The DC and Maryland legislatures have introduced significant employment law changes. Learn more about the updates below, and contact us with any questions or need for support.
District of Columbia
Expanded Wage Transparency Laws
Starting June 30, 2024, DC wage transparency laws will expand upon its current regulations to cover:
- Employers will no longer be able to screen applicants based on their wage history or request that applicants or past employers provide their wage history as a condition to be considered for employment. The rule does not prevent employers from asking as long as it isn’t a required answer.
- Employers must inform applicants of eligible healthcare benefits prior to hiring them, and are encouraged to include this information on job listings.
Companies are required to display a notice about these changes in a physical or virtual location easily accessible to all employees.
New Voting Leave Regulations
On May 10, 2024, DC published new regulations on voting leave law, stating that workers do not have to provide more than 7 days’ notice to take voting leave unless an already existing policy requires more. The change requires employers to post the Time Off to Vote notice in a physical or virtual location easily accessible to all employees at least 60 days before all scheduled elections. If a notice is sent via email, employers must receive an acknowledgement of receipt.
MARYLAND
Paid Family and Medical Leave Insurance
Going into effect on October 1, 2024, Senate Bill 485 will bring substantial updates to the Paid Family and Medical Leave Insurance (FAMLI) program. Key changes include:
- Contribution requirements now start on July 1, 2025, and benefit payments begin on July 1, 2026.
- Employees must have worked at least 680 hours in the prior four quarters to qualify.
- Set by Maryland’s secretary of labor by February 1, 2025, contribution rates include wages up to the Social Security wage base.
- Employers opting out of the state program must use an approved private plan, subject to application and renewal fees.
Pay Transparency Law
Beginning on October 1, 2024, the Pay Transparency Law will require employers to disclose wage ranges, benefits, and other compensation details in job postings. Key details include:
- The law applies to both public and internal job postings.
- Employers must retain records of compliance for three years.
Enhanced Pay Stub Requirements
Maryland’s pay stub requirements have been updated to mandate more detailed earnings information, including the employer’s contact details, payment dates, hours worked, pay rates, and detailed deductions.
A state-provided pay stub template will be available. Non-compliance can result in penalties of up to $500 per employee.
Non-Compete Ban for Veterinary and Health Care Professionals
Coming into effect on January 1, 2024, non-compete agreements are banned for veterinary and healthcare workers earning less than 150% of the minimum wage.
We will continue to provide information on these changes and others as updates become available. If you have any questions on how you might be impacted or what policy changes your business needs to make, please contact me at edgar@officiumdc.com or schedule a time to talk here.