WHD Fact Sheets

Fact Sheet #1 explains the application of the Fair Labor Standards Act (FLSA) to construction employees, including the difference between "blue-collar" and "white-collar" employees, overtime requirements, and recordkeeping.

Fact Sheet #2 explains the application of the Fair Labor Standards Act (FLSA) to employees in the restaurant industry, including minimum wage and overtime requirements, tip pooling, and youth employment rules.

Fact Sheet #2A explains the child labor laws that apply to employees under 18 years old in the restaurant industry, including the types of jobs they can perform, the hours they can work, and the wage requirements. It also outlines the penalties for violating these laws.

Fact Sheet #3 explains the application of the Fair Labor Standards Act (FLSA) to employees in professional offices, including who qualifies as exempt "white-collar" employees, overtime requirements, and recordkeeping. It also covers the compensation rules for certain professions, such as doctors and lawyers.

Fact Sheet #4 explains the application of the Fair Labor Standards Act (FLSA) to security guards, including the criteria for determining whether they are considered "exempt" or "non-exempt" employees under the FLSA. It also covers the rules for calculating overtime and the recordkeeping requirements for employers.

Fact Sheet #5 explains the application of the Fair Labor Standards Act (FLSA) to employees in the real estate industry, including who qualifies as exempt "white-collar" employees, overtime requirements, and recordkeeping. It also covers the rules for compensating employees for on-call time and the treatment of independent contractors under the FLSA.

Fact Sheet #6 explains the application of the Fair Labor Standards Act (FLSA) to employees in the retail industry, including minimum wage and overtime requirements, exemptions for certain positions, and the treatment of bonuses and commissions. It also covers recordkeeping requirements and the rules for compensating employees who perform both exempt and non-exempt work.

Fact Sheet #7 explains the application of the Fair Labor Standards Act (FLSA) to employees of state and local governments, including the differences between "white-collar" and "blue-collar" employees, overtime requirements, and exemptions for certain positions. It also covers the rules for compensating employees for travel time, on-call time, and training time, as well as the recordkeeping requirements for employers.

Fact Sheet #8 explains the application of the Fair Labor Standards Act (FLSA) to police and firefighters, including the criteria for determining whether they are considered "exempt" or "non-exempt" employees under the FLSA. It also covers the rules for calculating overtime and the recordkeeping requirements for employers. Additionally, it discusses the special provisions in the FLSA that allow for the use of "compensatory time" in lieu of cash overtime payments.

Fact Sheet #9 explains the application of the Fair Labor Standards Act (FLSA) to employees in the manufacturing industry, including minimum wage and overtime requirements, exemptions for certain positions, and recordkeeping. It also covers the rules for compensating employees for training time and for travel time, as well as the treatment of bonuses and commissions.

Fact Sheet #10 explains the application of the Fair Labor Standards Act (FLSA) to employees in the wholesale industry, including minimum wage and overtime requirements, exemptions for certain positions, and recordkeeping. It also covers the rules for compensating employees for training time and for travel time, as well as the treatment of bonuses and commissions.

Fact Sheet #11 explains the application of the Fair Labor Standards Act (FLSA) to employees in the automobile dealership industry, including minimum wage and overtime requirements, exemptions for certain positions, and recordkeeping. It also covers the rules for compensating employees who perform both exempt and non-exempt work, as well as the treatment of bonuses and commissions.

Fact Sheet #12 explains the application of the Fair Labor Standards Act (FLSA) to employees in the agricultural industry, including the minimum wage requirements, the "piece-rate" method of payment, and exemptions for certain positions. It also covers the rules for compensating employees for travel time and for certain activities related to crop production, as well as the recordkeeping requirements for employers.

Fact Sheet #13 provides general information on how to determine if a worker is an employee or independent contractor under the FLSA. Misclassification occurs when a worker is an employee under the FLSA but is instead treated as an independent contractor by the employer. Misclassification may deny workers minimum wage, overtime pay, and other protections. Also, employers that comply with the law are placed at a competitive disadvantage compared to other businesses that misclassify employees. It is an employer’s responsibility to determine if a worker is an employee or independent contractor under the FLSA.

