Under the District of Columbia's overtime law, an employer must pay each employee overtime in the amount of 11/2 times the employee's regular rate for hours worked in excess of 40 in a workweek (DC Stat. Sec. 32-1003). Because this rate is the same as that prescribed by the federal law, the net effect of District of Columbia law is to extend overtime protections to workers not covered by the federal standard.
It is important to note, that when both federal and state law apply, the employer must follow the law that is most beneficial to employees.
The District of Columbia exempts any employee employed in a bona fide executive, administrative, or professional capacity, or in the capacity of an outside salesman as these terms are defined by the Fair Labor Standards Act. The District of Columbia also provides an overtime exemption for executive, administrative, and professional employees (DC Admin. Code Tit. 732 Sec. 1004). For exemption, an employee must pass three tests:
• Salary Level Test
• Salary Basis Test
• Duties Test
For outside sales personnel, there is only a duties test.
Salary. Exempt white-collar employees must perform certain types of work, and they must generally be paid on a salary basis and receive a minimum salary. To qualify as a salaried employee, an employee must be paid a predetermined amount each pay period. The amount paid may not be reduced because of a variation in the quality or quantity of the work performed. With limited exceptions, the employee must receive his or her full salary for any week in which he or she performs any work, without regard to the number of days or hours worked. However, the employee need not be paid for any workweek in ...