Officium, LLC

Navigating the Political Minefield: Can Your Job Survive Your Beliefs?

In the age of social media activism, it’s easy to forget that publicizing our political beliefs can have serious consequences, particularly in the workplace. 

Technically, there’s no federal law protecting employees from political discrimination. In fact, in most states, you can legally be terminated if your employer doesn’t agree with your political beliefs. 

When it comes to your legal protections, it’s important to understand the difference between affiliation and action, and there’s a fine line between discriminating against someone for their political beliefs as opposed to their political actions. The former targets who you vote for, while the latter takes aim at what you do to support your cause, like attending rallies or posting on social media. Some states protect you on both fronts, and others may only cover one.

While it may be legal to be terminated for how you lean politically, it may not be the best move in workplaces hoping to foster a culture that promotes inclusivity and embraces diversity – integral characteristics of a healthy work environment.

As we head into an election year, it’s so important to lead with empathy and for employers to be transparent about any possible repercussions that may arise around political activities inside and outside of the workplace.


If you have questions about how to navigate political conflicts at work or would like assistance drafting employee policies surrounding this topic, please contact me at edgar@officiumdc.com or schedule a time to talk here.

New DC Laws on the Expansion of Minimum Wage and Pay Transparency

This year, the District of Columbia has introduced significant new laws concerning the local minimum wage and pay transparency. These changes signal a big step forward for fair compensation and equity for D.C. workers. As an employer, it’s important to ensure that you are aware of these updates and implement them properly into your business operations. 

The Expansion of D.C.’s Minimum Wage

Signed on January 10th, the new amendment on minimum wage extends coverage of the previously established law to include individuals working two or more hours a week in the District of Columbia.

Prior to this change, the minimum wage law primarily covered workers who spend over 50% of their working time in D.C. and those based in the city. Now, even folks who spend limited time in the area will be entitled to these protections and benefits for the hours they have worked within the district.

This law does not include employees who work across multiple states in the same week, as employers are only required to pay employees the minimum wage in each specific state they are conducting their work in.

Another key update that will come into effect on July 1, 2024 is an hourly rate increase to $17.50 per hour (a 50 cent increase) for non-tipped employees and $10.00 per hour (a $2 increase) for tipped employees.

Pay Transparency Laws

Earlier this year, the Wage Transparency Omnibus Amendment Act was signed in D.C. law. The act mandates increased transparency in hiring practices and offers greater protections for employees.

Set to take effect on June 30, 2024, businesses with at least one employee in D.C. will be required to display pay ranges and prospective benefits information within their job postings.

The new regulation does leave room for interpretation, as it is not yet clear whether the act covers jobs outside of D.C., including remote positions; a caveat that I believe will soon be addressed along with other clarifications.

In a step toward promoting equity in hiring, the law also prohibits employers from requiring applicants to disclose their wage history to avoid decision making based on their past income.

Employers will be required to post a notice highlighting the act in their workplace to inform workers of their new protections.

If you have any questions about these changes or would like assistance in reviewing and updating your policies to ensure compliance, please contact me at edgar@officiumdc.com or schedule a time to talk here.

Deepfake Scams: Safeguarding Your Workplace

As employers become increasingly reliant on artificial intelligence (AI), cyber-criminals have found new ways to negatively exploit this technology. One of the most alarming examples is the rise of deepfake scams, where unsuspecting individuals are manipulated into handing over sensitive information or funds, resulting in sophisticated attacks on a company’s finances and operations.

Hackers are utilizing AI-generated deepfake content such as convincing audio and visual simulations of corporate executives. An example of this is a real-life situation in which an individual deceived an employee via a fabricated video call where they believed they were engaging with their company leaders. Unaware of the scheme, this call resulted in the employee initiating a bank transfer of over $25 million at the “executives” request, leading to extreme financial loss for the company. Unfortunately, this type of attack is not uncommon.

Protecting against this form of fraud requires heightened awareness and proactive measures within organizations, as well as the implementation of strong authentication systems. If you believe you are experiencing a deepfake scam, it’s crucial to take immediate action by consulting your legal team and law enforcement.

As the threat of AI-generated scams continues to increase, companies should remain vigilant and proactive in their approach to cybersecurity. Employers may also benefit from educating employees on potential or known scams, and seeking legal guidance on how to react to possible strikes.