Fact Sheet #14 explains the coverage of the Fair Labor Standards Act (FLSA), including which employers and employees are covered by the law, and the exemptions that may apply to certain positions. It also covers the recordkeeping requirements for employers.

Fact Sheet #14A provides additional information for non-profit organizations regarding the coverage of the Fair Labor Standards Act (FLSA), including exemptions that may apply to certain positions and recordkeeping requirements.

Fact Sheet #16 explains the rules regarding wage deductions under the Fair Labor Standards Act (FLSA), including when deductions are allowed for items such as uniforms, tools, and transportation. It also covers the rules for deductions from exempt employees' salaries and the penalties for violating the FLSA's wage deduction provisions.

Fact Sheet #17A explains the rules regarding overtime pay under the Fair Labor Standards Act (FLSA), including the calculation of overtime pay, the exemptions that may apply to certain positions, and the recordkeeping requirements for employers. It also covers the rules for compensating employees who work irregular schedules or receive bonuses or other forms of compensation in addition to their regular pay.

Fact Sheet #17B explains the exemption from overtime pay provided to executive, administrative, and professional employees under the Fair Labor Standards Act (FLSA), and outlines the criteria that must be met for an employee to be considered exempt under these categories.

Fact Sheet #17C provides information on the overtime requirements for administrative employees under the Fair Labor Standards Act (FLSA). It explains what duties qualify as administrative work and which employees are exempt from overtime pay.

Fact Sheet #17D provides information on the overtime requirements for professional employees under the Fair Labor Standards Act (FLSA). It explains what duties qualify as professional work and which employees are exempt from overtime pay.

Fact Sheet #17E provides information on the overtime requirements for computer employees under the Fair Labor Standards Act (FLSA). It explains what duties qualify as computer work and which employees are exempt from overtime pay.

Fact Sheet #17F provides guidance on the exemption from overtime pay provided to employees who work in outside sales under the Fair Labor Standards Act (FLSA), including the criteria that must be met for an employee to be considered an outside sales employee and thus exempt from overtime pay.

Fact Sheet #17G provides information on the salary basis test for determining eligibility for overtime pay under the Fair Labor Standards Act (FLSA). Employees earning less than the current standard salary level must receive overtime pay at a rate of at least one and a half times their regular rate of pay for hours worked over 40 in a workweek.

Fact Sheet #17H provides information on the highly compensated employee exemption to overtime pay under the FLSA. Employees who earn at least the current HCE salary level annually and perform at least one of the duties of an exempt executive, administrative, or professional employee are exempt from overtime pay.

Fact Sheet #17I provides information on the overtime pay requirements for blue-collar workers under the FLSA. Blue-collar workers, who are generally classified as non-exempt, must receive overtime pay at a rate of at least one and a half times their regular rate of pay for hours worked over 40 in a workweek.

Fact Sheet #17J provides information on the overtime pay requirements for first responders under the FLSA. First responders, such as police officers and firefighters, are generally classified as non-exempt and must receive overtime pay at a rate of at least one and a half times their regular rate of pay for hours worked over 40 in a workweek.

Fact Sheet #17K provides information on the special overtime pay provisions for veterans with disabilities under the FLSA. Employers can take advantage of a certificate program that allows them to pay a reduced overtime rate to veterans with disabilities without violating the FLSA's overtime pay requirements.

Fact Sheet #17L provides information on the overtime pay requirements for claims adjusters under the FLSA. Claims adjusters who do not meet the requirements for exemption from overtime pay must receive overtime pay at a rate of at least one and a half times their regular rate of pay for hours worked over 40 in a workweek.

Fact Sheet #17M provides information on the overtime pay requirements for employees in the financial services industry under the FLSA. Certain employees, such as bank tellers, are generally classified as non-exempt and must receive overtime pay at a rate of at least one and a half times their regular rate of pay for hours worked over 40 in a workweek.

Fact Sheet #17N provides information on the overtime pay requirements for nurses under the FLSA. Nurses who do not meet the requirements for exemption from overtime pay must receive overtime pay at a rate of at least one and a half times their regular rate of pay for hours worked over 40 in a workweek.

Fact Sheet #17O provides information on the overtime pay requirements for technicians under the FLSA. Technicians who do not meet the requirements for exemption from overtime pay must receive overtime pay at a rate of at least one and a half times their regular rate of pay for hours worked over 40 in a workweek.

