DEPARTMENT OF EMPLOYMENT SERVICES: UNEMPLOYMENT … · department of employment services: unemployment insurance handbook for employers 2 revised december 9, 2013 table of contents - [PDF Document] (2024)

Government of the District of Columbia/Department of Employment Services (DOES)

DEPARTMENT OF EMPLOYMENT

SERVICES: UNEMPLOYMENT

INSURANCE HANDBOOK FOR

EMPLOYERS

Revised December 2013

Employers’

Guide to

Unemployment

Taxes and

Compensation

DEPARTMENT OF EMPLOYMENT SERVICES: UNEMPLOYMENT INSURANCE HANDBOOK FOR EMPLOYERS

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Revised December 9, 2013

Table of Contents INTRODUCTION 5

Release of Information 5

OVERVIEW OF THE DISTRICT OF COLUMBIA’S UNEMPLOYMENT INSURANCE PROGRAM 6 THE UI TAX PROGRAM 7

RESPONSIBILITIES OF THE EMPLOYER 7

Registration 7

LIABILITY .............................................................................................................................................................7

Covered Employment 7

Payment of Wages for Work Performed in the District of Columbia 8

Maintaining Records 8

Exempt Employment 8

Independent Contractors 9

Voluntary Election of Coverage 9

Date of Liability 9

Termination 9

REPORTING REQUIREMENTS .............................................................................................................................9

Filing Contribution and Wage Reports and Paying Taxes 9

Filing Schedule for UC-30 10

The due date for Form UC-30H 10

Magnetic Reporting 10

Making Corrections 11

Interest and Penalty 11

Penalty Assessment and Delinquency Schedule for Form UC-30 11

Annual Report Penalty and Delinquency Schedule for Form UC-30H 11

Wage Information 11

Reporting Changes 12

Reporting Employees Who Do Not Work Exclusively in the District of Columbia 12

Reporting Individuals Working Overseas 14

UNEMPLOYMENT INSURANCE TAX .................................................................................................................. 14

Rate for Newly Liable Employers 14

Rate for All Other Employers 14

Notification of Tax Rate 14

Taxable Wage Base 14

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Administrative Assessment 14

Federal Unemployment Taxes 15

Reimbursement Payment Option 15

Successor Employer 16

COMPLIANCE AND ENFORCEMENT .................................................................................................................. 16

Field Audits 16

Collection Activities 16

The Compliance and Clean Hands Certification Process 16

Deferred Payment Contracts (DPC) 17

UI BENEFITS PROGRAM 18 WHO MAY FILE AN UNEMPLOYMENT INSURANCE CLAIM .............................................................................. 18

WAGE REQUIREMENTS for ELIGIBILITY .......................................................................................................... 18

BASE PERIOD AND MONETARY ELIGIBILITY ................................................................................................... 18

MISSING WAGES ................................................................................................................................................ 19

AMOUNT OF BENEFITS ...................................................................................................................................... 19

Weekly Benefit Amount 19

Total Benefit Amount 19

BENEFIT YEAR ................................................................................................................................................... 19

WAITING PERIOD .............................................................................................................................................. 19

EXTENDED BENEFITS ........................................................................................................................................ 19

OTHER ELIGIBILITY REQUIREMENTS .............................................................................................................. 19

REQUEST FOR SEPARATION INFORMATION ................................................................................................... 20

NOTIFICATION TO BASE PERIOD EMPLOYERS ................................................................................................ 20

DISQUALIFICATION OR INELIGIBILITY ............................................................................................................ 21

REDUCTION OF WEEKLY BENEFIT AMOUNT ................................................................................................... 21

Receipt of Pension 21

Earnings 21

Overpayments 21

Repayment of Overpayments 22

Penalty for Fraud 22

Tax Withholding 22

Child Support 22

IMPROPER PAYMENTS ...................................................................................................................................... 22

Detection of Improper Payments 22

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Role of Employer in Detecting Improper UI Benefit Payments 23

BENEFIT CHARGES ............................................................................................................................................ 23

Charging of Benefits 23

Notice of Benefit Charges 23

NOTIFICATIONS AND APPEAL RIGHTS ............................................................................................................. 24

Notification to Claimant of eligibility for UI benefits and Right to Appeal 24

Notification to Last Employer and Right to Appeal 24

Appeal Rights of Employers Who Are Not the Last Employer 24

THE APPEAL PROCESS AND NOTICE OF HEARING ........................................................................................... 24

MAINTAINING INTEGRITY IN THE UNEMPLOYMENT INSURANCE PROGRAM ............................................... 25

SHARED WORK UNEMPLOYMENT COMPENSATION PROGRAM (SHARED WORK PROGRAM) ..................... 25

Eligibility 26

Submitting an Application 26

UI STATE INFORMATION DATA EXCHANGE SYSTEM (UI SIDES) 26 FREQUENTLY REQUESTED CONTACT INFORMATION 27 EQUAL OPPORTUNITY IS THE LAW 28

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Release of Information Information obtained by the DOES Office of Unemployment

Compensation from any employing unit is strictly confidential

and is not published or open for public inspection. Information

in the possession of the District of Columbia, which may affect

a change in an employer’s account, is made available to the

affected employer and the employer’s designated legal and/or

third party representatives. Please note that wage

information and other confidential unemployment

compensation information may be requested and used for

other governmental purposes, including determination or

verification of an individual’s eligibility for other government

programs. This notice is required by 20 C.F.R. § 603.11 (b).

INTRODUCTION

The Unemployment Insurance Handbook for Employers is designed to provide employers with an overview of the

District of Columbia's Unemployment Insurance (UI) Program and information on their rights and responsibilities. The UI

Program is administered by the Department of Employment Services (DOES) and is financed through taxes paid by

employers doing business in the District of Columbia. Statements contained herein are for informational purposes only

and do not have the effect of law or regulation.

This guide is a ready reference for obtaining information about coverage, taxes, unemployment benefits, and charges to

an employer’s UI account.

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OVERVIEW OF THE DISTRICT OF COLUMBIA’S UNEMPLOYMENT INSURANCE PROGRAM The unemployment insurance (UI) program is a state-federal partnership and is operated by the Department of

Employment Services (DOES) in accordance with provisions of the District of Columbia Unemployment Compensation

Act. Two divisions within DOES have primary responsibility for administering the UI program – the Office of

Unemployment Compensation and American Job Center operations. Contact information for key offices within the two

units can be found on page 23.

UI provides temporary benefits to workers who become unemployed through no fault of their own and are able and

available for work. These benefits reduce the hardship of unemployment, help sustain purchasing power, and stabilize

the work force. The UI program became effective with the passage of the Social Security Act in 1935.

UI benefits are financed by a payroll tax collected by DOES from employers doing business in the District of Columbia.

These taxes are deposited in a trust fund maintained by the U.S. Treasury Department. The deposits and accrued

interest in the trust fund can be used only for the payment of UI benefits.

