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 employment discrimination based on 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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Tipped employees. The Tipped Wage Workers Fairness Amendment Act of 2018 requires employers of tipped employees to provide harassment prevention training to all employees (2017 Bill Text DC B. 913). Many sections of the law will not be applicable until they are included in an approved budget and financial plan (likely mid-2019).
The training must be developed by the D.C. Office of Human Rights (OHR) or presented by an OHR-certified provider. Employees must receive training within 2 years after the training requirement takes effect. New employees must receive training within 90 days of employment unless they have received training within the past 2 years. Owners, operators, and managers must receive training every 2 years. Training may be online or in person, except for managers, who must attend in-person training.
When the law takes effect, employers must document complaints of sexual harassment reported to management, including whether the alleged harasser was a nonmanagerial employee, ...

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