The District of Columbia requires quarterly reporting on tipped employees.
The Tipped Wage Workers Fairness Amendment Act, effective 2018, mandates specific obligations for DC employers of tipped workers. These include quarterly reporting to the DC Office of Wage-Hour (OWH) detailing individual employee wages, tips, hours, and occupation. Additionally, employers must provide sexual harassment training and formally notify tipped workers of their wage protections at the time of hire, with ongoing workplace postings.
DC Tipped Wage Workers Fairness Amendment Act
Ensures fair treatment and transparency for tipped employees in the District of Columbia through reporting, training, and notification requirements.
What those rules do as a District of Columbia shift is created.
Teambridge integrates the Tipped Wage Workers Fairness Amendment Act requirements directly into your operational workflow, ensuring compliance is a continuous, automated process rather than a periodic scramble. From employee onboarding to ongoing shift management, key compliance actions are prompted and recorded.
Tipped Worker Onboarding
When a new employee is designated as a tipped worker in DC, Teambridge automatically flags the need for their acknowledgement of tipped wage protections, ensuring the required notification is provided and documented at hire.
Sexual Harassment Training Tracking
Teambridge tracks the completion status of mandatory sexual harassment training for all DC tipped employees, sending automated reminders and flagging non-compliance to ensure all staff meet the statutory training requirements.
Automated OWH Reporting Data Generation
Teambridge compiles all necessary data points—wages, tips, hours worked, and occupation—for each tipped employee on a continuous basis, preparing it for quarterly submission to the DC Office of Wage-Hour, minimizing manual data collection efforts.
Stop worrying about District of Columbia compliance.
Teambridge manages the complexities of DC labor law for you, from minimum wage adjustments to specific tipped worker regulations, so you can focus on your business.
District of Columbia Tipped Wage Workers Fairness Amendment Act
The Tipped Wage Workers Fairness Amendment Act of 2018 (DC Law 22-120) enhances protections for tipped employees in the District of Columbia. It imposes specific obligations on employers, including detailed quarterly reporting, mandatory sexual harassment training, and clear communication of employee rights regarding tipped wages.
DC Official Code § 32–1009.01. Tipped Wage Workers Fairness Amendment Act of 2018.
“(a) An employer of a tipped employee shall submit to the Mayor, on a quarterly basis, a report, in a form and manner prescribed by the Mayor, that includes the following information for each tipped employee:
(1) The employee's full name, address, and occupation;
(2) The employee's regular hourly wage;
(3) The total number of hours worked by the employee;
(4) The total amount of cash wages paid to the employee;
(5) The total amount of tips declared by the employee; and
(6) The total amount of service charges distributed to the employee.
(b) An employer of a tipped employee shall provide sexual harassment training to all employees and shall maintain records of such training. The training shall be conducted by a qualified trainer and shall include at a minimum:
(1) Information on the prevention and correction of sexual harassment;
(2) The rights and responsibilities of employees and employers regarding sexual harassment; and
(3) The procedures for reporting sexual harassment.
(c) An employer of a tipped employee shall provide written notification to each tipped employee, at the time of hire or when the employee's status changes to a tipped employee, of the protections and rights afforded to tipped employees under District law, including the current minimum wage, the tipped minimum wage, and the employer's tip credit policy. The employer shall also post this information conspicuously in the workplace.”
Quarterly Reporting to DC OWH
Employers of tipped employees in DC are required to submit quarterly reports to the Mayor's Office of Wage-Hour (OWH). These reports must contain comprehensive data for each tipped employee, including their full name, address, occupation, regular hourly wage, total hours worked, total cash wages paid, total declared tips, and any service charges distributed. This data enables the OWH to monitor compliance with wage laws and ensure fair compensation for tipped workers.
Training and Notification Requirements
Beyond reporting, the Act mandates that employers provide sexual harassment training to all employees, with records of such training maintained. This training must cover prevention, correction, rights, responsibilities, and reporting procedures. Additionally, employers must provide written notification to tipped employees at hiring (or status change) outlining their rights and protections under DC law, including minimum wage, tipped minimum wage, and the employer's tip credit policy. This information must also be conspicuously posted in the workplace.
How Teambridge keeps your District of Columbia operations compliant.
Teambridge automates the complex requirements of the DC Tipped Wage Workers Fairness Amendment Act, transforming potential compliance burdens into seamless, integrated processes. Our platform ensures that every aspect, from data collection to mandated training, is handled proactively.
Automated Data Capture for OWH Reports
Teambridge continuously collects and organizes all required data points for each tipped employee, including wages, hours, and tips, ensuring that the information needed for quarterly OWH reports is always accurate and ready for submission.
Mandatory Training Integration and Tracking
Our platform integrates sexual harassment training modules, tracks completion rates for all tipped employees, and provides automated reminders for those needing to complete or renew their training, ensuring full compliance with the Act's educational mandates.
Automated Employee Notification at Hire
Upon onboarding a new tipped employee in DC, Teambridge automatically generates and delivers the required written notification outlining their rights, current minimum wage, and tip credit policies, documenting the acknowledgment for compliance records.
Centralized Compliance Record Keeping
All compliance activities, from training completion to notification acknowledgements and reported data, are meticulously logged and easily accessible within Teambridge, providing a comprehensive audit trail for any regulatory inquiry.