District of Columbia Statewide Rule
District of Columbia Split-Shift and Reporting-Time Pay
Key Facts
- Split-shift premium
- 1 hour at minimum wage
- Reporting-time pay
- At least 4 hours daily
- Fair-workweek law
- None enacted
- Enforcer
- DOES Office of Wage-Hour
- Live-in exemption
- Yes
Summary
The District has no fair-workweek or predictive-scheduling law, but employers must pay one extra hour at minimum wage for any split shift and guarantee at least four hours of reporting-time pay each day.
In addition to the wages required by this Chapter, the employer shall pay the employee for one additional hour at the minimum wage for each day during which the employee works a split shift. This provision is not applicable to an employee who lives on the premises of the employer.
Full Breakdown
Under 7 DCMR § 906.1, a District employer owes one additional hour at the DC minimum wage for each day an employee works a split shift: a schedule of non-consecutive daily hours where total meal time exceeds one hour. Section 907.1 adds reporting-time pay: an employee who reports for work as instructed but is given none, or less than four hours, must be paid for at least four hours (regular rate for hours worked, minimum wage for the rest). Employees who live on the employer's premises are exempt. The DC Council never enacted a fair-workweek advance-notice or predictability-pay statute.
Violations & Penalties
The DOES Office of Wage-Hour enforces these rules; an employer that fails to pay owes the unpaid wages, recoverable through the agency under 7 DCMR § 914 and the Wage Payment law.
Frequently Asked Questions
Does DC have a predictive scheduling or fair-workweek law?
What must a DC employer pay for a split shift?
Sources
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