As discussed in our previous post (available here), the DC Department of Employment Services (“DOES”) announced an upcoming enforcement program called The Zip Code Project (the “Project”). Now, DOES has released a notice to employers relating to the Project (available here).

DOES investigators will be conducting city-wide foot patrols of DC businesses to ensure compliance with DC’s wage statutes and other worker protection statutes. Investigators will randomly inspect employer pay records and notice postings to ensure that they are in compliance with the Wage Theft Prevention Amendment Act (the “Act”). After the inspection, if applicable, employers will receive a list of violations and will be given thirty (30) days to remedy those violations.

Additionally, DOES has released Spanish-language pay notice forms for the Act. Employers are required to provide the pay notice forms in Spanish if the employee’s primary language is Spanish. The new template pay notice is available here. Similarly, DOES has released a Spanish summary of the Act, which DOES has stated must also be posted in the workplace and distributed to Spanish-speaking employees. The Spanish summary of the Act is available here.

As a reminder, all DC employers must be in full compliance with the Act by May 27, 2015. This means that employers must provide all pay notices to existing employees no later than this date.

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Photo of Guy Brenner Guy Brenner

Guy Brenner is a partner in the Labor & Employment Law Department and leads the Firm’s Washington, D.C. Labor & Employment practice. He is head of the Government Contractor Compliance Group, co-head of the Counseling, Training & Pay Equity Group and a member…

Guy Brenner is a partner in the Labor & Employment Law Department and leads the Firm’s Washington, D.C. Labor & Employment practice. He is head of the Government Contractor Compliance Group, co-head of the Counseling, Training & Pay Equity Group and a member of the Restrictive Covenants, Trade Secrets & Unfair Competition Group. He has extensive experience representing employers in both single-plaintiff and class action matters, as well as in arbitration proceedings. He also regularly assists federal government contractors with the many special employment-related compliance challenges they face.

Guy represents employers in all aspects of employment and labor litigation and counseling, with an emphasis on non-compete and trade secrets issues, medical and disability leave matters, employee/independent contractor classification issues, and the investigation and litigation of whistleblower claims. He assists employers in negotiating and drafting executive agreements and employee mobility agreements, including non-competition, non-solicit and non-disclosure agreements, and also conducts and supervises internal investigations. He also regularly advises clients on pay equity matters, including privileged pay equity analyses.

Guy advises federal government contractors and subcontractors all aspects of Office of Federal Contract Compliance Programs (OFCCP) regulations and requirements, including preparing affirmative action plans, responding to desk audits, and managing on-site audits.

Guy is a former clerk to Judge Colleen Kollar-Kotelly of the US District Court of the District of Columbia.