Although the DCFMLA does not require any paid leave, D.C. Code § 32-514, eight years ago D.C. passed the Accrued Sick and Safe Leave Act of 2008 which does require compensation for leave of a similar type to that covered by the DCFMLA. D.C. Code § 32-131.01 et seq; D.C. Mun. Regs. tit 7, §§ 3200 - 3299. The Sick and Safe Leave Act was amended by the Earned Sick and Safe Leave Act of 2013 to expand the paid leave requirement to additional types of workers. Under the statute, every employer who employs or exercises control over the wages, hours, or working conditions of an employee, regardless of number of employees employed, must provide some paid sick leave. D.C. Code § 32-131.02. The D.C. government is included in the definition of employer. D.C. Code § 32-131.01. The amount of leave corresponds to the number of employees an employer employs, as illustrated below.
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Carter DeLorme is a Partner with Jones Day. He defends companies, in both bench and jury trials, against equal employment opportunity, wage and hour, trade secret, and restrictive covenant claims. Mr. DeLorme also counsels employers regarding emerging trends in both federal and state legal compliance, with particular emphasis on employee paid and unpaid leave requirements.
Agenda
Faculty
Carter DeLorme
Jones Day
- Partner with Jones Day
- Defends companies, in both bench and jury trials, against equal employment opportunity, wage and hour, trade secret, and restrictive covenant claims
- Counsels employers regarding emerging trends in both federal and state legal compliance, with particular emphasis on employee paid and unpaid leave requirements
- Named a Washington D.C. Super Lawyer from 2013 to 2016
- J.D. degree, Georgetown University; B.A. degree, University of Pennsylvania
- Can be contacted at 202-879-4643 or [email protected]
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