Fact Sheet #17P provides information on the overtime pay requirements for employees in the construction industry under the FLSA. Construction workers who are not exempt from overtime pay requirements must receive overtime pay at a rate of at least one and a half times their regular rate of pay for hours worked over 40 in a workweek.

Fact Sheet #17S provides information on the overtime pay requirements for employees in educational institutions under the FLSA. Employees of public and private elementary and secondary schools who work as teachers or in other educational capacities may be exempt from overtime pay requirements, while other employees, such as cafeteria workers and janitors, are generally classified as non-exempt and must receive overtime pay at a rate of at least one and a half times their regular rate of pay for hours worked over 40 in a workweek.

Fact Sheet #17T provides information on the overtime pay requirements for employees who work remotely or from home under the FLSA. Employers must pay non-exempt employees who work remotely or from home for all hours worked, including overtime hours, at a rate of at least one and a half times their regular rate of pay for hours worked over 40 in a workweek. Employers must also keep accurate records of all hours worked by their remote or home-based employees.

Fact Sheet #17U provides guidance on the application of the Fair Labor Standards Act (FLSA) to employees who receive nondiscretionary bonuses, including information on the regular rate of pay calculation.

Fact Sheet #18 outlines how the Fair Labor Standards Act (FLSA) applies to seasonal amusement and recreational establishments, including exemptions and minimum wage and overtime requirements.

Fact Sheet #19 explains how the FLSA applies to employees in the motor carrier industry, including exemptions for certain drivers and recordkeeping requirements.

Fact Sheet #20 provides guidance on how the FLSA applies to employees who earn commissions in the retail industry, including exempt and non-exempt classifications and overtime requirements.

Fact Sheet #21 details the recordkeeping requirements under the FLSA, including what information employers must keep and for how long, as well as penalties for noncompliance.

Fact Sheet #22 discusses what counts as compensable hours worked under the FLSA, including travel time, training time, and on-call time, as well as the importance of accurately tracking work hours.

Fact Sheet #23 provides information on the FLSA's overtime pay provisions, including who is covered, what constitutes "hours worked," and how to calculate overtime pay.

Fact Sheet #24 explains the FLSA's rules for homeworkers, including what constitutes a "homeworker," how to calculate minimum wage and overtime pay, and recordkeeping requirements.

Fact Sheet #25 provides information on the FLSA's rules for home healthcare workers, including the minimum wage and overtime pay requirements, and when sleep time and travel time count as compensable hours worked.

Fact Sheet #26 provides an overview of employer obligations related to the H-2A temporary agricultural worker program, including the FLSA's requirements for employers who participate in the program, such as providing minimum wage and overtime pay, housing and transportation, and recordkeeping.

Fact Sheet #26A provides information on employers’ recruitment requirements for prospective workers under the H-2A temporary agricultural worker program, including when and how to conduct recruitment, where to advertise job openings, and how to document recruitment efforts.

Fact Sheet #26B explains the disclosure and notice requirements for employers participating in the H-2A program, including all the terms, benefits, and conditions of employment in the written job contract or certified job order, as well as where and when to place and maintain the required notice poster.

Fact Sheet #26C outlines the recordkeeping requirements for employers who participate in the H-2A program, including the types of records that must be kept, how long they must be retained, and how to make them available for inspection.

Fact Sheet #26D explains the obligation for employers participating in the H-2A program to provide meals or to furnish kitchen facilities to workers, including the types and quantities of food or conditions of employer-provided kitchen facilities that must be provided, and when employees must be compensated for meal time.

Fact Sheet #26E explains the H-2A program's job offer and hours guarantee requirements, including the three-fourths guarantee rule, how to determine the number of hours offered, and when an employer can reduce hours.

Fact Sheet #26F outlines the wage requirements for employers who participate in the H-2A program, including the hourly wage rate, the Adverse Effect Wage Rate (AEWR), and when to pay wages.

Fact Sheet #26G explains the housing standards that apply to rental and public accommodations used by employers to house workers under the H-2A program, including the minimum safety and health requirements for housing.

