Question 1

Does District of Columbia have a mini-COBRA law?

Accepted Answer

No clear state mini-COBRA. Federal COBRA (29 U.S.C. §§ 1161-1167) applies to employer-sponsored group health plans of employers with 20+ employees. If your employer had fewer than 20 employees, federal COBRA may not apply — verify with the District of Columbia insurance commissioner whether other continuation rights exist.

Question 2

Does District of Columbia have its own paid family leave program?

Accepted Answer

Yes. District of Columbia runs D.C. Family and Medical Leave Act, supplementing federal FMLA with paid (or partially paid) leave benefits. State PFL programs typically have separate eligibility, contribution, and benefit calculations from FMLA.

Question 3

Where do I file a state ADA-equivalent disability discrimination complaint in District of Columbia?

Accepted Answer

D.C. Office of Human Rights. State FEP agencies typically have parallel jurisdiction with the EEOC for ADA Title I claims. District of Columbia status as a "deferral state" extends the federal EEOC charge filing window from 180 to 300 days.

Question 4

If my employer denies a reasonable accommodation in District of Columbia, what are my options?

Accepted Answer

Federal: file an EEOC charge within 180/300 days for the failure-to-accommodate claim under 42 U.S.C. § 12112(b)(5)(A). State: file a parallel charge with D.C. Office of Human Rights which may have additional remedies. You can also request the interactive process under 29 CFR § 1630.2(o)(3) — that record-preserving demand is what the ADA accommodation wizard generates.

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