C. hour at the minimum wage for each day office and spends one-third of his or her during which the employee works a split time in D.C., one-third in Maryland, and shift. A split shift occurs when an one-third in Virginia, the employee must be employee's schedule of daily hours worked paid the D.C. minimum wage for all hours is not consecutive (i.e., when an employee's worked because he or she spends a work day is split into two or more working substantial amount of work time in D.C. and periods). does not spend more than 50% in any particular state. The regulations provide an exception for employees living on the employer’s D.C. Minimum Four Hour Shift premises. Thus, if an employee lives on the Requirement employer’s premises, the employer is not required to pay an employee an additional D.C. law also requires an employer to hour for each day he/she works a split shift. compensate an employee for at least four hours of work for each day on which the D.C. Poster Requirement employee: Employers subject to federal and D.C.’s • reports for work under general or minimum wage laws are required to post a specific instructions, but does not copy or summary of the applicable laws and receive work, or regulations. The poster must be posted in a conspicuous and accessible place in the worksite, such as a communal break room. Revised March 2014 Page 3 Should an employer need a poster, the (50) full-time equivalent individuals or less employer can obtain the poster by visiting provided the organization is exempt from the District of Columbia’s Department of taxation pursuant to section 501(c)(3) of the Employment Services website, at Internal Revenue Code. http://www.does.dc.gov. The Living Wage Act also excludes other employees, including: D.C. Living Wage Act • work performed under contracts for In addition to the minimum wage laws, services needed immediately to employers that receive certain government prevent or respond to a disaster or grants and contracts must comply with D.C. imminent threat to public health or minimum “living-wage.” The minimum safety declared by the Mayor; living wage for 2014 is $13.60 per hour. • work performed under contracts and agreements between managed care Under the “Living Wage Act of 2006,” the organizations and the Health Care minimum living wage is applicable to any Safety Net Administration or the employer that either: Medicaid Assistance Administration that are designed to provide health (a) has a contract with, or receives services; assistance from, the District • work performed under Medicaid government in the amount of provider agreements for direct care $100,000 or more annually; or services to Medicaid recipients are exempt from the living wage (b) is a sub-contractor and is paid requirement, provided, however, that $15,000 or more from a D.C. the direct care service is not provided government contract, or receives through a home care agency, a $50,000 or more from another community residence facility, or a organization receiving government group home for mentally retarded assistance. persons; • tenants or retail establishments that “Assistance” is broadly defined as a occupy property constructed or contract, loan, or tax increment financing improved using D.C. Government that results in a financial benefit. assistance, unless the government assistance was provided by the D.C. Living Wage Exemptions Government directly to the tenant or retail establishment; Recognizing the potential fiscal burden the • law will place on employers, the law work performed under contracts or other agreements that provide contains several exceptions, enabling certain trainees with additional services, employers to be exempt from the Living including case management and job Wage Act’s requirements. readiness services, provided that the trainees do not replace employees Specifically, the law exempts employees of subject to the Act; and nonprofit organizations that employ fifty Revised March 2014 Page 4 • employees under twenty-two (22) not considered a waiver of the employee’s years of age employed during a claim for additional wages. school vacation period, or enrolled as full-time students working less than Additional Resources: twenty-five (25) hours per week. The following resources may be of interest to you: D.C. Wage Payment Law Regarding Separation of Employment Information about D.C.’s wage and hour laws: Periodically, an employer must deal with an http://does.dc.gov/service/wage-and-hour- employee who separates from employment, compliance whether voluntary or involuntary. Information about D.C.’s wage and hour living wage requirements: Under the D.C.’s Wage Payment Law, when http://does.dc.gov/sites/default/files/dc/sites/doe an employer discharges an employee, the s/publication/attachments/Living%20Wage%20 employer must pay the employee’s wages Act%20Fact%20Sheet%202013.pdf earned no later than the working day immediately following the date of discharge. US Department of Labor wage and hour website: If, however, an employee resigns or quits, http://www.dol.gov/dol/topic/wages/ the employer is obligated to pay the employee’s wages due on the next regular payday or within seven days from the date of the employee’s resignation, whichever occurs first. In the case of an employee who is responsible for monies belonging to the employer, the employer has a period of four days from the employee’s separation date to determine the accuracy of the employee’s accounts, at the end of which time all wages This communication is a public service of the D.C.
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