Employers, excluding non-profit employers, also pay a federal unemployment insurance tax (FUTA) to the Internal

Revenue Service. Money raised from FUTA is used for federal unemployment insurance purposes, including federal

grants to pay the cost of administering UI and job service programs. FUTA may also be used to provide federal extended

UI benefits.

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THE UI TAX PROGRAM

RESPONSIBILITIES OF THE EMPLOYER

Registration Employers who pay wages to one or more employees for performing services in the District of Columbia are required by

law to register with DOES. It does not matter whether the services are performed on a full-time, part-time, or

temporary basis.

Employers complete Part VI of the Combined Business Tax Registration Application1 (Form FR-500) to provide DOES with

required registration information on ownership, location, and type of business. This information is needed to make a

determination of the employer's tax liability. Employers should retain a completed copy of Part VI of Form FR-500

submitted to DOES.

Employers also complete Part VI of Form FR-500 when acquiring all or part of the assets of another employer or when a

business reorganizes (i.e., changes the form of ownership, as from a partnership to a corporation).

Form FR-500 (with Part VI) including the complete list of Principal Business Activity (NAICS) Codes and full instructions

for completing the form, can be obtained from the addresses listed below or can be downloaded at www.cfo.dc.gov.

Department of Employment Services Office of Unemployment Compensation—Tax Division 4058 Minnesota Avenue, N.E., 4th Floor Washington, D.C. 20019 (202) 698-7550 Office of Tax & Revenue Business Tax Service Center 1101 4th Street, SW, Suite W270 Washington, DC 20024 (202) 727-4829 Once registered, employers are assigned a unique six-digit account number. This account number must be included in

all correspondence with DOES.

In the event that wages are not found in the wage file for claimants that have filed for unemployment benefits, the Tax

Division will contact employers to obtain wage information so that the claim can be processed. Contact may be made by

telephone, mail, in-person visit, fax, or e-mail.

LIABILITY

Covered Employment Covered employment includes wages paid in exchange for services rendered related to the continuing operation of the

employer. It does not include wages paid to individuals that are considered self-employed, such as sole proprietors, a

single member of an LLC that is taxed as a sole proprietor, partners, etc. Questions about covered employment and

1 Please note that the Combined Business Tax Registration Application contains the Form FR-500 therein. If the Combined Business

Tax Registration Application (Form FR-500) is completed, please submit a copy of Part VI to DOES.

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liability to the District of Columbia should be directed to the Employer Status Unit at (202) 698-7550, or via email at

[emailprotected].

Payment of Wages for Work Performed in the District of Columbia Most employers become liable to pay UI taxes the first day that wages are paid to one or more individuals for

performing services in the District of Columbia.

Household employers, distinguished as a separate employer group, become liable to pay UI taxes for personal and

domestic services performed in the private home of the household employer, once the household employer has paid at

least $500 in aggregate wages in any calendar quarter for such services. Once liable, household employers remain liable

for the duration of the period they maintain household employees, without regard to the amount of wages paid.

Persons considered household employees include chauffeurs, cooks, gardeners, nurses, maids, and baby-sitters who are

at least 18 years of age.

Maintaining Records Employers must maintain accurate and up-to-date records on all employees for the purpose of UI verification. These

records must include:

• The name and Social Security number of each employee;

• The beginning and ending dates of each pay period;

• The wages paid for each pay period, including the cash value of other remuneration, gratuities, and tips and

expenses incurred by each employee for which a deduction from wages is claimed;

• Earnings of employees, by the day when earned;

• The dates on which wages were paid; and

• The dates of employment and date and reason for separation.

These records must be available for inspection by authorized representatives of the DOES Tax Division, Benefits Division,

and Office of Compliance and Independent Monitoring for the purpose of reviews, audits, or investigations.

Exempt Employment Certain types of employment are exempt from coverage by the District of Columbia Unemployment Compensation Act.

Exempt employment includes:

• Service performed by an individual under 18 years of age as a babysitter;

• Casual labor not in the course of an employer's trade or business;

• Service by an individual employed by a son, daughter or spouse, or service by a child under 21 years of age

employed by a parent;

• Service as an insurance agent, if entirely on commission;

• Service performed in the employ of a church, religious convention, association of churches, or any organization

that is operated primarily for religious purposes;

• Service performed as part of an unemployment work-relief or work-training program assisted or financed by any

federal or state agency or political subdivision, or by an individual receiving such work relief or training;

• Service performed in the employ of a foreign government;

• Service performed in the employ of a public international organization, such as the World Bank;

• Service performed in a facility for rehabilitation by a person receiving rehabilitation;

• Service performed by an inmate of a penal institution;

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• Service performed for a railroad which is covered under provisions of the Railroad Unemployment Insurance

Act;

• Service performed by a student at his/her school, college, or university;

• Service performed in the employ of a hospital as a student nurse or intern; or

• Service performed by an individual under the age of 18 years in the delivery or distribution of newspapers.

Independent Contractors An independent contractor, working as an individual, is not covered by the law. Considerations in determining who is an

employee and who is an independent contractor include:

• The right to supervise, including the right to direct the means by which intermediate work should be done;

• The method of compensation; or

• Whether the individual is engaged in an independent trade, occupation, profession, or business.

DOES has the authority to determine employer/employee relationships and the classification of the worker’s status as it

relates to the designation of independent contractor. DOES’ classification is independent from any other regulatory

authority, such as the Internal Revenue Service (IRS), worker’s compensation authorities, or wage and hour authorities.

For additional information regarding independent contractors, contact the Tax Division at (202) 698-7550.

Voluntary Election of Coverage An employer not otherwise subject to the Unemployment Compensation Act may elect to become a covered employer.

Such election must be requested in writing and approved by the Office of Unemployment Compensation. It covers an

initial minimum period of two calendar years. Continuing coverage is automatic yearly thereafter, unless action is taken

by the employer or the Office of Unemployment Compensation—Tax Division to cancel the agreement.

Employers who elect to be covered are subject to all provisions of the Unemployment Compensation Act.

Date of Liability An employer becomes liable the first day that wages are paid for services provided in the District of Columbia. Household employers become liable as of the beginning of the first quarter in which they pay at least $500 in aggregate wages.

Termination An employer who no longer has employees and does not expect to hire may terminate liability by contacting the Office

of Unemployment Compensation—Tax Division.

REPORTING REQUIREMENTS

Filing Contribution and Wage Reports and Paying Taxes All employers liable to the District of Columbia must file Contribution and Wage Reports, Form UC-30 (quarterly) or

Form UC-30H (annually). Full instructions for completing the Contribution and Wage Reports (Forms) are included with

the Forms.

Non-household employers will file quarterly using Form UC-30. The due dates for Form UC-30 are as follows:

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Filing Schedule for UC-30

Quarter Months Report Due Date

First January, February, March April 30

Second April, May, June July 31

Third July, August, September October, 31

Fourth October, November, December January 31

Household employers may elect to file quarterly using Form UC-30 or annually using Form UC-30H. This election must

be requested when the household employer first registers. At the beginning of a new reporting year, the household

employer may request, in writing, to change its filing schedule.

