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Other Leaves: District of Columbia

Other Leaves requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Authors: Stuart R. Buttrick, Susan W. Kline and Sarah E. Caldwell Breslin, Faegre Baker Daniels LLP

Summary

  • The District of Columbia Family and Medical Leave Act covers employers that employ 20 or more employees. See Family and Medical Leave.
  • All employers in the District of Columbia are required to provide break periods for employees to breastfeed or express milk, unless it would create an undue hardship on the employer's operations. See Breastfeeding or Expressing Milk Breaks.
  • All employees in the District of Columbia are entitled to varying amounts of sick and safe leave. See Accrued Sick and Safe Leave and Earned Sick and Safe Leave Amendment.
  • All employees who fall under a broad definition of "parent" are entitled to leave to attend student-related activities. See Parental Leave.
  • Employers may be required to provide time off for childbirth as a reasonable accommodation. See Pregnancy-Related Accommodations.
  • Employers with more than 10 employees must provide paid jury duty leave. See Jury Duty Leave.
  • An employer has an affirmative duty to provide students some leave to permit them to register for classes, if such a reasonable accommodation can be made. See Student Leave.
  • The District of Columbia has enacted the Universal Paid Leave Amendment Act of 2016, which provides employees with paid parental, family and medical leave benefits that are funded by employer contributions. See Universal Paid Leave Benefits.
  • Employers whose leave policies are more generous than those of the District of Columbia are unaffected by those requirements. See Employer Policies and Their Effect on District of Columbia Mandated Leave.
  • There are no formal requirements for documenting leave under the District of Columbia's leave requirements. See Documenting Leave.
  • The District of Columbia's leave requirements do not supersede more generous leave rights. See Interaction of Leave Laws