Fact Sheet #26H outlines the obligations for H-2A Labor Contractors (H-2ALCs) to acquire surety bonds as part of the H-2A temporary visa program, under both the 2010 and 2022 Final Rules. The document explains the requirements for obtaining, maintaining, and cancelling the bonds, and highlights the differences between bonds related to each rule. The bonds ensure the H-2ALC's financial responsibilities to workers.

Fact Sheet #27 provides guidance for new businesses on complying with the FLSA's minimum wage, overtime pay, and recordkeeping requirements, including determining whether employees are exempt or non-exempt, calculating overtime pay, and maintaining accurate records.

Fact Sheet #28 provides an overview of the Family and Medical Leave Act (FMLA), including which employers and employees are covered, the reasons for which leave can be taken, and the duration of leave.

Fact Sheet #28A explains the FMLA's employee protections, including the right to return to work after taking FMLA leave, the right to maintain health benefits during leave, and the right to be free from interference or retaliation for taking leave.

Fact Sheet #28B provides information on the FMLA's in loco parentis provision, which allows employees to take leave to care for a child even if they are not the child's biological or adoptive parent.

Fact Sheet #28C explains when employees may use FMLA leave to care for someone who is not their biological or legal parent, but who was in the role of a parent to them when they were a child.

Fact Sheet #28D explains employer notification requirements under the FMLA, including to display a poster and notify e employees of their eligibility for FMLA leave, their rights and responsibilities, and whether leave is designated as FMLA-qualifying.

Fact Sheet #28E explains requirements under the FMLA that an employee provide notice of the need for leave, including timing requirements when the need is foreseeable or unforeseeable.

Fact Sheet #28F provides information on the qualifying reasons for FMLA leave, including family, medical, and military family leave reasons.

Fact Sheet #28G explains the medical certification process allowed under the FMLA if an employee requests leave because of their own serious health condition or to care for a family member with a serious health condition.

Fact Sheet #28H explains the 12-month period under the FMLA in which eligible employees have an entitlement to 12 workweeks of leave a year.

Fact Sheet #28I provides guidance on how to calculate an employee's available FMLA leave and leave use, including how to calculate intermittent and reduced schedule leave.

Fact Sheet #28J explains the special rules that apply to airline flight crews under the FMLA, including special eligibility, leave calculation, and recordkeeping rules.

Fact Sheet #28K explains when employees may use FMLA leave to care for a child with a serious health condition if the child is 18 or older and incapable of self-care because of a disability.

Fact Sheet #28L explains under what circumstances and for what leave reasons spouses who work for the same employer must share the total amount of FMLA leave available in the leave year.

Fact Sheet #28M explains when employees may use military family leave under the FMLA , including qualifying exigency leave for certain reasons related to a family member’s foreign deployment and leave to care for a current servicemember or veteran with a serious injury or illness’.

Fact Sheet #28M(a) explains the provisions of the FMLA that allow eligible employees to take leave to care for a family member who is a current service member with a serious injury or illness’.

Fact Sheet #28M(b) explains the provisions of the FMLA that allow eligible employees to take leave to care for a family member who is a covered veteran with a serious injury or illness.

Fact Sheet #28M(c) explains the provisions of the FMLA that allow eligible employees to take leave for qualifying exigencies for certain reasons related to a family member’s foreign deployment.

Fact Sheet #28N provides guidance on joint employment under the FMLA, including the different responsibilities of primary and secondary employers.

Fact Sheet #28O provides guidance on the FMLA's provisions for leave related to mental health conditions, including the types of conditions that may qualify.

Fact Sheet #28P provides information on the FMLA's provisions for employees to take leave to care for themselves or family members with a serious health condition, including the types of conditions that may qualify.

Fact Sheet #28Q provides guidance on the FMLA’s provisions for employees to use leave for birth, adoption, and foster care placement, and for bonding with a child.

Fact Sheet #28S explains rules for using FMLA leave that apply to certain employees of public and private elementary and secondary schools and public school boards.

Fact Sheet #30 provides guidance on wage garnishment limits and protections against discharge for one garnishment under the Consumer Credit Protection Act (CCPA).

Fact Sheet #31 provides information on the FLSA's minimum wage and overtime requirements for domestic service workers who provide nursing care, and explains which workers are covered and which are exempt.