The due date for Form UC-30H

Quarter Months Report Due Date

Quarterly wages are line-itemed and reported on one form

January – December April 15

Form UC-30 is mailed near the end of each quarter to all employers reporting quarterly. Form UC-30H is mailed in

January, following the end of the report year, to all household employers reporting annually. These Forms are pre-

printed with the employer name, address, account number, quarters or year to be reported, due date, and the tax rate

to be used when computing the tax due. If the Form is not received, please request the DOES Office of Unemployment

Compensation—Tax Division to mail a duplicate form. Failure to receive a quarterly or annual Form does not relieve the

employer of the responsibility for filing.

Employers are required to list the name, Social Security number, and gross wages paid for each employee on the Form.

Forms with incomplete, inaccurate or missing information will be rejected. Rejected Forms will be subject to penalty

and interest charges, if not corrected and submitted by the due date (see “Making Corrections” below for more details).

Wages must be reported on a when-paid basis and not when earned. As an example, an employee works the calendar

week of Sunday, March 20 through Saturday, March 26 and earns $600 in gross wages. The employee is paid the

following week, on Friday, April 1. Therefore, the $600 wages should be reported on the Form for the quarter ending

June 30 because it was actually paid during the April-June quarter. It should not be reported for the quarter ending

March 31, even though it was earned during that quarter. These instructions apply to all employers, since the annual

report requires a breakdown of wages by quarter.

Remittance of the full amount of UI taxes due should accompany all Forms. Checks and money orders should be made

payable to either the “Department of Employment Services” or “DOES.” Please list the 6 digit UI Employer Account

Number on the check or money order and mail the completed Form and accompanying payment (if a tax payment is

due) in the return envelope provided in the Form packet.

Magnetic Reporting Employers who have more than 250 employees are required to submit their wages on magnetic media. Employers with

less than 250 employees, who have automated payrolls, are encouraged to submit Form UC-30 on magnetic media.

Wage data submitted electronically eliminates the possibility of error in entering data. Record formats will be sent upon

request. For comprehensive information about magnetic media, please visit the following link:

http://does.dc.gov/node/200672

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Making Corrections If you find that you have submitted an incorrect Form, submit the corrected information in writing immediately using

the Statement to Correct Contribution and Wage Report, Form UC-226. Include the UI Employer Account Number and

submit to:

Department of Employment Services Office of Unemployment Compensation—Tax Division 4058 Minnesota Avenue, N.E., 4th Floor Washington, D.C. 20019

Interest and Penalty Forms and/or taxes submitted after the due dates and rejected Forms are subject to interest and penalty. The interest

rate is 1.5 percent of the tax due per month, or fraction thereof, until paid. The penalty is 10 percent of the tax due, or

$100, whichever is higher.

The UC30 Quarterly report follows the following schedule: For March 31 reports, the final report is due on April 30. If

the report is not received on the due date, a penalty is assessed on May 10, and a delinquency notice is sent on May 31.

For June 30 reports, the final report is due on July 31. If the report is not received by the due date, a penalty is assessed

on August 10, and a delinquency notice is sent on August 31. For September 30 reports, the final report is due on

October 31. If the report is not received by the due date, a penalty is assessed on November 10, and a delinquency

notice is sent on November 30. For December 30 reports, the final report is due by January 31. If the report is not

received by the due date, a penalty is assessed on February 10, and a delinquency notice is sent on February 28.

Penalty Assessment and Delinquency Schedule for Form UC-30

UC30 Quarterly Report Report Due Penalty Assessment Delinquency Notice Sent

March 31 (1st Quarter) April 30 May 10 May 31

June 30 (2nd Quarter) July 31 August 10 August 31

September 30 (3rd Quarter) October 31 November 10 November 30

December 30 (4th Quarter) January 31 February 10 February 28

Annual Report Penalty and Delinquency Schedule for Form UC-30H

UC30H Annual Report Report Due Penalty Assessment Delinquency Notice Sent

Calendar Year 4/15 4/25 5/15

Wage Information Employers must include on the Forms all wages paid to employees for personal services rendered. This includes

commissions, bonuses, tips, gratuities, back pay awards, vacation pay, severance pay, and sick pay, unless paid under a

third-party plan or system.

Employers must also report as wages all remuneration using a method of payment other than cash. Examples of non-

cash remuneration are meals and lodging.

The following payments are not considered wages:

• Discounts on purchases;

• “Meal money" when working late;

• Employer share of contributions to a fund under a plan or system for retirement benefits, or health and life

insurance benefits;

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• Sick pay under a third party plan or system; or

• Travel expenses actually incurred and paid.

Reporting Changes When any change in your business occurs, it is your responsibility to notify the Tax Division promptly. Form UC-30

includes an area for reporting these changes. These changes include:

• Change in the name of the legal entity;

• Change of designated legal or third party representative;

• Change of address, phone number or e-mail address;

• Acquisition of another business, partial or total;

• Change of ownership or business reorganization (e.g., a change from a sole proprietorship to a partnership);

• Sale or transfer of the business, partial or total; and/or

• Closing of business.

Reporting Employees Who Do Not Work Exclusively in the District of Columbia If you have employees who perform services both in the District of Columbia and in one or more other states, the

application of the following guidelines will determine whether you should report such employees to the District of

Columbia:

1. Is the employee's service localized in the District of Columbia? Localization occurs when the service performed

outside of the District of Columbia is incidental in nature. Service is considered incidental if it is temporary or

transitory in nature or consists of isolated transactions.

2. If the employee's service is not localized in the District of Columbia or another state, is the employer's base of

operations located in the District of Columbia?

3. If the employee's service is not localized in the District of Columbia and the employer's base of operations is not

located in the District, is the employee's service directed or controlled from the District of Columbia?

4. If none of the above is applicable, is the employee a resident of the District of Columbia?

Use the standards above, in order of priority, to determine whether to report the employee’s wages to the District

of Columbia.

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Reporting Individuals Working Overseas Citizens working abroad for an American employer should be reported to the District of Columbia if the employer's

principal place of business in the United States is located in the District of Columbia. In cases where there is no place of

business in the United States, citizens working abroad should be reported to the District of Columbia if the employer is a

corporation organized under the laws of the District of Columbia or if the employee is a resident of the District of

Columbia.

UNEMPLOYMENT INSURANCE TAX

Rate for Newly Liable Employers Employers who are newly liable for unemployment insurance taxes are assigned a standard tax rate equal to the average

rate of contributions paid by all employers the preceding year, or 2.7 percent, whichever is higher. Accounts will be

rated on their unique experience on or after they have completed 36 months of liability as of the rate computation date

(June 30).

Rate for All Other Employers Employers other than those who are newly liable are taxed based on their experience rate. The experience rate is

designed to ensure that each employer contributes a fair share to the Trust Fund. Generally, higher rates are assigned

to employers with high employee turnover because their unemployment experience results in greater Trust Fund

outlays.

