District of Columbia Wage and hour — Ask HR AI

What changes in District of Columbia

Report lookback (context): 10 years conviction lookback (D.C. Code §2-1402.66). The Fair Criminal Record Screening Amendment caps conviction reporting at ten years from completion of sentence and prohibits any consideration of arrests not leading to conviction.

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"How do I decide whether a salaried operations manager is FLSA exempt? Focus on District of Columbia."

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Practitioner steps for District of Columbia

Step 1. Pay at least the District of Columbia minimum wage — track any DC city minimums (e.g. Seattle, Denver, NYC) that exceed the state floor.
Step 2. Follow the DC overtime rule; several states diverge from the FLSA 40-hour trigger (e.g. California daily overtime).
Step 3. Provide meal and rest breaks per state law and document waivers where allowed.
Step 4. Issue final pay within the DC-required window after separation and include all accrued wages, PTO, and commissions where applicable.

Applicable District of Columbia statutes and references

D.C. Code §2-1402.66
Wage Transparency Amendment Act 2023
Cannabis Employment Protections Amendment Act 2022
15 U.S.C. §1681 et seq. (federal FCRA)

Frequently asked (federal + District of Columbia overlay)

What are the FLSA exemption tests?

An employee is exempt from federal overtime only if they meet all three tests: paid on a salary basis, paid at or above the current DOL salary threshold, and performing exempt executive, administrative, professional, outside sales, or computer duties as defined in 29 CFR Part 541. Job title does not control — actual duties do.

Does California have different overtime rules than federal law?

Yes. California requires daily overtime after 8 hours in a workday and double-time after 12, in addition to the federal weekly 40-hour threshold. Several other states also have daily overtime or seventh-consecutive-day rules.

Do we have to pay for meal breaks?

Under the FLSA, bona fide meal periods of 30 minutes or more are generally unpaid if the employee is fully relieved of duty. State law is often stricter — California requires premium pay if a compliant meal or rest break is not provided.

Is off-the-clock work compensable?

Yes. Time an employer knows or has reason to know the employee is working — including remote email after hours or pre-shift setup — is compensable under the FLSA and virtually every state analogue. A written policy prohibiting off-the-clock work is not a defense on its own.

Same topic in another state

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Ask HR AI is not legal advice. Confirm any final answers or suggested actions with your employment legal counsel before acting on them.

Wage and hour in District of Columbia.