With the start of the New Year, employers should resolve to take action to ensure that employment policies and practices are in compliance with recently enacted and revised laws. In addition to federal laws such as OSHA that impact employers across the nation, District of Columbia employers are now subject to (or soon will be subject to) a myriad of additional new laws that significantly alter employer obligations in 2015. Employers need to be proactive by updating employment policies and ensuring compliance with requirements of these new laws.
Expansion of Reporting Requirements by OSHA
The Occupational Safety and Health Administration (OSHA) has revised its Occupational Injury and Illness Recording and Reporting Requirements, codified at 29 C.F.R. § 1904.2 and 29 C.F.R. § 1904.39, effective January 1, 2015.
Under a prior version of the law, employers were only required to report workplace fatalities and to report injuries when three or more workers were hospitalized in the same incident. Effective January 1, 2015, employers are now required to report all work-related fatalities within 8 hours and to report all in-patient hospitalizations involving one or more employees. Click here for the full article.
Wage Theft Prevention Amendment Act of 2014 (“WTPAA”)
The WTPAA, which is projected to take effect on January 14, 2015, significantly modifies District of Columbia wage laws. Click here for the full article.
• New Pay Notice Requirements
• Other Modifications to District of Columbia Wage Laws
Protecting Pregnant Workers Fairness Act of 2014 (“PPWFA”)
The PPWFA is projected to go into effect January 21, 2015. The Act requires employers to provide “reasonable accommodations” to employees whose ability to perform their job is affected by pregnancy, childbirth, breastfeeding, or related medical conditions, unless such accommodations would work an “undue hardship” on the operation of the employer’s business. Click here for the full article.
Fair Criminal Record Screening Amendment Act of 2014 (“FCRSAA”)
The FCRSAA, which took effect on December 11, 2014, generally prohibits employers with 10 or more employees in the District from conducting any pre-offer inquiry into an applicant’s criminal background. Click here for the full article.
Amendments to the District of Columbia Paid Sick and Safe Leave Act
Amendments to the District of Columbia Paid Safe and Sick Leave Act became effective October 1, 2014. The Amendments significantly alter the prior law, expanding the scope and extent of paid leave available to District of Columbia employees. Click here for the full article.
By Thomas L. McCally and Janette Blee
If you have any questions concerning this article, please contact Thomas L. McCally, lead of Carr Maloney’s Employment and Labor Law practice. Tom may be reached at tlm@carrmaloney.com or 202-310-5506.