District of Columbia Hiring laws & HR compliance analysis

District of Columbia Hiring: What you need to know

The District of Columbia Human Rights Act prohibits hiring practices that discriminate based on an applicant’s actual or perceived race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic information, disability, matriculation, political affiliation, or credit information (DC Code Sec. 2-1401.01 et seq.). The law covers all employers in the District of Columbia regardless of size. There is additional information.
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An employer may not refuse to hire an applicant because he or she uses tobacco or tobacco products (DC Code Sec. 7-1703.03). The law does not prohibit an employer from setting restrictions on smoking in the workplace.
The District's Unemployed Anti-Discrimination Act of 2012 prohibits employers from discriminatory hiring practices based on an individual's status as unemployed (DC Code Sec. 32-1361 et seq.). The Act prohibits employers from:
• Failing or refusing to consider for employment or hire an individual because he or she is unemployed
• Publishing job advertisements indicating that status as unemployed disqualifies an individual from a job
Advertisements may include job qualifications such as a professional license or certificate and required levels of education, training, or experience.
The Act covers all employers, regardless of size, but does not include employment of family members or domestic household workers. Employers may consider the reasons underlying an individual's status as unemployed when making employment decisions. Employers may also limit the applicant pool to their current employees.
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