If you have any questions about this increasingly relevant issue or want to talk through strategies to safeguard your business, don’t hesitate to contact me at edgar@officiumdc.com or schedule a time to talk here.

Benefits and Introduction of Hybrid Work Models

Post-pandemic, 74% of U.S. companies have opted to incorporate hybrid workplace models. This modern landscape isn’t one-size-fits-all, and is instead, company-specific and promotes a human-centric approach that’s focused on flexibility, collaboration, autonomy and empathetic leadership.

Studies show that hybrid schedules also address the shortcomings of remote work experienced during the pandemic such as trouble managing workplace culture, decreased engagement, inability to establish and maintain relationships, and poor access to support from leadership.

In addition to these factors, a hybrid workplace landscape in many ways has had a positive impact on long-standing workplace accessibility and equity issues for workers with disabilities and medical conditions, those with caregiver responsibilities, and more.

Hybrid work models don’t look the same at every company, and they shouldn’t. Each company comes with their own workplace culture and employment needs. However, there are a few popular formats, including:

  • Designing an environment that promotes safety and inspiration. This may include offering a variety of comfortable or private workspace options, access to team-building opportunities such as a pingpong table or outdoor picnic spaces, and free energy-boosting refreshments such as coffee/tea and healthy foods.
  • Mandating that employees be present in the office a set number of days per month chosen by them. This provides workers with the flexibility to choose a schedule that works for them and their responsibilities outside of the workplace such as childcare and medical appointments.
  • Hosting company or team-wide meetings and opportunities/training for career advancement in the workplace to encourage relationship building and connectivity.

Despite the aforementioned benefits of hybrid work, it can still be met with some hesitancy, especially when transitioning back from a fully remote environment. Because of this, it’s important that:

  • Employers are intentional and transparent with employees about the reason and desired outcomes for incorporating a hybrid schedule. 
  • Employers aim to support employees with barriers and hardships that returning to the office might bring, such as transportation expenses, travel time, childcare costs and family responsibilities. To combat this, companies should consider providing paid parking, flexible schedules, transit passes, childcare stipends, etc.

Hybrid work structures will likely be the way of the future, as studies show that this type of schedule results in increased productivity, company loyalty and overall well-being of employees from all levels. If you’re considering establishing a hybrid work model and would like to discuss examples and a format that might work best for your company, please reach out to edgar@officium.dc or schedule a meeting here.

Virginia’s Non-Compete Wage Cap Increase in 2024

On January 16th, Virginia implemented significant changes to non-compete agreements, particularly for low-wage earners. Under this law, these agreements cannot be enforced for employees earning below the updated annual salary threshold of $73,320, or an average weekly wage of $1,410.

In light of this change, employers are urged to review their post-employment agreements and non-compete policies to make any necessary updates to adhere to state and federal regulations. Taking action will help to avoid penalties, which can be severe, including fines up to $10,000 per violation.

This legislation reflects a national trend, with groups like the Federal Trade Commission and the National Labor Relations Board moving to limit non-compete clauses across the board.

Based in Maryland? Learn about updates to Maryland’s non-compete agreement laws here.


If you have questions about changes to non-compete regulations in MD or VA, or any other employee issues, please reach out to edgar@officiumdc.com or schedule a meeting here.

Minimum Wage & Poster Changes Introduced in 2024

Each year, businesses’ are impacted by new employment regulations, and one such regulation being introduced in 2024 is the minimum wage increase in several cities, counties and states across the U.S. 

While many of you compensate employees above the minimum wage, you still need to be aware of the changes. We recommend you do the following as you begin the new year:

  1. Verify, or adjust payroll accordingly, to ensure that you’re paying all employees at least the minimum wage required for your state, county and city.
  2. Change mandated posters that list minimum wage. 

Maryland Employers: Please note that the new minimum wage, effective January 1, 2024, will be $15.00/hour. This wage is required regardless of company size, which is a change from previous years.

District of Columbia Employers: Please note that the new minimum wage, effective July 1, 2024 will be $17.00/hour. 

Do you have employees located in other states?  Here’s a link to an article that lists all the minimum wage changes coming in 2024.  

