Washington D.C. folks may complain that they don’t have state status. Their license plates may say “Taxation without representation.” (And if you were wondering, that’s not a good thing. A few generations ago, Americans started a revolution for just that same complaint.) But Washington D.C. employers still have the honor of following many of the same labor laws that employers in the 50 state have to follow.
One such labor law in Washington D.C. is the new hire reporting labor law, which requires all employers in the District of Columbia to report their new hires and re-hires to the government of the District of Columbia. The official law is the District of Columbia Official Code number 46-22-06.
As with in the 50 states, the Washington D.C. law gives employers a certain amount of time to report their new hires. In the case of the District of Columbia, it is actually 20 days from the first day of work of the new employee.
One of the neat unique things about the Washington D.C. law on new hire reporting is the set of exceptions to the rules. Because Washington is the seat of power of the government, and many employees and new hires in the area are government workers and or government workers under cover, the new hire law in the District of Columbia does not include federal or District employees who are performing intelligence or counterintelligence. In other words, if you have recently hired a spy, you do not have to report them as a new hire if they are determined to be doing work that cannot be revealed without risking the safety of that employee or ruin their secret mission.
I would assume, too, for these top secret employees that their employment application, resume, background check form, and employment offer and acknowledgment form would be top secret too!
In Washington state, employers have up to 20 days after their new employee starts to report them to the state officials. Without you the employers of the state doing this, it wouldn’t be possible according to Washington state officials for them to save taxpayers and business owners money.
That’s because, by you being on time with your new hire reporting, the Washington Child Support and Employment Security and Labor & Industries Departments in the state can track down their targets—parents who fail to pay child support—within weeks, instead of within months and years, which used to be the case in the old days.
This labor law reduces the tax burden, because then employers and taxpayers will no longer have to pay welfare to these children once their parents resume paying child support. The New Hire Reporting labor laws also ensure that people do not receive unemployment benefits and other welfare services when they shouldn’t, saving even more money for us taxpayers and business owners.
This doesn’t mean that the New Hire Reporting system is not a burden for some employers. Even little employers with few new hires to report could find the system an imposition into their daily routine, and big employers—with new hires every day—could find that their human resource department is grinding down by the new hire reporting process.
This doesn’t have to be so. The new hire reporting process in Washington is flexible, and allows you to report the info in multiple formats, whichever is easiest for you. Plus, all of the requested info should already be in your personnel files. You should be able to find the employee’s name, address, and social security number on their employment application or their resume, even their employment offer and acknowledgment.