Additional changes to the DC Wage Theft Prevention Act of 2014

Additional changes to the DC Wage Theft Prevention Act of 2014

DC Wage Theft Prevention Act- The Washington, D.C. Council issued the Wage Theft Prevention Clarification Emergency Amendment of 2015 and the Wage Theft Prevention Clarification Emergency Declaration Resolution of 2015 to clarify and address several requirements of the D.C. Wage Theft Prevention Amendment Act of 2014 which went into effect on February 26, 2015.The Resolution explains that the Clarification Emergency Amendment is aimed to clarify the following requirements of the Wage Theft Prevention Amendment Act of 2014:

  • Pay notices – to be issued in a language other than English if (a) the employer knows the employee has a primary language other than English, or the employee requests the notice in another language, and (b) the Mayor has prepared a template notice in that language.
  • Pay records – keeping precise records of hours worked applies only to employees who are not exempt from D.C.’s overtime requirements.
  • Pay frequency – employers may pay exempt employees once a month instead of twice a month. D.C. employers are also subject to the following provisions of the Wage Theft Prevention Amendment Act of 2014:
  • Written Notice Requirements for Current Employees and New Hires – within 90 days of the Act’s enactment, employers must provide a notice to employees, in their primary language, containing the following information:
  • Employer’s name and any “doing business as” names used by the employer;
  • Physical address of the employer’s main office or principal place of business, o Employer’s mailing address, if different;
  • Employer’s telephone number; o Employee’s rate of pay and the basis of that rate (i.e. hourly, shift, day, week, salary, piece, and/or commission);
  • Any allowances claimed as part of the minimum wage (including tip, meal, or lodging allowances);
  •  Overtime rate of pay and exemptions from overtime pay;
  • Living wage and exemptions from the living wage;
  • The applicable prevailing wages; and
  • Employee’s regular payday designated by the employer.

The notice must be signed and dated by the employer and the employee. An updated notice must be provided when changes to the original notice occur (i.e. raise or change of employer address). The mayor’s office has provided a sample template of the notice, which can be found on the D.C. Department of Employment Services’ website:

  •  Recordkeeping and Posting Requirements – copies of the signed and dated notice by both the employer and employee must be retained for a minimum of three (3) years along with records of the actual days and time worked by non-exempt employees. Employers are also required to post a copy or summary of the Minimum Wage Act and the amendments in a form prescribed or approved by the Mayor.
  • Retaliation – employers will be subjected to civil penalties and other compensation, back pay and job reinstatement should it retaliate against employees who report violations.

For more information about the additional changes to the Wage Theft Prevention Act of 2014, please visit: Find out more about C2’s Federal and State Government Regulation Services.

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Kevin McCoy

General Counsel


Mr. McCoy serves as C2’s General Counsel, managing the overall legal needs of the company. Mr. McCoy also works closely with the company’s HR teams who provide strategic advice to clients on a myriad of human resources related matters. Mr. McCoy came to C2 as an experienced labor and employment attorney, having served as a Partner in two different D.C. area law firms that specialize exclusively in management-side labor and employment law. Mr. McCoy likes to problem solve, and enjoys helping his clients work through the legal challenges of operating a large multi-jurisdictional HR outsourcing company.

After graduating with a degree in Philosophy from Emory & Henry College in Southern Virginia, Mr. McCoy earned his law degree from Valparaiso University School of Law. Mr. McCoy began his legal career as a judicial law clerk to judges on two different intermediate courts of appeal before settling in the D.C. region.


Gertie Fields

Director of Payroll & Administration


Ms. Fields manages C2’s Payroll Services team, charged with ensuring that all client payroll processing is timely and accurate. She is responsible for all aspects of client payroll accounting and financial reporting functions, including preparation of payroll audits. She manages the processing of multi-state payrolls, new hire reporting, and transmission of ACH files, and ensures that payrolls are accurate and fully compliant.

More importantly, Ms. Fields and her team pride themselves on proactively identifying potential payroll issues for clients before they become a problem. She has been with C2 since 1998, and has directed all aspects of Payroll Services. She holds a bachelors’ degree in Business Administration with a concentration in Acquisition and Contract Management.


Sharon Liotta

Chief Financial Officer


Ms. Liotta brought her 20-years of accounting management experience to C2 when she joined the company in 2000. As CFO, she directs and oversees all financial activities of the corporation including preparation of financial reports as well as summaries and forecasts for future business growth and general economic outlook. She is responsible for business and financial strategy and planning, monitoring, and management and reporting, including management and development of policies, systems, processes and personnel involved. Ms. Liotta directs the accounting staff to ensure that exceptional internal auditing and financial controls are maintained.

Ms. Liotta earned a Bachelor of Science degree in Business Administration from George Mason University with undergraduate studies at Clemson University.


Jackie Asencio

President & CEO 


Ms. Asencio is President and CEO of C2 Essentials, Inc., one of the region’s leading human capital management service providers. With more than 30 years’ experience, Ms. Asencio has been a major influence in helping small to mid-size government contractors grow and compete in the federal marketplace. C2 Essentials has successfully provided clients with a competitive edge through cost-effective HR outsourcing. Ms. Asencio recognizes that federal contractors are increasingly forced to reduce their costs due to pricing pressure. C2 Essentials becomes a strategic partner to its clients to help reduce their overhead and fringe dollars, while providing a robust HR expertise that enables clients to achieve HR compliance in an increasingly complex regulatory environment. HR outsourcing solutions are focused on the client’s mission, both CONUS and OCONUS.

As a seasoned trainer and coach, Ms. Asencio works closely with business owners ensuring their human capital management strategies are aligned to their business goals. Ms. Asencio has extensive experience in full life cycle recruiting, talent management, succession planning, career development, reward and recognition strategies, performance management, regulatory compliance, compensation, benefits, risk management, and outplacement services. Prior to founding C2 Essentials, Ms. Asencio provided human capital management support to Department of Defense and various civilian agencies.

Ms. Asencio believes in giving back to the community, her philanthropic activities have included supporting Operation Homefront, Wounded Warriors, Boulder Crest Retreat, The National Veterans Institute for Procurement, and local families in need. Ms. Asencio has received the Sister Eymard Gallagher Award for Corporate Social Responsibility and was a finalist for The Dr. J.P. London Award for Promoting Ethical Behavior for the Human Resources Leadership Awards (HRLA) of Greater Washington.


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