Employee Notices - District of Columbia

Paid Family Leave Notice (OPFL EE)

Summary of state requirements: Covered employers must provide covered employees with notice of the District of Columbia's Paid Family Leave law annually, upon hiring, and at the time an employee is aware that leave is needed.

Related information

Non-compete Agreement Notice

Summary of state requirements: Employers with a workplace policy that includes one or more exceptions to the definition of the non-compete provision must provide a written copy of the provision to an employee within 30 days after the employee accepts employment and any time the policy changes.

Additionally, whenever an employer proposes a non-compete provision to a highly compensated employee, the employer must provide this notice to the employee: "The District's Ban on Non-Compete Agreements Amendment Act of 2020 limits the use of non-compete agreements. It allows employers to request non-compete agreements from highly compensated employees, as that term is defined in the Ban on Non-Compete Agreements Amendment Act of 2020, under certain conditions. [Name of employer] has determined that you are a highly compensated employee. For more information about the Ban on Non-Compete Agreements Amendment Act of 2020, contact the District of Columbia Department of Employment Services (DOES)."

Related information:

• Non-compete agreements - District of Columbia
• Non-compete agreements

Citations:

• Code of the District of Columbia 32-581.03a(a)(1)

Family and Medical Leave Act

Summary of state requirements: Employers must distribute DCFMLA information to new employees, either in an employee handbook or manual or in another form if a handbook/manual isn't provided (e.g., handout, email) AND provide an eligibility letter to employees within five days after an employee requests leave under the DCFMLA.

Related information:

• FMLA — District of Columbia
• FMLA

Citations:

• D.C. Municipal Regulations 4-1613.4