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Washington D.C. to Have an Upgraded Minimum Wage

25 Feb

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Update Applicable to:Effective date
All employers with at least 1 workerSee details below


What happened?

On January 10, 2024, D.C. Mayor, Muriel Bowser, signed the Minimum Wage Clarification Amendment Act of 2023 which will be enacted into law if not overturned by Congress.


What are the details?

  • If it becomes law, it will expand the circumstances where employers must pay employees’ D.C. minimum wage (currently $17.00 an hour).
  • Under existing law (Exceptions for security officers), employers are required to pay D.C.’s minimum wage if:
  • (1) The employee spends over 50% of their working time in D.C. or
  • (2) If their job is based in D.C. and they spend a significant amount of their time working there, but not more than 50% in any specific state.
  • The Act will require employers to pay D.C.’s minimum wage to employees who have worked for at least 2 hours in D.C. for the same employer within one workweek.
  • The act will take effect following a 30-day Congressional review period. The projected law date is March 7, 2024.


Business Considerations

  • Conduct an audit of your workforce to determine which employees you have who perform at least 2 hours of work within one workweek for your business.
  • If you have any workers who would be affected, review your budget and human capital needs to address the potential costs and how it may affect staffing.


Resources

  • You may check the status here: A25-0362


Source References


This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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