Several factors determine the actual experience rate. These include:

• The amount of UI benefits paid to former employees and charged to an employer's account;

• The amount of taxes paid; and

• The average size of an employer's annual taxable payroll for the three preceding years.

An employer's tax rate is also determined by the status of the Trust Fund. During each calendar year, one of six tax

tables is in effect, depending on the balance in the Trust Fund as of the prior September 30th. The six tax tables can be

viewed at http://does.dc.gov/page/ui-taxes.

Notification of Tax Rate Tax Rate Notices (Form UC-632 or UC-632A) are mailed to employers in December or January. The tax rate will be

conclusive and binding unless a written application for review and re-determination is filed with DOES within 30 days

from the date of the annual tax rate notice. Requests for review and re-determination must specify the basis for

disputing the annual tax rate. Reduction of a tax rate cannot be granted for purely economic reasons.

Taxable Wage Base District of Columbia UI taxes are payable, at the assigned rate, on the first $9,000 paid to each covered employee during

the calendar year.

Administrative Assessment The District of Columbia enacted legislation that requires employers to pay an administrative assessment of two-tenths

of one percent (0.2%) on taxable wages reported each quarter. This administrative assessment supports the

administration of the District of Columbia UI program.

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This administrative assessment is payable by both rated (tax-paying) and reimbursable employers on the first $9,000 of

wages paid to each employee during a calendar year. The assessment amounts to a maximum payment of $18 for each

employee.

For rated employers, this administrative assessment is in addition to their regular UI tax. It is due by the same date as

the regular UI tax and may be included as a single payment. Currently, reimbursable employers are billed each quarter

for the administrative assessment after the quarterly report is processed and the taxable wages are computed.

Rated employers should note the following important point: Only the amount paid in regular UI taxes may be reported

to the IRS on Form 940.

Federal Unemployment Taxes Employers, excluding non-profit employers, also pay annually a federal unemployment insurance tax (FUTA) to the

Internal Revenue Service(IRS). Money raised from FUTA is used for federal unemployment insurance purposes, including

federal grants to pay the cost of administering UI and job service programs. FUTA may also be used to provide federal

extended UI benefits. Employers subject to District of Columbia unemployment taxes may receive up to 5.4% credit

against their FUTA. Annual filers must have their annual Contribution and Wage Reports submitted to DOES -

postmarked by April 15 in order to be considered timely. DOES certifies annually to the IRS a record of timely District of

Columbia unemployment insurance payments by employers. This certification is used by the IRS to determine your

eligibility to receive credit toward your FUTA obligation. Employers may request, in writing, an abstract of the payments

made to the District of Columbia.

NOTE: Non-profit organizations that qualify under Section 501(c)(3) of the Internal Revenue Code are exempt from this

federal tax.

Reimbursement Payment Option Non-profit organizations with 501(c)(3) classifications have the option of either paying quarterly taxes or reimbursing

the Trust Fund quarterly for the amount of UI benefits actually paid to former employees, a form of self-insurance

By default, non-profit organizations are rated employers. If a non-profit organization wants to exercise the option of

being a reimbursable employer, a written request to become a reimbursable employer must be made at the time

liability is established with DOES. Once a non-profit employer elects to become a reimbursable employer, this option

must remain in effect for a minimum of two calendar years. After this two-year period, a written request may be

submitted to change to a rated employer. Some factors to consider in deciding whether to become a reimbursable

employer are:

• Turnover rate: generally reimbursement is more advantageous to employers with stable employment;

• Estimation of cost: rated employers have known costs based on their tax rate, payroll, and taxable wage base,

while reimbursable employers could have varying costs, depending on the number of former employees

receiving benefits.

Reimbursable employers submit quarterly payroll reports. Every quarter, the reimbursable employer is sent a billing

notice that lists the UI benefits charged to the account. This bill is payable within 30 days of the date of the notice.

Interest and penalties are assessed for delinquent payments.

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Successor Employer An employer who takes over substantially all of the business or assets of another employer is considered a successor. As

a successor, the employer inherits both the tax rate and the experience rating history of the preceding employer. An

employer is not considered a successor if all four of the following conditions are met:

• The transferee has not assumed any of the transferor's obligations;

• The transferee has not continued or resumed transferor's goodwill;

• The transferee has not continued or resumed the business of the transferor, either in the same establishment or

elsewhere; and

• The transferee has not employed substantially the same employees as those the transferor had employed in

connection with the assets transferred.

COMPLIANCE AND ENFORCEMENT

Field Audits In order to ensure compliance with the taxing provisions of the law, field audits are conducted periodically to review

employer records. An audit may disclose an underpayment or overpayment of taxes by an employer. For cases of

underpayment, the auditor will collect additional taxes and interest due. For cases involving overpayment, the auditor

will assist the employer in applying for a tax refund or credit adjustment.

All tax auditors carry DOES-issued identification. Do not hesitate to ask for proper identification.

Collection Activities DOES maintains a vigorous collection program to obtain delinquent reports and taxes. This includes the placing of liens

against the assets of a business and collection by civil and criminal court action.

The Compliance and Clean Hands Certification Process DOES participates in the Compliance and Clean Hands Certification Process. These are two different avenues used by

the District Government to determine if prospective contractors, entities, and individuals needing licensure or bidding

on District contracts are in compliance with District laws.

Compliance

Contracting specialists from District of Columbia agencies with contracting authority and those from the D.C. Office of

Contracting and Procurement forward written requests inquiring about the compliance status of entities that wish to do

business with the District. The Tax Division forwards a response to these specialists to denote whether the entity is “In

Compliance,” “Not in Compliance,” or “Not Registered.” If the entity is “not in compliance”, the entity must become

compliant by filing missing reports and/or remitting payment to clear monetary delinquency. Payments must be made

by certified funds. If the entity is “not registered,” it must submit documentation to the agency so that the agency can

determine if the entity is liable under the statute. Once the entity resolves the issues, a revised compliance response is

forwarded to the appropriate contract specialist to state that the entity is in compliance because they resolved their

issue in full or are in compliance with an approved payment agreement. The compliance process is automated due to

the high volume of requests.

Citywide Clean Hands Certification

The “Clean Hands” Mandate (D.C. Code § 47-2862) stipulates that individuals and businesses, known as entities, are to

be denied city goods or services if there is a debt owed to the District of Columbia of more than one hundred dollars

($100.00) for fees, taxes, fines, or penalties and/or failure-to-file any required tax filings with the Office of Tax and

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Revenue (OTR) or DOES. The Citywide Clean Hands database is accessible to many District agencies. Individuals or

entities found to be “Non-Compliant” must resolve the issue with either OTR or DOES, or both. Entities with a

delinquency at DOES must submit the required reports and/or remittance due. Remittances/payments must be in the

form of certified funds. Once the items needed to resolve the delinquency are received, the entity is deemed

“Compliant” and the database is updated as such.