Labor Law Posters

As an employer, you should also ensure that your business is compliant in displaying required posters.  Please visit https://www.laborposters.org/ for a list of all labor law posters for federal, state and local levels, that are required for your business.  Keep in mind:

  • Posters need to be displayed in an area where all employees have access to them. If you have employees who come into an office, consider posting them in a breakroom. 
  • If you have a remote workforce, or a hybrid/blended workforce, you should store digital versions of posters on a shared drive where employees can access them at any time, and communicate that location to employees.  
  • District of Columbia Employers:  You have until February 1, 2024 to post the updated Paid Family Leave employee notice introduced in October 2023.  The PFL notice is available in multiple languages and can be downloaded using the links below.

If you have questions about changes to the upcoming wage changes, or any other employee issues, please reach out to edgar@officium.dc or schedule a time to speak with me here.

Understanding Maryland’s Updated Non-Compete Agreement Laws

In a significant development for employers in Maryland, Senate Bill 591 has introduced modifications to the salary threshold that determines the permissibility of non-compete provisions in employment contracts.

As of January 1, 2024, Maryland employers are now prohibited from requiring employees earning $46,800 or less annually to enter into non-compete agreements. This represents a substantial increase from the previous threshold of $15.00 per hour or approximately $31,200 annually.

While the threshold is based on the minimum hourly wage, it still applies to exempt employees who are paid on a salary basis, and who are paid less than the $46,800 maximum.

The threshold will continue to increase automatically each year as wage limits inevitably change, and such protected employees may still be bound by non-solicitation agreements and other covenants to protect trade secrets or confidential information.

It’s crucial for employers to review employment contracts for any non-compete or conflict of interest provisions that violate the new threshold, as they are now invalid, even if an employee voluntarily entered into it. This review should also consider the upcoming minimum wage increase and subsequent rise in the non-compete threshold.

The new amendments signify a proactive approach to safeguarding employee rights and promoting fair employment practices.


If you have any questions about these changes or would like assistance in reviewing and updating your policies as it pertains to this change or any other HR needs, please contact me at edgar@officiumdc.com or schedule a time to talk here.

Do You Classify As A Joint Employer? Not Knowing Can Lead To Serious Implications

A recent development by the National Labor Relations Board (NLRB) is reshaping the responsibilities and liabilities of businesses. The new joint employer rule, effective December 26, 2023, introduces significant changes to the criteria for determining joint employer status under the National Labor Relations Act (NLRA). 

While there isn’t one sole definition of joint employment, there are in fact multiple ways that it is determined. Overall, it relates to situations in which more than one business or entity shares control or supervision over an employee’s activities, making all involved liable for any circumstances surrounding unfair labor practices, legal compliance and other potential responsibilities. 

Notably, the new rule emphasizes that even indirect control or authority over employment terms can establish joint employer status, diverging from the previous focus on direct and immediate control. 

For example, if an employer outsources an IT company to regularly assist with technology issues and provides directions on how the IT company’s employees support the business, they could be considered a joint employer despite not directly employing the IT workers. 

Being recognized as a joint employer carries significant implications for businesses. These implications extend beyond NLRA protections, with courts potentially imposing liability for wage/hour violations, discrimination, or harassment claims.

In light of the NLRB’s new joint employer rule, businesses should review their relationships with vendors, independent contractors, and other third parties, and adapt accordingly to this new standard.


Understanding how you classify can be difficult. If you have questions on how to assess your professional partnerships and navigate potential joint employer status, I’m happy to help. Please contact me at edgar@officiumdc.com or schedule a time to talk here.

ICYMI: Sustainable Earth Eating Feature

Edgar Ndjatou, President of Sustainable Earth Eating recognized consumer change in Food is Climate newsletter today, “There has definitely been …change by individuals in their diets to reduce meat as more studies show larger impact from reducing livestock production equals larger impacts in greenhouse gas reduction.”

Ndjatou, who is also head of Workplace Fairness, continued: “The hope is that as more people make these individual decisions, it will start to have a bigger impact on the global market for livestock agriculture.”

