District of Columbia Minimum Wage Poster Mandatory
The District of Columbia Minimum Wage Poster is a District of Columbia minimum wage law poster provided for businesses by the District of Columbia Office Of Human Rights. This is a required poster for all District of Columbia employers, and any business that fails to post this notification may be subject to penalties or fines.
DISTRICT OF COLUMBIA MINIMUM WAGE POSTER THIS SUMMARY MUST REMAIN IN A VISIBLE LOCATION WHERE EMPLOYEES MAY READ MINIMUM WAGE RATES Employees who do not receive gratuities Employees who receive gratuities $13.25 per hour beginning July 1, 2018 $3.89 per hour beginning July 1, 2018 $14.00 per hour beginning July 1, 2019 $4.45 per hour beginning July 1, 2019 $15.00 per hour beginning July 1, 2020 $5.00 per hour beginning July 1, 2020 $15.20 per hour beginning July 1, 2021 $5.05 per hour beginning July 1, 2021 $1 6.1 0 per hour beginning July 1, 202 2 $5. 35 per hour beginning July 1, 202 2 $17.00 per hour beginning July 1, 202 3 $6.00 per hour beginning Ma y 1, 2023 $8.00 per hour beginning July 1, 2023 Beginning in 2021, the minimum wage will increase during each successive year in proportion to the Consumer Price Index for both employees who do not receive gratuities and employees who receive gratuities. Visit the Department of Employment Services website at www.does.dc.gov for the yearly minimum wage rates. MINIMUM WAGE EXCEPTIONS The minimum wage provision does not apply in instances where other laws or regulations establish minimum wage rates for the following: 1. Handicapped workers may be paid less only when the employer has received an authorizing certificate from the U.S. Department of Labor. 2. Persons employed under provisions of the Workforce Innovation and Opportunity Act shall be paid pursuant to that Act. 3. Persons employed under provisions of the Youth Employment Act shall be paid pursuant to that Act. 4. Persons employed under provisions of the Older Americans Act shall be paid pursuant to that Act. 5. Students employed by institutions of higher education may be paid the minimum wage established by the United States government. 6. The Wage Theft Prevention Amendment Act of 2014, effective February 26, 2015, removed adult learners as a minimum wage exception. Newly hired persons 18 years of age or older must be paid the established District of Columbia minimum wage immediately upon hire. 7. The minimum wage provision does not apply to persons: a. employed in a bona fide executive, administrative, professional, computer, or outside sales capacity; or b. engaged in the delivery of newspapers to the home of the consumer. OVERTIME PAY At least 1 1/2 times the regular rate of pay for all hours worked over 40 hours in a workweek. OVERTIME EXCEPTIONS The overtime provision shall not apply to persons employed: 1. In a bona fide executive, administrative, professional, computer, or outside sales capacity; 2. As a private household worker who lives on the premises of the employer; 3. In a retail or service establishment and whose regular rate of pay is in excess of one and one -half times the minimum hourly rate applicable under the Act, and more than one -half of the employee’s compensation for a representative period (not less than one month) represents commissions on goods and services; 4. As a seaman, by a railroad, as an attendant in a parking lot or parking garage, or in newspaper home delivery; 5. By an air carrier who voluntarily exchanges workdays with another employee for the primary purpose of utilizing air travel benefits available to these employees; or 6. As a salesperson, parts salesperson, or mechanic primarily engaged in selling or servicing automobiles, trailers, or trucks if employed by a non -manufacturing establishment primarily engaged in the business of selling these vehicles to ultimate purchasers. NOT E: The Car Wash Employee Overtime Amendment Act of 2012, effective May 31, 2012, removed the overtime exception for employees of a car wash. Car wash employees are entitled to overtime for all hours worked over a forty - hour workweek. The United States Department of Labor’s Home Care Rule, effective November 12, 2015, became applicable to direct care workers employed by agencies and other third -party employers. Direct care workers are workers who provide home care services, such as certified nursi ng assistants, home health aides, personal care aides, caregivers, and companions. PERSONS NOT ENTITLED TO OVERTIME PAY UNDER DISTRICT LAW MAY BE ENTITLED UNDERFEDERAL LAW For more information, call the U.S. Department of Labor, Wage -Hour Division, or visit www.dol.gov/whd . UNIFORMS Employers must pay the cost of purchase, maintenance, and cleaning of uniforms and protective clothing required by employer or by law or pay the employee 15 cents per hour in addition to the minimum wage (maximum required is $6.00 per week) for washable uniforms. When the employer purchases and the employee maintains washable uniforms, the additional payment required is 10 cents per hour. When the employer cleans and maintains but the employee purchases, the additional payment required is 8 cents per hour. MEALS Employers may deduct $2.12 for each meal made available. For four (4) hours or less of work, a maximum of one (1) meal deduction is allowed. For over four (4) hours of work, a maximum of two (2) meal deductions is allowed. For employees that live on the employer’s premises, no more than $6.36 per day can be deducted. OTHER PROVISIONS Additional wages are due to employees for split shifts, travel expenses, and tools. Other deductions may be taken for lodging provided by the employer. DEDUCTIONS No employer shall make any deductions, except those specifically authorized by law or court order, which would bring the wages below those required by the Act. An itemized wage state ment showing all deductions must be provided with each pay check. RECORDS Every employer shall make and keep for at least three (3) years accurate time and payroll records for each employee, in addition to other detailed records required by the Act. TIPPED EMPLOYEES Employers must pay a service rate per hour (please see the rate of current minimum wage in accordance with the regulations set forth in this document under tipped employees) to “tipped employees.” If an employee’s hourly tip earnings (averaged weekly) added to the service rate do not equal the minimum wage, the employer must pay the difference. INTERNET -BASED TIP PORTAL FOR ONLINE REPORTING OF THE QUARTERLY WAGE REPORT An employer who employs an employee who receives gratuities shall submit a quarterly wage report within 30 days of the end of each quarter to the Mayor certifying that the employee was paid the required minimum wage. 1. The Mayor has created an Internet -based portal for online reporting of the quarterly wage reports and it is located at https://www.essp.does.dc.gov/ . 2. An employer shall submit its quarterly wage reports online unless the employer claims that online reporting creates a hardship, in which case the employer shall submit its reports in hard -copy form. 3. The Mayor shall provide reporting requirements training to educate employers about the reporting requirements and use of the Internet -based portal. ADDITIONAL LAWS ADMINISTERED BY THE OFFICE OF WAGE - HOUR All labor laws enforced within the District of Columbia can be found on www.does.dc.gov . FOR A COMPLETE TEXT OF EACH LAW OR TO FILE A COMPLAINT CONTACT DEPARTMENT OF EMPLOYMENT SERVICES OFFICE OF WAGE HOUR 4058 Minnesota Avenue, N.E. Washington, D.C. 20019 (202) 671 -1880 | www.does.dc.gov
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.