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District Of Columbia Free Printable Labor Law Posters Posters District Of Columbia Accrued Sick and Safe Leave Act Poster Required

 Accrued Sick and Safe Leave Act PDF

The Accrued Sick and Safe Leave Act is a labor law posters poster by the District Of Columbia Office Of Human Rights. This is a mandatory posting for all employers in District Of Columbia, and businesses who fail to comply may be subject to fines or sanctions.

This poster, in both English and Spanish, contains information in regards to the District of Columbia's Accrued Sick and Safe Leave Act of 2008. This poster includes information for the employee about how the policy works and is enforced in the workplace. This poster should be posted in an area where it is easy for employees to read.


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OFFICIAL	 NOTICE	 	
(Post Where Employees Can Easily Read)	 	
 	
Accrued	 Sick	 and	 Safe	 Leave	 Act	 of	 2008	 	
(This	 poster	 includes	 provisions	 of the	 Earned	 Sick and Safe	 Leave 	Amendment	 Act 	of 2013, 	effective	 February	 22, 2014)	 	
REQUIRES	 EMPLOYERS	 IN	 THE	 DISTRICT	 OF	 COLUMBIA	 TO	 PROVIDE	 PAID	 LEAVE	 TO	 EMPLOYEES	 FOR	 	
THEIR	  OWN	  OR	  FAMILY	  MEMBERS’	  ILLNESSES	  OR 	 MEDICAL	  APPOINTMENTS	  AND	  FOR 	 ABSENCES	 	
ASSOCIATED	 WITH DOMESTIC VIOLENCE 	OR	 SEXUAL ABUSE.	 	
EMPLOYERS	 REQUIRED	 TO COMPLY	 WITH	 THE ACT	 	
Pursuant	 to the	 Accrued	 Sick	 and	 Safe	 Leave	 Act	 of 2008,	 all employers	 in the	 District	 of Columbia	 must	 provide	 paid	 leave	 to each	 	
employee,	 including employees	 of restaurants,	 bars, temporary,	 staffing firms	 and 	part	-time	 employees.	 	
ACCRUAL START	 DATE	 	
Paid	 leave	 accrues	 at the	 beginning	 of employment,	 provided	 that	 the	 accrual	 need	 not	 commence	 prior	 to November	 13,	 2008	 and	 	
provided	 that an	 employer need 	not	 allow accrual	 of paid	 leave for	 tipped restaurant or bar	 employees	 prior	 to February 22, 2014.	 	
Paid	 leave accrues on	 an employer’s	 established	 pay 	period.	 	
ACCESSING PAID	 LEAVE	 	
An	 employee	 must	 be allowed	 to use	 paid	 leave	 no later	 than	 after	 90 days	 of service	 with	 the	 employer.	 An	 employee	 may	 use	 leave	 	
on short	 notice	 if the	 reason	 for	 leave	 is unforeseeable.	 	
NUMBER 	OF	 HOURS ACCRUED	 	
Accrual	 of paid	 leave	 is determined	 by the	 type	 of business,	 the	 number	 of employees	 an employer	 has,	 and	 the	 number	 of hours	 an 	
employee	 works.	 For	 tipped	 employees	 of restaurants	 or bars,	 regardless	 of the	 number	 of employees	 the	 employer	 has,	 each	 tipped	 	
employee	 must	 accrue	 at least	 one (1)	 hour per	 43 hours	 worked, 	up 	to five	 (5) days 	per	 calendar	 year and be	 paid at the	 full 	District	 of 	
Columbia’s	 Minimum	 Wage. 	For	 all other employers,	 use	 the following	 chart:	 	
If an	 employer	 has…	 	Employees	 accrue 	at 	least…	 	Not to	 Exceed…	 	
100 or	 more	 employees	 	1 hour 	per	 37 hours worked	 	7 days 	per 	calendar	 year	 	
25	 to 99	 employees	 	1 hour 	per	 43 hours worked	 	5 days 	per 	calendar	 year	 	
Less 	than 25	 employees	 	1 hour 	per	 87 hours worked	 	3 days 	per 	calendar	 year	 	
 
