District of Columbia Living Wage Act Poster
The Living Wage Act Poster is a District of Columbia minimum wage law poster provided for businesses by the District of Columbia Office Of Human Rights. This notification is required for some employers, such as state government employers.
THE LIVING WAGE ACT OF 2006 D.C. Code §§ 2 -220.01 – 2-220 .11 Recipients of contracts or government assistance shall pay affiliated employees and subcontractors who perform services under the contracts no less than the current living wage. Effective January 1, 202 2 until June 30, 202 2, the living wage rate is $1 5. 50 per hour. Effective July 1, 202 2, the District’s Minimum Wage and Living Wage will increase to $16.10 . The requirement to pay a living wage applies to: ▪ All recipients of contracts in the amount of $100,000 or more, and all subcontractors that receive $15,000 or more from the funds received by the recipient fro m the District of Columbia, and ▪ All recipients of government assistance in the amount of $100,000 or more, and all subcontractors of these recipients that receiv e $50,000 or more from the government assistance received by the recipient from the District of Columbia. “Contract ” means a written agreement between a recipient and the District government. “Government assistance ” means a grant, loan , or tax increment financing that result in a financial benefit from an agency, commission, instrumentality, or other entity of the District government. “Affiliated employee ” means any individual emplo yed by a recipient who received compensation directly from government assistance or a contract with the District of Columbia government, including employees of the District of Columbia, any employee of a contractor or subcontractor of a recipient who perfo rms services pursuant to government assistance or contract. The term “affiliated employee” does not include those individuals who perform only intermittent or incidental services with respect to the contract or government assistance or who are otherwise e mployed by the contractor, recipient , or subcontractor. Certain e xemptions apply : 1) Contracts or agreements subject to wage determinations required by federal law which are higher tha n the wage required by this Act; 2) Existing and future collecting barg aining agreements, provided that the future agreement result s in employees being paid no less than the current living wage; 3) contracts for electricity, telephone, water , sewer performed by regulated utilit ies ; 4) contracts for services needed immediately to prevent or respond to a disast er or immin ent threat declared by the Mayor; 5) contracts awarded to recipients that p rovide trainees with services , including but not limited to case management and job readiness services, provided the trainee does not replace employees; 6) employees under 22 years of age employed during a school vacation period, or enrolled as a full -time student who works less than 25 hours per week; 7) tenants or retail establishments that occupy property constructed or impro ved by government assistance, provided there is no receipt of direct District government assistance; 8) employees of nonprofit organizations that employ not more than 50 individuals and qualify for 501(c)(3) status; 9) Medicaid provider agreements for dire ct care services to Medicaid recipients , provided, that the direct care service is not provided through a home care agency, a community residence facility, or a group home for persons with intellectual disabilities as those terms are defined in section 2 o f the Health -Care and Community Residence Facility, Hospice, and Home Care Licensure Act of 1983; D.C. Official Code § 44 -501 ; and 10 ) contracts or agreements between managed care organizations and the Health Care Safety Net Administration or the Medicaid Assistance Administration to provide health services. Home Care Final Rule: The Department of Labor extended overtime protections to home care workers and workers who provide companionship services . Employers within this industry are now subject to reco rdkeeping provisions. See 29 CFR Part 552 . Each recipient and subcontractor of a recipient shall provide this notice to each affiliate d employee covered by this notice, and shall also post this notice in a conspicuous site in its place of business. All recipients and subcontractors shall retain payroll records created and maintained in the regular course of business under District of Colu mbia law for a period of at least 3 years. To file a claim , visit: Department of Employment Services , Office of Wage -Hour, 400 Virginia Avenue, SW , 4th Floor , Washington, D.C. 200 24; call: (202) 671 -1880; or file your claim on -line: does.dc.gov. Go to “File a Claim” tab.
More District of Columbia Labor Law Posters 23 PDFS
Minimum-Wage.org provides an additional 22 required and optional District of Columbia labor law posters that may be relevant to your business. Be sure to also print and post all required state labor law posters, as well as all of the mandatory federal labor law posters.
|District of Columbia Poster Name||Poster Type|
|Required Workers' Compensation Notice||Workers Compensation Law|
|Required Unemployment Compensation||Unemployment Law|
|Required Accrued Sick and Safe Leave Act||Sick Leave Law|
|Required District of Columbia Minimum Wage Poster||Minimum Wage Law|
|Required Protecting Pregnant Workers Act||General Labor Law Poster|
District of Columbia Labor Law Poster Sources:
Labor Poster Disclaimer:
While Minimum-Wage.org does our best to keep our list of District of Columbia labor law posters updated and complete, we provide this free resource as-is and cannot be held liable for errors or omissions. If the poster on this page is out-of-date or not working, please send us a message and we will fix it ASAP.