labor lawAdivision of labor law center

The District of Columbia has a vigorous set of anti-discrimination laws that affect the workplace and public businesses. The Public Accommodations and Employment sections of the Human Rights Act prevent discrimination in a broad number of situations and for a number of populations. Two new anti-discrimination categories were added in 2006 to make the act more up-to-date.

I am happy to note that  starting in April, transgender and transsexual community members are protected from discrimination based on their gender identity or expression, and businesses must respect a person’s gender identity or expression by treating people on the basis of how they want to appear rather than the presumed gender or sex of that individual.

Employers and health insurers now can’t discriminate on the basis of genetic information (i.e. DNA which may indicate a person’s susceptibility to certain diseases or conditions). Employers also can’t request, require, or administer a genetic test to employees or applicants for employment. I’m also glad to see that the new law also prohibits health insurers from requesting or requiring genetic testing or using genetic information as a condition of eligibility for obtaining insurance or for setting premium rates. 

The public accommodations law makes it illegal to deny a person access to public accommodations based on their race, color, religion, national origin, sex, age, marital status, personal appearance, familial status, family responsibilities, disability, matriculation, political affiliation, source of income, or place of residence or business. This also applies to denial of health insurance by health companies.  

Employers can’t discriminate based on the above factors, as well. I know that the employment section of the law specifically states that sexual harassment is a form of sex discrimination which is prohibited by the Act. It also states that pregnancy, childbirth, or related medical conditions are also covered under sex discrimination. . 

Anyone who thinks that they were discriminated against on the basis of their gender orientation or genetic testing (after April 2006) has one year to file a claim with the District of Columbia Office of Human Rights. The discrimination laws can be found on the District of Columbia Complete Labor Law poster which also includes all state and federal labor laws.  

Last 10 posts by Jane

• Kentucky Child Labor Laws - August 20th, 2006
• Indiana Discrimination Notice - August 7th, 2006
• Illinois Unemployment Insurance - August 6th, 2006
• Illinois Emergency Care for Choking Law - August 6th, 2006
• Idaho Discrimination Notice - August 1st, 2006
• Hawaii Payment of Wages - July 31st, 2006
• Hawaii Whistleblower Protection Law - July 31st, 2006
• Georgia's Equal Pay for Equal Work Act - July 30th, 2006
• Georgia Unemployment Insurance - July 30th, 2006
• Georgia Worker's Compensation - July 30th, 2006