The DOES Tax Division is not a blanket issuer of Clean Hands Certifications to the public. It only updates those entities

that have a non-compliant issue and who resolve their issue in full or are in compliance with an approved payment

agreement.

Deferred Payment Contracts (DPC) The Unemployment Tax Regulations allow for a delinquent employer to liquidate their delinquency by making regular

monthly installments. The Director may authorize an employer to pay delinquent amounts by making regular monthly

installments that will liquidate the delinquency in the shortest amount of time deemed reasonable by the Director. The

initial period is of (6) months duration. The period may be extended by the Director or designee if employer

circumstances change and the employer requests re-negotiation. A deferred payment agreement cannot be negotiated

if the account has missing or unfiled reports.

The employer must make all installment payments timely. A stipulation of the agreement is that reports due

subsequent to the signing of the DPC must be filed timely and paid in full. If this stipulation is not met, the agreement is

considered null and void.

The particulars of the DPC are set forth in writing. The agreement is printed in three (3) copies. All three copies of the

agreement must be signed by the employer signatory able to bind the entity. The agreement must then be signed by

the agency. The employer will receive a copy of the executed agreement for their records. The remaining copies

become part of the agency files. The employer account is coded as being under a DPC and the payment agreement is

closely monitored. If an employer defaults, the delinquency is subject to further agency collection procedures.

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Revised December 9, 2013

UI BENEFITS PROGRAM

WHO MAY FILE AN UNEMPLOYMENT INSURANCE CLAIM

Any worker who is unemployed or who is working less than full-time may file a claim. A claim for benefits can be filed via Internet at www.ui.dc.gov or www.dcnetworks.org. A claim may also be filed via telephone at 202-724-7000. Filing a claim form via the Internet or telephone is the fastest and most efficient way to complete a claim for benefits. In addition, claim applications may be filed at any American Job Center located in the District of Columbia. A full listing of the American Job Centers’ locations can be found at www.does.dc.gov. Initial claims against the District of Columbia may also be filed at an unemployment office in any of the 50 states, Puerto

Rico, and the Virgin Islands. These are called "interstate" claims. An example of an interstate claimant would be an

individual who relocated to the state of New York after being laid off from employment in the District of Columbia. The

individual would file an unemployment claim against the District of Columbia through an unemployment office in the

state of New York or via the Internet at www.ui.dc.gov or www.dcnetworks.org.

Claimants are also able to file for their weekly benefits online at www.ui.dc.gov or www.dcnetworks.org, by phone or by

mailing in a paper claim form. Claimants are encouraged to utilize the website or phone to file their weekly claim forms

as mailing in paper forms can result in payment delays.

WAGE REQUIREMENTS for ELIGIBILITY

To be eligible for unemployment insurance benefits, an individual must meet the following wage requirements:

• Wages must be reported in at least two quarters of the base period (See base period definition below.);

• At least $1,300 in wages must be reported in one quarter of the base period;

• At least $1,950 in wages must be reported for the entire base period; and

• Total base period wages must be at least 1.5 times the wages in the highest quarter or be within $70 of that

amount. For example, an individual has total base period wages of $5,000, with $3,500 in the highest quarter

and $500 in each of the other three quarters. This individual would not be eligible because the total base period

wages of $5,000 are not at least 1.5 times the wages in the high quarter (1.5 x $3,500 = $5,250), nor are they

within $70 of that amount.

BASE PERIOD AND MONETARY ELIGIBILITY

The base period is a 12-month period that is determined by the date the claim is filed.

The wage calculation used to determine monetary eligibility is either traditional or alternative.

All claims are initially calculated for monetary eligibility using the traditional base period. The traditional base period

uses the first four of the last five completed calendar quarters immediately preceding the effective date a claim is filed.

If a claim fails to meet the monetary wage requirement to establish a traditional base period claim, an alternative base

period calculation is used.

An alternative base period calculation uses the last four completed calendar quarters immediately preceding the

effective date a claim is filed.

If neither base period calculation meets the wage requirements to establish a weekly benefit amount, the claim is

denied as being monetarily ineligible.

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MISSING WAGES

If a claimant determines base period wages from covered employment are missing from the wage records, DOES will

investigate the missing wages. Employers may be subject to fines, interest, and penalty assessments for failing to report

or properly classify wages.

AMOUNT OF BENEFITS

Weekly Benefit Amount A claimant’s weekly benefit amount is calculated as 1/26th of the base period quarter with the highest amount of wages. For example, if an individual has $5,200 in wages in the highest base period quarter of wages, then the corresponding weekly benefit amount would be $200 ($5200/26).

The maximum weekly benefit amount, established by law, is $359.00. All claimants with wages of $9,334 and above in

their high quarter of the base period receive this weekly benefit amount.

Total Benefit Amount The total benefit amount that a claimant may receive on a claim is the lesser of 26 times the weekly benefit amount or

one-half of the total wages in the base period. For example, a claimant’s weekly benefit amount is $50 and the total

base period wages are $2,300; this claimant would be entitled to $1,150 in total benefits, which is one-half of the base

period wages amount of $2,300, rather than 26 times the weekly benefit amount of $50, or $1,300.

BENEFIT YEAR

The benefit year is a 52-week period in which a claimant may collect benefits up to the maximum total benefit amount.

The benefit year begins with the Sunday of the week in which the individual first filed a claim for UI benefits.

An individual may not file a new UI claim against the District of Columbia until the current benefit year has ended, even

if all benefits have been received.

WAITING PERIOD

Otherwise eligible claimants must be unemployed for a waiting period of one week before benefits are payable. The

waiting period must be within the benefit year that includes the week for which the payment of benefits is claimed. The

week cannot be counted as a waiting week if benefits have been paid with respect to such week.

EXTENDED BENEFITS

During periods of very high unemployment, claimants may be eligible for extended benefits. Typically these benefits are

financed entirely by federal funds. However, some extensions may be financed one-half by federal funds and one half

by the District of Columbia Trust Fund.

OTHER ELIGIBILITY REQUIREMENTS

In addition to wage requirements, claimants must also meet all of the following requirements:

• Unemployed through no fault of their own.

• Available for work: ready and willing to accept work considered suitable because of past training, education, or

experience.

• Physically able to work: claimants may not collect benefits while sick, injured, or disabled.

• Actively seeking work, using methods that are customary for the occupation. Periodically, may be required to

report to an American Job Center to demonstrate work search activities.

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• Not receiving unemployment benefits from another state.

REQUEST FOR SEPARATION INFORMATION

Once a claimant files an initial claim for UI benefits, a request for separation information is mailed to the last (30 day)

employer. If the reason for separation is other than lack of work, the employer must provide full details concerning the

separation within seven (7) calendar days. The employer may return the form to the address specified on the form or

respond via the Internet at www.dcnetworks.org . The form may also be faxed to Central Claims at (202) 698-5707.

Employers are strongly encouraged to register with www.dcnetworks.org to monitor and manage UI claims activity on

their UI accounts.

