District of Columbia (DC) Workplace Discrimination Law Requirements

September 9th, 2006 Posted by Rachel

The District of Columbia believes that all individuals should have equal opportunities to participate fully in the economic, cultural an intellectual life of the District. Every individual should have an equal opportunity to participate in all aspects of life, including, but not limited to, in employment, in places of public accommodation, resort or amusement, in educational institutions, in public service, and in housing and commercial space accommodations. I decided to do some research into the employment aspect and found some pretty useful information. Not only does state law govern employers, but they are expected to comply with federal laws as well. The DC Office of Human Rights or OHR helps settle complaints of unlawful discrimination in employment.

DC has zero tolerance for sexual harassment in the workplace. Sexual harassment is recognized as one of the most invidious, demeaning and demoralizing examples of workplace misconduct. Sexual harassment is considered a form of discrimination and is punishable under District of Columbia (DC) Job Discrimination Law in the Workplace. Violation of this law will not be tolerated and anyone who violates the law will be punished.

The District of Columbia (DC) Job Discrimination Law in the Workplace is based on the Human Rights Act and prohibits any type of discrimination on the perceived or actual basis of race, personal appearance, color, religion, national origin, age, disability, marital status, place of residence, sexual orientation, political affiliation, familial status, family responsibilities, source of income or matriculation.

District of Columbia (DC) Job Discrimination Law in the Workplace protects workers from discrimination in virtually all aspects of employment. From hiring, training or promotions, fringe benefits to reassigning, recruiting, disciplining, suspending or termination. It is also unlawful discriminatory practice for an employer to refuse to make a reasonable accommodation for an employee’s religious observance by permitting the employee to make up work time lost due to such observance, unless such an accommodation would cause the employer undue hardship.

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District of Columbia (DC) Discrimination Posting Requirements for Employers

August 17th, 2006 Posted by Derrick

The District of Columbia doesn’t allow any form of discrimination in the workplace. The DC Human Rights Law protects employees from being discriminated against due to the employee’s race, religion, gender, marital status, national origin, age, personal appearance, sexual orientation, marital status/family responsibilities, political affiliation, matriculation or disability. It is the employer’s responsibility to know the laws that protect the employees and to ensure that no laws are broken. One law that all employers must follow is to display the District of Columbia state discrimination posters where all employees will be able to easily see it.

There are many ways in which a worker may be discriminated against in the workplace. A person may not be awarded a promotion or he/she may be demoted. A person may be refused a job or fired. Or a person may be treated unfairly in any number of other ways. All these scenarios are covered and explained on the District of Columbia state discrimination posters that employers are required to display.

A person who feels that he/she has been a victim of discrimination can file a complaint at the local or federal level. The alleged victim has one year from the time of the incident to file with DC’s Office of Human Rights. If the victim wishes to file the complaint on the federal level, he/she has three hundred days to file with the Equal Employment Opportunity Commission. A person can also file a private lawsuit in DC or on the federal level. DC doesn’t limit the amount of damages that can be awarded but the federal government does. There are also time limits for filing private lawsuits.

It is against DC and federal law to discriminate against employees. Employees also must be informed of their rights to be treated fairly. Employers must post District of Columbia state discrimination posters that provide all the information employees need to know to protect themselves from discrimination. It is against the law for employers to fail to correctly display the District of Columbia state discrimination posters.

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District of Columbia Anti-Discrimination Laws

July 25th, 2006 Posted by Jane

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.  

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District of Columbia Public Accommodations Act

July 21st, 2006 Posted by Jane

I think that the Public Accommodations section of the District of Columbia’s Human Rights Act has brought the city into the 21st century. Two of its provisions are cutting-edge and new: it is now illegal to discriminate on the basis of gender orientation or because of the results of genetic testing. 

I know that before April 2006, it was illegal to deny a person access to public accommodations based on their race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, familial status, family responsibilities, disability, matriculation, political affiliation, source of income, or place of residence or business. This also applied to denial of health insurance by health companies. 

But 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. In addition, employers will no longer be able to seek or obtain genetic information regarding an employee or applicant for employment except by written consent for either: 

  • determining the existence of a bona fide occupational qualification, 
  • investigating a workers compensation or disability claim, or 
  • determining an employee’s susceptibility of exposure to potentially toxic substances in the workplace. 

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. 

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 full details of this groundbreaking law can be found on the District of Columbia Complete Labor Law poster which also includes all state and federal labor laws. 

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District of Columbia Discrimination Information

May 21st, 2004 Posted by Jane

I know that employers and businesses must abide by the rules contained in the discrimination section of the District of Columbia’s Human Rights Act. The act prohibits discrimination during employee hiring, promotion, training, recruitment, reassignment, separation or termination. This applies to employers, employment agencies, and labor boards, and they must post the discrimination information in their businesses.

Two new anti-discrimination categories were added in April 2006 to make the bill more up-to-date with current events. Genetic testing results can’t be used as a means of discrimination, and can’t be demanded by an employer. Also, gender identity or expression (i.e. transsexual or transgendered) can’t be used to discriminate against a person. The person must also be referred to by their chosen orientation.

I know that employers can’t discriminate on the basis of other factors, such as:

  • Age
  • Disability
  • Education
  • Marital Status or family responsibilities
  • Place of Residence
  • Personal Appearance
  • Political Affiliation
  • Race, color or national origin
  • Religion
  • Sex (Gender or sexual harassment)
  • Source of Income

I know that 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. .

Employers, supervisors or co-workers who violate these laws will be subject to disciplinary action.

If an employee feels that he has been discriminated against, they have one year to either go directly to court to file a complaint, or they can report the act within 180 days to their company equal opportunity department. The department then has 21 days to resolve the matter. There are other procedures to follow if the matter still isn’t resolved to the employee’s satisfaction.

The discrimination laws are detailed on the District of Columbia Complete Labor Law poster to allow for easy accessibility from all employees. For forms, information and help, an employer or employee can visit the District of Columbia Office of Human Rights.

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