Washington, D.C. B22-0913 – Tipped Wage Workers Fairness Amendment Act of 2018, codified at D.C. Code § 2-1411.05a (effective 10/30/20, pursuant to the Fiscal Year 2021 Budget Support Act of 2020).

What does the Washington, D.C. sexual harassment training law require?

Effective October 30, 2020, Washington, D.C.’s B22-0913 mandates sexual harassment training applicable to employers of tipped workers, including employees, managers, owners, and operators of these businesses. Generally, employees must receive sexual harassment training within 90 of hire. Current employees must receive the training by October 1, 2022. Managers, owners, and operators must receive the training at least once every two years.  Sexual harassment training may by provided by either the Office of Human Rights (OHR) or a certified provider. Employers whose employees, managers, owners, or operators participate in training by a certified provider must, within 30 days,  certify to the OHR that the individual has completed the training.

What should sexual harassment training in Washington, D.C. cover?  

Washington, D.C.’s B22-0913 requires training to cover how to respond to, intervene in, and prevent sexual harassment by co-workers, management, and patrons. While the law doesn’t explicitly mandate training on the company’s sexual harassment policy,  B22-0913 does require employers of tipped workers to distribute these policies to employees, post the policies in a conspicuous place, and to file a policy with the OHR that outlines how employees can report sexual harassment to their employers and to the OHR. 

Who does Washington, D.C.’s mandatory harassment training apply to?

Washington D.C.’s harassment training law requires all employers of tipped workers to receive sexual harassment training. Managers are required to attend the training in person, while owners, operators, and non-managerial employees have the option to participate in online training. 

What does Washington D.C.’s, sexual harassment training requirements mean for you? 

Considering the nature of the mandate, if you employ tipped workers, your business will likely need to take a number of measures to satisfy Washington, D.C.’s sexual harassment training requirements. As a first step, you will need to ensure that you have delivered sexual harassment training to your existing workforce and make a plan for all new hires.

Want to learn more about the sexual harassment prevention training mandates across North America? 

The EVERFI team of dedicated in-house attorneys want you to have a clear understanding of which states and provinces require harassment training.  Explore our interactive guide to sexual harassment prevention training requirements.
Mandated Harassment Training