If responding via the Internet, click on the “Employers” tab at the top of the page and then select “Respond to Requests

for Separation Information.” Use the UI account number and the first 5 digits of the FEIN to login. After logging in,

select “pending” cases to review recent separations. Click on the column names to change the order of the information.

Employer comments concerning the separation can be added after clicking the “Edit” button.

The last employer may also be contacted via telephone by a Claims Examiner with regard to the claimant's separation.

This is normally done to clarify information provided on the returned separation form.

In addition to receiving the request for separation information form, the last employer will also receive a copy of the

Claimant's Monetary Determination. This form indicates the claimant's weekly benefit amount and the maximum

amount that may potentially be collected.

Employers who fail to respond to requests for separation information may negatively impact the benefit charges and

resultant tax rates on the Base Period employers who will be charged for any payments made to the claimant. Recent

federal legislation mandates fines, penalties, and the loss of the ability to remove benefit charges from accounts that

exhibit a history of noncompliance to wage, employment, and separation information.

IMPORTANT NOTICE TO EMPLOYERS: As of October 21, 2013, federal law2 forbids the relief of employer charges in

instances where employers demonstrate an established pattern of being non-responsive to requests for separation and

wage information. The relief of non-charges also extends to employers who fail to file their quarterly reports timely.

NOTIFICATION TO BASE PERIOD EMPLOYERS

Employers for whom the claimant worked during the base period will also receive a notification that an initial claim has

been filed. This form will indicate the base period wages reported by the employer, the percentage of total benefits that

may be charged to the employer, and the total maximum potential charge. This information is also available via the

Internet at www.dcnetworks.org. Click on the ‘Employers’ tab at the top of the page and then select “View Potential UI

Charges.” Use the UI account number and the first 5 digits of the FEIN to log in. Click on the column names to change

the order of the information.

Employers should review this information carefully to ensure base period wages are correct. If base period wages do

not agree with quarterly wages previously reported on the quarterly or annual payroll report submitted to DOES, or if

the employer has no record of the individual ever having been an employee, the employer should notify the Office of

Unemployment Compensation—Tax Division at (202) 698-7550 or use the “Contact Us” information provided on the

2 http://wdr.doleta.gov/directives/attach/UIPL/uipl_2_12_acc.pdf and

http://wdr.doleta.gov/directives/attach/UIPL/UIPL_2_12_Chg1_Acc.pdf.

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Internet. Please note that a Base Period employer is not sent a Notice of Determination if it is not the separating

employer. A claimant’s eligibility is determined solely on the last separating employer for which they worked for 30

days, regardless of whether this employment is inside or outside the base period.

DISQUALIFICATION OR INELIGIBILITY

Claimants may be disqualified from receiving benefits or held ineligible for any of the following reasons:

• Voluntarily leaving their last (30-day) employer without good cause connected with the work;

• Being discharged by their last employer for gross misconduct that is supported by evidence;

• Being discharged by their last employer for other than gross misconduct;

• Refusing to apply for or accept suitable work without good cause;

• Participating in a labor dispute other than a lockout;

• Being physically unable to work or unavailable for work;

• Failing to report as directed;

• Failing to attend a training course recommended by DOES;

• Lacking authorization to work in the United States; and/or

• Having reasonable assurance of continuing employment where the employer is an academic institution or a

sports team.

REDUCTION OF WEEKLY BENEFIT AMOUNT

A claimant's benefit amount may be reduced for the following reasons:

Receipt of Pension Where the claimant’s pension is received from a Base Period employer and the claimant made 0% contribution to the

pension fund. Therefore, in addition to private funds that meet these criteria, Social Security, Federal Civil Service, or DC

Government pensions are not deductible for UI benefits purposes.

Earnings All earnings from work, including self-employment must be reported on the claimant's weekly or bi-weekly claim form.

The following formula is used to determine the amount of the weekly benefit that will be paid when wages are earned

during a benefit week:

Add $20 to the weekly benefit amount.

Subtract 80% of the gross weekly wages.

The remainder, rounded down, is the reduced weekly benefit amount.

Note: A claimant working full-time is not eligible for benefits, regardless of the amount of the gross weekly earnings.

Full time status is determined by each individual employer.

Overpayments If claimants are determined to have received benefits to which they are not entitled, they will receive a written notice

that explains the amount overpaid and the reason for the overpayment. Some of the most common reasons for

overpayments are the following:

• Failure to report earnings;

• Incorrectly reporting earnings (e.g., reporting net earnings instead of gross earnings);

• Failure to report pensions;

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Revised December 9, 2013

• A decision by an Appeals Examiner or the Office of Administrative Hearings which overturns an earlier ruling that

claimants were entitled to benefits;

• Continuing to file for benefits after return to full-time work; or

• Back-pay awards: If claimants have been restored to work with back pay, they are overpaid for the weeks for

which they received UI benefits. If an employer makes a back-pay award to a claimant who has received

benefits during the same period covered by the back-pay award, the employer is required by law to withhold

from the back-pay award an amount equal to the benefits paid. For the amount of benefits received or payment

information, contact the Benefit Payment Control Unit at (202) 698-5111.

Repayment of Overpayments Claimants who are overpaid are liable for full repayment to the state. Repayment may be made either in a lump sum or

in agreed upon installments. Future unemployment benefits due may also be withheld to satisfy outstanding

overpayments. If repayment is not made, legal action will be taken to collect the overpayment.

Penalty for Fraud If claimants knowingly make false statements, falsify work search contacts, or withhold important facts in order to

obtain or increase benefits, they may be disqualified for up to one year beyond their benefit year ending date. They are

also subject to civil or criminal prosecution and possible incarceration.

IMPORTANT NOTICE TO EMPLOYERS: As of October 21, 2013, federal law3 forbids the relief of employer charges in

instances where employers demonstrate an established pattern of being non-responsive to requests for separation and

wage information. The relief of non-charges also extends to employers who fail to file their quarterly reports timely. As

such, the District will not provide relief to an employer’s UI account for UI overpayments if it is determined the

overpayment resulted from the employer being non-responsive to requests for separation and wage requests or failed

to furnish quarterly wage reports in a timely manner. The District has determined that two separate unsuccessful

attempts to receive information from an employer will result in the prohibition of relief of charges.

Tax Withholding UI benefits are subject to both federal and District income taxes. Claimants can choose how deductions are made from

UI benefits and claimants are sent a Form 1099 at year end.

Child Support UI benefits are subject to child support obligations. DOES is required to withhold and forward these deductions taken

from the claimant’s weekly benefit check in order to satisfy the obligation outlined in a Child Support Order.

IMPROPER PAYMENTS

Detection of Improper Payments DOES employs a number of techniques to detect claimants who may be receiving or who have received benefits to

which they are not entitled. These include:

• A random audit of claims by the Benefit Accuracy Measurement Unit, and

3 http://wdr.doleta.gov/directives/attach/UIPL/uipl_2_12_acc.pdf and

http://wdr.doleta.gov/directives/attach/UIPL/UIPL_2_12_Chg1_Acc.pdf.

