What are the rules for layoffs and furloughs?

Layoffs and furloughs are a reality for many employers and employees in the District of Columbia. While it is never an easy process for those affected, the District of Columbia has established laws to protect workers and provide guidelines for layoffs and furloughs. All employers must adhere to the DC Minimum Wage Act, which requires that all employees must be paid in full for any hours worked and any accrued leave prior to termination. The Act also provides that employers must give notice to workers of any impending layoff or furlough and that employers may not terminate any employee solely because they are looking for a job elsewhere. In addition, the District of Columbia Unemployment Compensation Law states that employers must provide workers with written notice of an impending layoff or furlough, as well as their rights to unemployment insurance and any other benefits they may be eligible for. These notices must be provided at least 10 days prior to the start of the layoff or furlough. Additionally, employers must obtain approval from the District of Columbia Department of Employment Services before laying off more than 50 people within a 30-day period. The Department of Employment Services must also be notified of any furloughs of more than three weeks, and the furloughed employee must receive written notice of their rights. Finally, employers must treat all employees the same during a layoff or furlough, as any discrimination or disparate treatment may result in legal action being taken against the employer. Thus, the laws of the District of Columbia provide protection for workers undergoing layoffs and furloughs, as well as guidelines for employers to follow.

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What are the rules for layoffs and furloughs?

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