District of Columbia Contract of Employment with Domestic Service Worker
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How to fill out Contract Of Employment With Domestic Service Worker?
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FAQ
Domestic workers are often not treated well by their employers. Despite the hard work they do, their employers often do not show them much respect.
Every employer is required by law (Basic Conditions of Employment Act section 29) to provide the employee with a written contract of employment not later that the first day of commencement of employment.
FDWs are not covered by the Employment Act 15 because it was deemed impractical by MOM to regulate specific aspects of domestic work, such as hours of works and work on public holidays. However, in order to cast a wider safety net, FDWs should be safeguarded under the Employment Act.
The employer shall provide for the basic necessities of the domestic worker to include at least three (3) adequate meals a day and humane sleeping arrangements that ensure safety.
Note: For foreign domestic workers ( FDWs ), their well-being and entitlements are provided for under the EFMA. FDWs are not covered by the Employment Act. For guidelines on the well-being of FDWs, read the rest days and well-being for FDWs.
Annual leave Full time domestic workers are entitled to 3 weeks leave per year. If the employer and employees agree they can take leave as follows: 1 day for every 17 days worked or one hour for every 17 hours worked.
Every domestic worker must have a signed employment contract by law. The contract cannot override the Basic Conditions of Employment and covers the specifics of your employment arrangement.
Hours of Work, Leave and Dismissal According to the legislation, domestic workers should work no more than 45 hours a week, and should not work more than nine hours a day if they work a five-day week, or more than eight hours a day if they work for more than five days a week.
Abuse, Harassment and Violence Live-in domestic workers experience more isolation, less privacy and more limited mobility, work longer hours, and receive a larger share of payments in kind (such as board). Living conditions are frequently poor. They are also more vulnerable to physical/sexual abuse by employers.