DEPARTMENT OF EMPLOYMENT SERVICES: UNEMPLOYMENT INSURANCE HANDBOOK FOR EMPLOYERS

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• A computerized cross match of wages reported by employers with unemployment benefits paid for the same

weeks.

Role of Employer in Detecting Improper UI Benefit Payments Every quarter, employers receive a summary of all charges to their accounts. Employers should carefully review these

quarterly charge statements to see if there are individuals listed as receiving UI benefits who returned to work during

the quarter in question. In some cases, a claimant may have been on an employer’s payroll and properly received

unemployment benefits for the same quarter. Employers who suspect that a claimant may have received improper

benefits should contact the Office of Unemployment Compensation—Benefit Payment Control Unit at (202) 698-5111.

Employers may also help to detect improper benefit payments by cooperating with requests for information received

from DOES with regard to detailed weekly earnings for claimants suspected of being improperly paid.

IMPORTANT NOTICE TO EMPLOYERS: As of October 21, 2013, federal law4 forbids the relief of employer charges in

instances where employers demonstrate an established pattern of being non-responsive to requests for separation and

wage information. The relief of non-charges also extends to employers who fail to file their quarterly reports timely. As

such, the District will not provide relief to an employer’s UI account for UI overpayments if it is determined the

overpayment resulted from the employer being non-responsive to requests for separation and wage requests or failed

to furnish quarterly wage reports in a timely manner. The District has determined that two separate unsuccessful

attempts to receive information from an employer will result in the prohibition of relief of charges.

BENEFIT CHARGES

Charging of Benefits A Base Period employer is liable for the cost of benefits paid to former employees through charges to the employer

account. UI benefits are charged in proportion to the percentage of total base period wages paid to the former

employee. For example, if an employer paid 100 percent of the claimant's base period wages, the account would be

charged 100 percent of the UI benefits paid to the former employee. If an employer paid only 25 percent of the base

period wages, the account would be charged for 25 percent of the UI benefits paid to the former employee.

Charges to the account are one of the three factors that enter into the calculation of the annual tax rate. The other

factors are taxes paid and total payroll. Therefore, charges could increase the tax rate.

Notice of Benefit Charges Every quarter, employers receive a charge statement detailing all charges against the account for that particular quarter.

The statement lists the claimant's name, Social Security number, and total charges. Employers will also receive an

annual detailed charge statement covering the period July through June. This charge statement is not a tax due notice.

The charging information is also available at www.dcnetworks.org. Click on the “Employer” tab at the top of the page

and then select “View UI Charges.” Use the UI employer account number and the first 5 digits of the FEIN to login. Click

on the column names to change the order of the information.

A reimbursable employer will receive a quarterly bill (Form UC 244) accompanied by a detailed listing of each individual

charge against the account. Payment on this quarterly bill is due 30 days from the date of the notice.

4 http://wdr.doleta.gov/directives/attach/UIPL/uipl_2_12_acc.pdf and

http://wdr.doleta.gov/directives/attach/UIPL/UIPL_2_12_Chg1_Acc.pdf.

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Revised December 9, 2013

Contributory employers are not charged in the following circumstances:

• When benefits are paid subsequent to a claimant's re-qualification after being disqualified for voluntarily leaving

the last employer without good cause connected with the work or for misconduct in the course of the last work.

All base period contributory employers are relieved of such charges.

• When benefits are paid to a claimant who became unemployed as a direct result of domestic violence.

• When benefits are paid to a claimant who is a continuing part-time employee of an employer other than the

separating employer. It is the responsibility of the continuing contributory employer to notify DOES in this case.

Only the continuing contributory employer is eligible for this non-charging.

• When extended benefits are paid to a claimant who has exhausted regular benefits. All base period

contributory employers are automatically relieved of such charges.

Reimbursable employers are responsible for all benefits charged to their accounts for regular UI and, for the non-federal

share, 50% of extended benefits that are charged to their accounts.

NOTIFICATIONS AND APPEAL RIGHTS

Notification to Claimant of eligibility for UI benefits and Right to Appeal Claimants are sent a written Notice of Determination from a Claims Examiner that advises them of their eligibility for

benefits and provides the reason(s) for the denial or approval for these benefits. A copy of this determination is also

sent to the last separating employer.

If claimants or employers disagree with such a determination, either party has the right to file an appeal. Any appeal

must be filed in writing within 15 calendar days of the date the determination was certified as being mailed or hand

delivered.

Notification to Last Employer and Right to Appeal In addition to the Notice of Monetary Determination, the last employer will also receive a notice on whether a claimant

has been disqualified because of the circumstances of their separation from the employer. A request for an appeal may

be filed with the Office of Administrative Hearings in person at One Judiciary Square, 441 4th Street, NW, Suite 450N,

Washington, DC 20001-2714; via fax at (202) 442-9451; or via email at [emailprotected].

*Note: Please make sure that a copy of the determination that is being appealed is submitted at the time of the appeal.

Appeal Rights of Employers Who Are Not the Last Employer A decision on eligibility for benefits may be imposed only with regard to the last (30-day) employer. Base Period

employers, who are not the last separating employer, may only appeal a claimant's entitlement to benefits based on the

separation from the last employer. Base Period employers may present evidence at an appeal hearing regarding the

claimant's separation from the last employer and may cross-examine the claimant at such hearing.

Base Period employers also have the right to appeal a claimant's continuing eligibility for benefits by contesting

availability for work and/or physical ability for work.

THE APPEAL PROCESS AND NOTICE OF HEARING

Once an employer has filed an appeal contesting a claimant's eligibility or a claimant has filed an appeal contesting

ineligibility, a Scheduling Order and Notice of In-Person Hearing (Scheduling Order) will be sent in advance of the

scheduled hearing by the Office of Administrative Hearings. This notice will indicate the date, time, and place of the

hearing. Claimants and employers should be prompt, as failure to appear at the scheduled time may result in a decision

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without the absent party’s direct testimony. Please refer to the Scheduling Order or contact the Office of Administrative

Hearings for any questions or concerns about the hearing.

MAINTAINING INTEGRITY IN THE UNEMPLOYMENT INSURANCE PROGRAM

The UI program is the most successful social insurance program enacted by Congress. The program is primarily funded

by employers and is operated by states under the guidance of the United States Department of Labor. The UI program

operates on the principle of trust. Trust in the belief that the employer will comply with the proper classification and the

reporting of wages liable to the District of Columbia. Trust in the belief that claimants who file for benefits meet the

eligibility requirements for the receipt of UI benefits.

Our ability to efficiently and accurately process UI claims depends on the speed and accuracy of the information

received from employers and claimants to make timely decisions.

Over the last few years, concerns about the error rates associated with the payment of benefits from social insurance

programs have brought increased attention to the factors that are used to make eligibility determinations. Legislative

bodies have placed a higher degree of interest in eligibility and payment determinations. Greater emphasis has been

placed on the importance and requirement of employer participation to increase the level of integrity in the UI program.

