Recently enacted amendments to the DC Wage Transparency Act* require all employers located in the District, regardless of size, to provide “minimum and maximum projected salary or hourly pay in all job listings and position descriptions.” The District of Columbia Agency, responsible for enforcing this Act, takes the position that this information be made available to the public in marketing materials and disclosed to all applicants who apply for positions with the company, including any current employees who may be interested in transfers or promotions. Although employers are not required to disclose the availability of healthcare benefits in job postings, the law does require that this information be disclosed to all employees during job interviews. The law also prohibits employers from engaging in any form of retaliation against employees who discuss compensation and benefits with other employees, ask employees questions about their previous pay history, or exercise their rights under the statute. Penalties are severe. Although there is not a private right of action (yet), the law subjects employers to penalties of $1,000 for a first violation, up to $5,000 for a second violation, and up to $20,000 for a third violation. For more information, please contact Weiss LLP at 202-296-2121 or email Randy Alan Weiss, Esq. at rweiss@weissllp.com.

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*Source: DC Code Chapter 14A, Wage Transparency (Law 26-35), DC Code Sec. 32-1451 et seq. See: https://code.dccouncil.gov/us/dc/council/code/titles/32/chapters/14A