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The controversial Accrued Sick and Safe Leave Act of 2008 went into effect late in 2008 in the District of Columbia.

Human Resources professionals are watching closely because this new act requires employers to provide mandatory paid sick leave.

Such paid sick leave may become the next hot labor topic. Employers may comment on the new regulation. After that, the D.C. Department of Employment Services or DOES will release the regulations and their accompanying (and long-awaited) FAQ guidelines.

The new act actually went into effect November 13, 2008. The DOES, however, just recently issued regulations for employers to follow.

The new law mandates that all eligible employees working in the D.C. area must be given paid sick leave for any absences that are connected to either mental or (more…)

The District of Columbia recently released rules that will end employer’s confusion regarding the controversial Accrued Sick and Safe Leave Act of 2008.

That law requires all employers to provide paid sick leave to eligible employees working in the District of Columbia for any absences related to physical or mental illness. The law also requires employers to give workers paid time off for preventative medical care or family care.

One of the more unusual aspects of the law is that it requires employers to give “safe” leave to employees who are associated with stalking, domestic violence or sexual abuse.

The Accrued Sick and Safe Leave Act of 2008 went into effect on November 13, 2008. However, the D.C. Department of Employment Services or DOES just recently issued regulations for employers to follow.

Employers can comment on the “proposed” rules. Once the (more…)

Laws regarding employment in DC are not all that different from any of the other states. Employers in our nations capital must follow procedure and make sure they are in compliance with these laws the same as any other. Most people don’t really think too much about such laws unless a problem arises or they feel that they have been violated or somehow cheated. Most laws do in fact protect the worker, but offer employers protection as well.

Several District of Columbia (DC) labor and employment laws address wage issues, like minimum wage, overtime, how and when employees must be paid. These types of issues are usually the most questioned as everyone wants to know how much and when they are getting paid. Currently the minimum wage in DC is $7.00 an hour. Most employers are required to pay their employees at least this amount though there are a few who are exempt. Overtime is required to be paid at one and a half times the normal rate for hours worked in excess of forty in a week. Employees should be paid at least twice a month.

There are no District of Columbia (DC) labor and employment laws compelling employers to offer break or meal periods, nor are they required to offer benefits or pay for any time not worked. This could include health insurance, retirement plans, vacation time, holiday pay or severance pay.

There are strict District of Columbia (DC) labor and employment laws in place that prohibit employers from discrimination in employment practices, require business owners and employers to maintain a safe and healthy workplace and require most to carry insurance in the event of a workplace illness or injury. There are also some pretty strict regulations in place concerning the employment of minors. There are restrictions to the jobs they may hold, the hours they may work and the times they may work and they may vary depending on age and school.

The Department of Employment Services offers a wide range of information about the District of Columbia (DC) Employer Laws. Employer laws are very important for both the worker and the employer because it helps ensure that everyone is working in a safe and healthful environment. In addition, the District of Columbia (DC) Employer Laws can help employees find accurate and informative information when it comes to questions and concerns about worker’s compensation, OHSA standards and guidelines, child labor laws and unemployment services.

It is vital that workers and employers have access to information about District of Columbia (DC) Employer Laws offered on the Department of Employer Services. This information can help businesses make certain that they are running their place of business in a lawful and safe way. Also, District of Columbia (DC) Employer Laws are a great resource of workers, too. If a question or concerns comes up about the workplace and the person does not want to confront their boss, it is easy to access this information via the Internet.

I also find it helpful that citizens can turn to this information and this website to help them find job training and help with finding employment. The Department of Employment Services does indeed offer information about District of Columbia (DC) Employer Laws, but it also strives to help people find education and training for employment. This website also offers a wide variety of services for veterans and for teens looking for jobs and training. Veterans can turn to this department for job training, placement and even counseling to help them find a job that fits their unique skills and interests. That is a wonderful service to offer citizens. Teens can use this information to help find mentoring programs and rules and regulations regarding child labor laws in the workplace.

The District of Columbia’s Department of Employment Services (DOES) offers many benefits for those looking for employment in the nation’s capital. I was surprised to learn that the Department offers many Special Services. In particular, the Senior Community Service Employment Program is very interesting and a great asset to senior citizens in the Washington D.C. area who are looking for employment. This program provides part-time employment to needy elderly residents with the goal of eventually placing the participants into unsubsidized jobs.

Participants in the Senior Community Service Employment Program work as Senior Aides in both public and private nonprofit organizations. The DOES pays their salaries with monies provide by the US Department of Labor and the National Council of Senior Citizens. The participants in this program are paid $5.15 an hour, which is the national minimum wage, and work an average of 20 hours per week

Typical jobs for the participants in the Senior Community Service Employment Program include working as information and referral clerks, receptionists, clerical aides, teaching aides, home health aides, outreach workers, nutrition and activity aides, and literacy program aides.

Additionally, Senior Aides in the program also receive job training, job referral assistance, vocational counseling, aptitude and proficiency testing, and personal and housing counseling. These services are designed to increase the employability of the Senior Aides and are provided free of charge by DOES staff. Successful Senior Aides will be given priority consideration for unsubsidized jobs by host agencies.

Interested applicants must meet the following criteria to work as a Senior Aide: they must be a resident of the District of Columbia; must be at least 55 years old; must have an annual income not exceeding the US Department of Health and Human Services’ Poverty Guidelines; must be physically capable of performing the proposed job; and must be available to work 20 hours a week.