District of Columbia compliance topics.
Final Pay & Termination →
Next business day rule for involuntary — have check ready before termination meeting. Treble damages exposure under Wage Theft Prevention Amendment Act is among the highest in the country.
Paid Leave →
See workbook for full paid leave rules.
Pay Transparency →
Effective June 30, 2024 (Wage Transparency Omnibus Amendment Act of 2023, DC Law 25-198). Salary range must be minimum and maximum projected pay reflecting good-faith belief at time of posting. Healthcare benefits exi…
Background Checks →
BTB via Fair Criminal Record Screening Amendment Act of 2014 (DC Code § 32-1342 et seq.). Credit check restrictions via Fair Credit in Employment Amendment Act of 2016 (DC Code § 2-1402.11). Credit exceptions: law enf…
Non-Compete →
See workbook for full non-compete rules.
Meal & Rest Breaks
See workbook for full meal & rest breaks rules.
Predictive Scheduling
DC has no predictive scheduling law as of June 2026. Federal labor standards apply. No DC-specific advance notice or premium-pay requirements for schedule changes. DC Council has not enacted an analog to OR Fair Workwe…
New Hire Reporting
DC follows federal new hire reporting timing (within 20 days). DC New Hire Reporting Center forwards reports to the federal Office of Child Support Enforcement. Rehires of employees separated 60+ days must be re-repor…
Payroll Tax & Garnishment →
processing_fee rule: not verified in this addition; flagged for Phase 2 research. Progressive state income tax (4.0%–10.75% top bracket). DC has separate UI tax (rates vary by experience rating). PFL is 0.75% of wages…
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