A Washington, DC employment contract details what is required of both the employee and the employer. It outlines the job responsibilities of the employee, any confidentiality clauses they need to adhere to, and the compensation they will receive from the employer.
To be valid in Washington, DC, an employment contract must include several key elements: an intent to be bound, an agreement on material terms, and an assumption of mutual obligations (including an offer, acceptance, and consideration) [1] .
- Laws: Code of the District of Columbia Title 32.
- Definition of Employee: § 32–531.01(2): “Any individual employed by an employer, but shall not include:
- (A) Any individual who, without payment and without expectation of any gain, directly or indirectly, volunteers to engage in the activities of an educational, charitable, religious, or nonprofit organization;
- (B) Any lay member elected or appointed to office within the discipline of any religious organization and engaged in religious functions;
- (C) Any individual employed as a casual babysitter, in or about the residence of the employer;
- (D) An independent contractor;
- (E) A student;
- (F) Health care workers who choose to participate in a premium pay program; or
- (G) A substitute teacher or a substitute aide who is employed by District of Columbia Public Schools for a period of 30 or fewer consecutive work days.”
By Type
Independent Contractor Agreement
Defines a business relationship between a client and a contractor.
Employee Non-Compete Agreement
Prevents an employee from working for a competitor to an employer during or after leaving a job.
Hiring in Washington, DC
Before you write a DC employment contract, you must know the following labor laws and requirements for the District of Columbia.
At-Will Employment
Washington, DC is an at-will employment jurisdiction. There are also exceptions to the at-will employment rules.
Exceptions
- Public Policy: Yes
- Implied-Contract: Yes
- Good-Faith Exception: No
Minimum Wage ($/hr)
Basic Minimum Rate (per hour): $17.00 [2] .
Premium Pay After Designated Hours: Weekly – 40.
The minimum wage in DC is adjusted annually on July 1st, based on a set formula.
Child Labor
Neither employment certificates nor age certification is required in DC. Employers are expected to ensure that they comply with all DC child labor restrictions and regulations [3] .
Payday
Washington, DC requires employers to pay employees regularly on at least a semi-monthly basis.
Meal and Rest Breaks
There are no requirements for minimum periods for breaks or meals in DC.
Recordkeeping Requirements
Employers in Washington, DC must keep employee records on pay rates, hours, and job descriptions for at least three years [4] , and for:
- Employee leave
- Discrimination
- Safety & health/workers’ compensation
- Child labor
- Employee access to records
- Unemployment insurance (7 years)
Sample
Download a Washington, DC employment contract template in PDF or Word format below.