 
UNUSED	 LEAVE	 	
Under	 this	 Act,	 an employee’s	 accrued	 paid	 sick	 leave	 carries	 over	 from	 year	 to year.	 Employers	 do	 not	 have	 to pay	 employees	 for	 	
unused paid sick	 leave upon termination	 or resignation 	of employment.	 	
EMPLOYEE	 PROTECTION	 	
Under	 the	 Act,	 employees	 who	 assert	 their	 rights	 to receive	 paid	 sick	 leave	 or provide	 information	 or assistance	 to help	 enforce	 the	 	
Act	 are	 protected from	 retaliation.	 	
ENFORCEMENT	 	
The	 DC	 Department	 of Employment	 Services,	 Office	 of Wage  Hour	 can	 investigate	 possible	 violations,	 access	 employer	 	
records,	 enforce	 the	 paid	 sick	 leave	 requirements,	 order	 reinstatement	 of employees	 who	 are	 terminated,	 as a result	 of asserting	 	
rights	 to paid	 sick	 leave,	 order	 payment	 of paid	 sick	 leave	 unlawfully	 withheld,	 and	 impose	 penalties.	 An	 employer	 who	 willfully	 	
violates	 the	 requirements	 of the	 Act	 shall	 be assessed	 a civil	 penalty	 in the	 amount	 of one	 thousand	 dollars	 ($1,000)	 for	 the	 first	 	
offense,	 fifteen	 hundred	 dollars	 ($1,500)	 for	 the	 second	 offense,	 and	 two	 thousand	 dollars	 ($2,000)	 for	 the	 third	 and	 any	 	
subsequent offenses.	 	
TO FILE	 A COMPLAINT 	OR	 FOR ADDITIONAL	 INFORMATION	 	
To 	request full	 text 	of 	the	 Act,	 to obtain	 a copy 	of 	the	 rules 	associated 	with 	this Act, to 	receive	 the Act translated 	into	 other	 languages,	 	
or to file	 a complaint,	 visit	 www.does.dc.gov	, call	 the	 Office	 of Wage  Hour	 at (202)	 671	-1880	, or visit	 at 4058	 Minnesota	 	
Avenue, N.E., Suite	 3600,	 Washington, D.C. 20019.	 	
 
Complaints	 shall	 be filed	 within	 three	 (3)	 years	 after	 the	 event	 on which	 the	 complaint	 is based	 unless	 the	 employer	 has	 failed	 to post	 	
notice	 of the	 Act.

AVISO	 OFICIAL	 	
 	
(Publicar	 en	 un	 lugar	 en	 que	 pueda	 ser	 leído	 fácilmente	 por	 los	 empleados)	 	
Ley	 de	 Licencia	 por	 Enfermedad	 y Seguridad	 Generada	 (ASSLA)	 de	 2008	 (Este	 afiche	 incluye	 disposiciones	 de la Ley	 	
Modificativa de	 Licencia por	 Enfermedad	 y Seguridad	 Generada	 de 2013,	 vigente	 desde 	el 22	 de febrero 2014)	 	
 
OBLIGA	 A LOS	 EMPLEADORES	 DEL	 DISTRITO	 DE	 COLUMBIA	 A OTORGAR	 LICENCIA	 PAGA	 A LOS	 	
EMPLEADOS	 EN	 CASO	 DE	 ENFERMEDAD	 O CONSULTAS	 MÉDICAS	 PROPIAS	 O DE	 SUS	 FAMILIARES	 Y DE	 	
AUSENCIAS RELACIONADAS CON VIOLENCIA DOMÉSTICA	 O 	ABUSO	 SEXUAL.	 	
LOS	 EMPLEADORES	 QUE	 DEBEN	 CUMPLIR	 CON	 LA	 LEY	 	
De	 conformidad	 con	 la Ley	 de Licencia	 por	 Enfermedad	 y Seguridad	 Generada	 de 2008	 (Accrued	 Sick	 and	 Safe	 Leave	 Act	 of 2008),	 	
todos	 los	 empleadores	 del	 Distrito	 de Columbia	 deben	 otorgar	 licencia	 paga	 a todos	 sus	 empleados,	 incluyendo	 a los	 empleados	 de 	
restaurantes	 y bares	 y a los	 empleados	 temporarios 	y de tiempo	 parcial.	 	
FECHA 	DE	 INICIO	 DE	 LA	 GENERACIÓN	 	
La	 licencia	 paga	 comienza	 a generarse	 al inicio	 del	 empleo,	 siempre	 que	 no deba	 comenzar	 a generarse	 antes	 del	 13 de noviembre	 de 	
2008	 y siempre	 que	 el empleador	 no deba	 permitir	 la generación	 de licencia	 paga	 para	 empleados	 de restaurante	 o bar	 con	 propina	 	
antes	 del	 22 	de febrero	 de 2014.	 La	 licencia	 paga se	 acumula	 en el period	 de pago	 establecido por	 un empleador.	 	
FECHA 	DE 	INICIO 	DE 	LA	 LICENCIA ACUMULADA	 	
Deberá	 permitirse	 utilizar	 la licencia	 paga	 al empleado	 a más	 tardar	 a los	 90 días	 de su servicio	 con	 el empleador.	 Un	 empleado	 podrá	 	
utilizar	 la licencia	 con	 un aviso	 con	 poca	 anticipación si	 el motivo 	de 	la licencia	 es imprevisible.	 	
NÚMERO	 DE HORAS ACUMULADAS	 	
La	 acumulación	 de la licencia	 paga	 se determina	 de acuerdo	 al tipo	 de negocio,	 el número	 de empleados	 con	 que	 cuenta	 el empleador	 	
y el número	 de 	horas	 trabajadas	 por	 el empleado.	 Para	 empleados	 de 	restaurantes	 y bares	 con 	propina,	 independientemente	 del	 número	 	
de empleados	 con	 que	 cuente	 el empleador,	 cada	 empleado	 con	 propina	 deberá	 acumular	 al menos	 una	 (1)	 hora	 cada	 43	 horas	 	
trabajadas,	 con	 hasta	 cinco	 (5)	 días	 por	 año	 calendario	 se les	 debera	 pagar	 el salario	 minimo	 establecido	 por	 el Districto	 de 	
Columbia.Para	 el resto	 de los	 empleadores	, se deberá	 utilizar	 la siguiente	 tabla:	 	
 	