Please participate in following activities that will greatly enhance our ability to protect the UI Trust Fund, by reducing

erroneous payments and keeping UI tax rates competitive.

• Use www.Everify.com to determine if potential employees are authorized to work in the United States. • Report all new hires to the State Directory of New Hires. Employees hired in the District of Columbia should be

reported to https://dc-newhire.com. • Keep contact information current. Inform DOES of the contact addresses for tax and benefit correspondence. If

a third party agent is used, please provide DOES with the mandatory Power of Attorney form. The form must specify the transactions the agent is authorized to perform.

• Promptly respond to all requests for separation, wage, and employment information from DOES. Employers are encouraged to manage UI claims online at www.dcnetworks.org. Promptly provide facts when responding to separation requests…Be Proactive!

Give dates of significant events (e.g., issuance of handbooks, policies, warnings, reprimands, notices, etc.).

Include who, what, when, where, how, and the degree to which an offense occurred. Include copies of policies, rules, and regulations that were violated. Include eye witness testimony.

• Adopt rules, policies, and codes of conduct (e.g., Employee Handbook). • Properly classify workers who are hired to engage in activities that support the continuing operations of the

business enterprise. • Report employers who improperly classify workers. • Review quarterly charge statements or billing notices for inaccuracies or suspicious activity. • Contact DOES for questions and guidance related to the UI program.

SHARED WORK UNEMPLOYMENT COMPENSATION PROGRAM (SHARED WORK PROGRAM)

Shared Work is a voluntary program that provides an alternative to layoffs for employers confronted with a temporary decline in business. The principle behind Shared Work is simple: instead of laying off a percentage of the work force to cut costs, an employer could reduce employees’ hours by the same percentage and keep the entire work force on the job.

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Shared Work offers many benefits to employers. Through this program, an employer maintains high productivity and quality because the existing trained work force remains in place. This means that employers can avoid the time and expense of rehiring and retraining new employees. Shared Work allows employers to maintain high employee morale because employees can avoid the insecurity and unrest that an impending layoff could bring.

Eligibility To be eligible for the Shared Work Program, an employer must certify that the implementation of a shared work plan would be in the place of temporary layoffs that would affect at least ten (10) percent of the employees in an affected unit. Employers must also certify that they plan to reduce work hours by no less than 20% and no more than 40% for workers in an affected unit. Employers must intend to show that all employees in an affected unit are treated equally.

Submitting an Application The Shared Work Plan application is a fillable PDF document and can be downloaded from the DOES Shared Work Program website at http://does.dc.gov/page/dc-shared-work-plan-application. Each application must be completed in its entirety and it must be approved in writing for all employees under a collective bargaining agreement. Additional information about eligibility and the application process to the District’s Shared Work Program can be found at: http://does.dc.gov/page/shared-work-unemployment-compensation-program.

UI STATE INFORMATION DATA EXCHANGE SYSTEM (UI SIDES) SIDES E-Response is a data exchange system that provides an electronic and nationally standardized method through which employers can communicate with the District. SIDES E-Response is available to employers at no charge and it helps to simplify and streamline UI processes for employers. It has the benefits of helping employers to save time and money by providing accurate and timely information to state agencies. SIDES reduces paperwork, reduces follow up requests and phone calls, and helps to keep UI rates as low as possible by reducing improper payments to employees. DOES encourages all District employers to take advantage of using SIDES as a method to communicate and respond to UI requests within the District. For additional information about using SIDES E-Response in the District, please email [emailprotected], call 202-698-5800, or visit https://app.does.dc.gov/.

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FREQUENTLY REQUESTED CONTACT INFORMATION

Division Telephone

Number

Web site/Email Address

General Tax Information 202-698-7550

www.does.dc.gov

Tax Division – Registration 202-698-7550 [emailprotected]

Tax Division – Accounting 202-698-7550

Tax Division – Electronic Filing Instructions does.dc.gov/node/200672

Benefits Division – General Information 202-698-5111 www.dcnetworks.org

Benefits Division – Claims Information 202-698-5111 www.dcnetworks.org

Benefits Division – Charge Protests 202-698-5111 [emailprotected]

Wage and Hour Division 202-671-1880 www.does.dc.gov

Worker Compensation Division 202-671-1000 www.does.dc.gov

E verify (Worker Authorization) 800-791-1427 www.Everify.com

District of Columbia New Hire Reporting 202-671-1880 https://dc-newhire.com

Office of Tax and Revenue Business Registration 202-727-4829 www.ocfo.dc.gov

American Job Center – Headquarters 202-724-2337 www.dcnetworks.org

American Job Center – Northeast 202-576-3092 www.dcnetworks.org

American Job Center – Northwest 202-442-4577 www.dcnetworks.org

American Job Center – Southeast 202-741-7747 www.dcnetworks.org

Summer Youth Employment Program 202-698-3492 www.summerjobs.dc.gov

DOES Equal Employment Opportunity Program 202-671-0891 [emailprotected]

Office of Administrative Hearings 202-442-9094 www.oah.dc.gov

DC Chamber of Commerce 202-347.7201 www.dcchamber.org

Shared Work Unemployment Compensation Program

202-698-6364 [emailprotected]

SIDES 202-698-5800 https://app.does.dc.gov/

[emailprotected]

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Revised December 9, 2013

EQUAL OPPORTUNITY IS THE LAW DOES does not discriminate against any individual on the grounds of race, color, religion, sex, national origin, age, disability, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, genetic information, matriculation, or political affiliation or belief. Further, DOES does not discriminate against any beneficiary of programs financially assisted under Title 1 of the Workforce Investment Act of 1998 (WIA) on the basis of the beneficiary’s citizenship status as a lawfully admitted immigrant authorized to work in the United States or participation in any WIA Title 1 – financially assisted program or activity. If you think you have been discriminated against under any WIA Title 1 – financially assisted program or activity, you may file a complaint, within one-hundred-eighty (180) days from the date of the alleged violation, with the Department of Employment Services Equal Employment Opportunity Officer, 4058 Minnesota Avenue NE, Suite 5800, Washington, DC 20019, or you may file a complaint with the District of Columbia Office of Human Rights, 441 4th Street NW, Suite 570 North, Washington, DC 20001. A complaint of sexual harassment may be filed directly with the DC Office of Human Rights. If you elect to file your complaint with DOES, the EEO Officer shall, insofar as is practicable, conduct the final interview no later than thirty (30) calendar days after the date of which the matter was called to the EEO Officer’s attention. If you wish to file a formal complaint at the conclusion of counseling, you must do so within fifteen (15) calendar days of the receipt of the EEO Officer’s notice of right to file a formal complaint with the DC Office of Human Rights. For more information concerning the DOES Equal Employment Opportunity Program, please contact the Equal

Employment Opportunity Manager at (202) 671-0891.

Lisa María Mallory, Director ● Vincent C. Gray, Mayor