District of Columbia Discrimination laws & HR compliance analysis

District of Columbia Discrimination: What you need to know

The District of Columbia Human Rights Act prohibits discrimination in employment based on actual or perceived race, color, religion, national origin, sex (including pregnancy, childbirth, related medical conditions, breastfeeding, or reproductive health disorders), age (18 years of age or older), marital status (including domestic partnership and parenthood), personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic information, disability, matriculation, political affiliation, or credit information (DC Code Sec. 2-1402.11 et seq.). Harassment based on a protected characteristic is included as a form of discrimination. The Act applies to all employers in the District, including employment agencies and labor unions.
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Like the federal law under Title VII of the Civil Rights Act of 1964 (Title VII), the District of Columbia Human Rights Act prohibits a covered employer from making any decision regarding hiring, discharge, advancement, compensation, or any other condition of employment based on one of the protected characteristics. The Act is one of the most comprehensive human rights laws in the country.
Retaliation. Employers are not permitted to retaliate in any way against employees who exercise their rights under the Act, oppose a discriminatory practice, file a discrimination complaint, or participate in an investigation, proceeding, or hearing under the Act.
Breastfeeding. The District's Human Rights Act also protects the rights of breastfeeding mothers and prohibits employers from denying any rights provided by the Act. Employers must provide daily breaks for breastfeeding employees to express milk. Details about an employer's obligations under the Act ...

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