Si un 	empleador	 cuenta	 con…	 	Los	 empleados acumulan al	 menos…	 	Sin exceder…	 	
100 	o más	 empleados	 	1 hora por	 cada	 37 horas	 trabajadas	 	7 días por	 año	 calendario	 	
25	 a 99 empleados	 	1 hora por	 cada	 43 horas	 trabajadas	 	5 días por	 año	 calendario	 	
Menos 	de 25 empleados	 	1 hora por	 cada	 87 horas	 trabajadas	 	3 días por	 año	 calendario	 	 
LICENCIA NO UTILIZADA	 	
De	 acuerdo	 a esta	 Ley,	 la licencia	 con	 goce	 de pago	 devengada	 por	 un empleado	 se transfiere	 de un año	 al siguiente.	 Los	 empleadores	 	
no deberán	 pagar	 a los	 empleados	 por	 las	 licencias	 por	 enfermedad	 no utilizadas	 al momento	 de la terminación	 del	 empleo	 o renuncia	 	
al mismo.	 	
PROTECCIÓN	 DEL	 EMPLEADO	 	
De 	acuerdo 	a la Ley,	 los	 empleados que hagan valer	 sus derechos 	a recibir	 licencia por 	enfermedad	 paga	 o proporcionen	 información	 o 	
asistencia 	para ayudar	 a hacer cumplir	 la Ley	 están protegidos	 contra represalias.	 	
CUMPLIMIENTO 	DE	 DICHA	 LEY	 	
El Departamento	 de Servicios	 de Empleo	 del	 Distrito	 de Columbia,	 Oficina	 de Sueldas y 	Salarios (DC	 Department	 of Employment	 	
Services,	 Office	 of Wage Hour)	 puede	 investigar	 posibles	 violaciones,	 acceder	 a los	 registros	 de los	 empleadores,	 hacer	 cumplir	 las	 	
obligaciones	 de licencia	 por	 enfermedad	 paga,	 ordenar	 el reintegro	 de empleados	 que	 hayan	 sido	 despedidos	 como	 resultado	 de 	
la afirmación	 de los	 derechos	 de licencia	 por	 enfermedad	 paga,	 ordenar	 el pago	 de licencias	 por	 enfermedad	 paga	 negadas	 	
ilegalmente	 e imponer	 sanciones.	 Un	 empleador	 que	 intencionalmente	 viole	 los	 requisitos	 de la Ley	 será	 objeto	 de una	 multa	 civil	 	
por	 el importe	 de mil	 dólares	 ($1,000)	 por	 la primera	 infracción,	 mil	 quinientos	 dólares	 ($1,500)	 por	 la segunda	 infracción,	 y dos 	
mil	 dólares ($2,000)	 para	 la tercera	 infracción	 y subsiguientes.	 	
PARA PRESENTAR UNA RECLAMACIÓN 	O POR INFORMACION ADICIONAL	 	
Para	 solicitar	 el texto	 completo	 de la Ley,	 para	 obtener	 una	 copia	 de las	 reglamentaciones	 asociadas	 a esta	 Ley,	 para	 recibir	 la Ley	 	
traducida	 a otros	 idiomas,	 o para	 presentar	 una	 reclamación,	 vis	ite www.does.dc.gov	, llame	 a Oficina	 de Sueldas y Salarios 	(Office	 	
of Wage Hour	) al (202)	 671	-1880,	 o concurra	 personalmente	 a 4058	 Minnesota	 Avenue,	 NE,	 Suite	 3600,	 Washington, 	DC	 20019.	 	
 
Las 	reclamaciones	 deberán	 ser	 presentadas	 dentro	 de 	los	 tres	 (3) 	años después	 del	 evento 	en el	 que se 	basa	 la reclamación	 a menos	 que	 	
el empleador haya	 omitido publicar	 el aviso	 de 	la Ley.

Other District Of Columbia Labor Law Posters 4 PDFS

There are an additional 22 optional and mandatory District Of Columbia labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.


View all 23 District Of Columbia labor law posters


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URGENT: Mandatory Coronavirus Paid Leave Poster (FFCRA)

As of April 1 2020, all employers in the United States with less than 500 employees MUST display or digitally distribute a Families First Coronavirus Response Act paid leave poster.

This poster describes new laws that mandate paid leave for employees affected by the COVID-19 / Coronavirus epidemic.

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** This Document Provided By LaborPosters.org **
Source: http://www.laborposters.org/district-of-columbia/1251-sick-and-safe-leave-act-poster.htm