District of Columbia Sexual Harassment laws & HR compliance analysis

District of Columbia Sexual Harassment: What you need to know

The District of Columbia Human Rights Act prohibits discrimination in employment on the basis of sex (including pregnancy, childbirth, related medical conditions, breastfeeding, or reproductive health disorders), marital status, family responsibilities, sexual orientation, and gender identity or expression (DC Code Sec. 2-1402.11).
"Sexual orientation" includes homosexuality, heterosexuality, and bisexuality, by preference or practice.
"Gender identity or expression" is a person's gender-related identity, appearance, expression, or behavior, regardless of the person's assigned sex at birth (DC Code Sec. 2-1401.02).
Discrimination based on sex includes sexual harassment. The Act applies to all employers in the District.
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District law does not require training regarding an employer's policy on sexual harassment. However, training is strongly recommended. Training in the prevention of sexual harassment enables supervisors to properly address sexual harassment complaints; educates the workforce on issues of sexual harassment and the prevention of potentially harassing situations; establishes the employer's policies; and provides the basis for an effective defense to sexual harassment claims. There is additional information and details.
The District of Columbia Office of Human Rights administers and enforces the Act. The Office has the authority to initiate, receive, and investigate discrimination complaints. It is authorized to hold hearings and issue conciliation agreements, issue decisions and orders, and enforce its orders in the appropriate court. Remedies may include hiring, reinstatement or promotion, compensatory damages, costs and legal fees, and the revoking of any permit or ...

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