Ndjatou, who helped SEE’s launch in 2021, salutes its mission to address climate change, saying “but it requires individual and collaborative work,” cited an EcoWatch study that said replacing 50% of meat and dairy with plant-based alternatives could reduce agricultural greenhouse gas emissions by 31% by 2050.*

The SEE President cited actions such as:

  • Educating different populations on how to prepare meals that do not require meat but still provide the same nutrients.
  • Non-profit alignment with businesses bringing to market food products that use less or no meat or otherwise promote a reduced meat diet.
  • Power of Youth in Climate Change:  it is always a good strategy to bring new ideas to youth because they are naturally more curious and receptive to new ways of thinking. …they will soon be the stewards of our planet and will have to make important decisions on how to best deal with climate change policy. This will include examining how diets affect climate change.
  • Cited study: Replacing 50% of the chicken, beef, pork, and milk products consumed by humans with plant-based alternatives could reduce agricultural greenhouse gas emissions by 31% by 2050 as compared to 2020 levels, according to a study reported in EcoWatch.

To see the full interview, please click here.

Support Avant Bard’s 8th Annual Scripts in Play Festival

The Avant Bard’s 8th Annual Scripts in Play Festival hosted by the Avant Bard Theatre Company,will begin on January 19th and run through February 4th. As usual, we will have talk backs with the playwright, actors, directors and dramaturg after each reading. Wine and cheese will be served. Last year was our most successful festival yet, and many of the readings “sold out.” As President of the Board, I invite you to join us for this exciting event and ask you to please consider becoming a sponsor. This is a FREE event to all and will be taking place at the Museum of Contemporary in Arlington and the Mason Exhibitions Art Gallery also in Arlington. We are really trying to lift up our work as an Arlington Theatre Company.

Here is information on how to become a sponsor. Read about the original plays we plan to showcase below.

Tofana
Julia Marks (local playwright)

In 17th century Italy, women had three options: get married, join a convent, or become a prostitute. Unless, of course, you consider the fourth option: become a widow. Giulia Tofana, hand-in-hand with her mother, daughter, and a vast web of women, created an untraceable poison disguised as makeup. Aqua Tofana was behind the murder of 600 men…and the agency of 600 women. In a world without choice, how far will women go to help each other build their collective power? Tofana explores women’s anger, their fear, and their desire to keep loving. Tofana tells the true story of Renaissance women who attempted to have a voice in their own story, and suffered the consequences. Although they lived in a period of great knowledge, there are very few extant texts from female writers from that time, just as there are very few dramatic texts from women from before the mid-20th century. We know Giulia and her family of poisoners existed– but all records of her come from the hands of men. Her life comes to us colored by myth, and we are left to guess at the truth of it. How do we engage with characters knowing their writers were (perhaps unconsciously) prejudiced against them? What is our responsibility to carry their stories forward? And how can we ever hope to know a true story?

Historic Doubts
Luke Sorge (local playwright )

A century before the Shakespeare authorship debate, a young Lutheran pastor publishes a satirical book comparing the Bard’s authenticity to Jesus Christ’s divinity. With the help of renowned actress Charlotte Cushman, he overcomes his writer’s block and believes he’s ended atheistic arguments once and for all. But when the book is taken literally, his ensuing crisis of confidence leads to a crisis of faith… and a reckoning with the true meaning of Shakespeare. Historic Doubts is not only based on true events, featuring real historical figures, but the story also grapples with arguably the two most influential texts in human history: the Bible and Shakespeare’s works. The enduring impact of the words themselves are much more interesting than who wrote them. In this way, Historic Doubts is absolutely in conversation — at one point, quite literally — with time-tested classics.

Walter Mercado presents: a queer Puerto Rican (not just) Christmxs Carol
Jayne (JC) Deely (NYC playwright )

We all need a little help sometimes. Identity is confusing. Dating is HARD. Some of us go to therapy. And some of us – wait until it gets bad enough that our dead abuela (who’s lookin HOT, btw) sends three Puerto Rican ancestors/icons our way on Christmas Eve to get us back on track by taking us on a tour of our past, present, and future. It was just supposed to be three dates, but Walter has other plans for Zee. “Walter Mercado presents: a queer Puerto Rican (not just) Christmas Carol” is a queer subversion of the classic ‘Christmas Carol’ narrative, a refreshing holiday story about Puerto Rico, progress, gender, and accepting a helping hand from some unexpected ancestors. In subverting the classic literary narrative of Dickens’ Christmas Carol to tell the story of a Puerto Rican nonbinary protagonist and the Puerto Rican ‘ancestors’ who guide them, we are claiming a place within the theatre for a new type of classic, one that diverges from the traditional, largely white, cis canon, especially when it comes to what we expect from a holiday show. Step aside, Scrooge?