Fact Sheet #32 explains the provisions of the FLSA that allow employers to pay a lower minimum wage to employees under the age of 20 for their first 90 consecutive calendar days of employment. It also covers the rules for training wages and the subminimum wage for certain employees with disabilities.

Fact Sheet #33 explains the requirements of the FLSA for group homes and facilities for individuals with intellectual or developmental disabilities, including the exemptions for certain employees and the rules for calculating overtime pay.

Fact Sheet #34 outlines the restrictions on the employment of minors in jobs involving the operation of motor vehicles, including the types of vehicles and equipment that minors are allowed to operate, the minimum age requirements, and the exemptions to these rules.

Fact Sheet #35 provides guidance on how to determine whether a joint employment relationship exists under the Migrant and Seasonal Agricultural Worker Protection Act (MSPA), including how to determine if an individual is an independent contractor.

Fact Sheet #36 provides an overview of the Employee Polygraph Protection Act (EPPA), which prohibits most private employers from using lie detector tests for pre-employment screening or during employment, and explains the limited exceptions to this rule.

Fact Sheet #37 outlines the rules for the employment of minors in amusement parks and other recreational establishments, including the hours and types of work that are permitted for different age groups, and the required safety and health protections.

Fact Sheet #38 outlines the rules for the employment of minors in grocery stores and other retail food establishments, including the types of work that are allowed for different age groups, the hours and times that minors are permitted to work, and the required safety and health protections.

Fact Sheet #39 provides information on the employment of workers with disabilities under section 14(c) of the FLSA. It includes coverage, the requirements for certification, commensurate wage rates, overtime, child labor and fringe benefits, and notification, and enforcement.

Fact Sheet #39A explains how employers can obtain a certificate from the Wage and Hour Division to pay subminimum wages to workers with disabilities under Section 14(c) of the FLSA. It provides information on the application process, the required documentation, and the criteria for approval.

Fact Sheet #39B provides guidance on the determination of prevailing wages and benefits for workers with disabilities who are paid subminimum wages under Section 14(c) of the FLSA, including the factors that must be considered and the procedures for conducting surveys and making determinations.

Fact Sheet #39C explains how hours worked are counted for workers with disabilities who are paid subminimum wages under Section 14(c) of the FLSA, including the rules for counting productive and non-productive time, and the recordkeeping requirements for employers.

Fact Sheet #39D explains how employers must compute piece rates to include personal time, fatigue and unavoidable delays (PF&D) when determining the wages of workers with disabilities who are paid subminimum wages under Section 14(c) of the FLSA.

Fact Sheet #39E provides guidance on the use of hourly wages for workers with disabilities who are paid subminimum wages under Section 14(c) of the FLSA, including the requirements for determining the hourly rate when the job includes varied tasks and how to incorporate an employee’s job quality and quantity.

Fact Sheet #39F provides an overview of the application of Section 14(c) of the FLSA to contracts subject to the Service Contract Act (SCA), including the rules for determining the appropriate subminimum wage rates and required fringe benefits.

Fact Sheet #39H outlines the limitations on an employer’s ability to pay subminimum wages to workers with disabilities under Section 14(c) of the FLSA unless all services requirements of Rehabilitation Act Section 511 have been met.

Fact Sheet #39H(A) explains the Rehabilitation Act Section 511 pre-employment requirements for youth with disabilities who are seeking employment at subminimum wages under Section 14(c) of the FLSA, including the documentation that must be provided to the employer before subminimum wages can be paid.

Fact Sheet #39H(B) provides an overview of the Rehabilitation Act Section 511 limitations on the payment of subminimum wages to all employees paid under Section 14(c) of the FLSA.

Fact Sheet #39I outlines the procedures that employers must follow when there is a change in the minimum wage and they employ workers with disabilities at subminimum wages under Section 14(c) of the FLSA.

Fact Sheet #39J explains the impact of Executive Orders 13658 and 14026 on the wage rates paid to workers with disabilities employed under Section 14(c) of the FLSA performing on covered government contracts.

Fact Sheet #40 provides an overview of the child labor provisions that apply to agricultural employment under the Fair Labor Standards Act (FLSA), including the age and hour restrictions for children working in agriculture, the occupations declared hazardous, the exemptions that apply to certain types of work, the recordkeeping requirements for employers, and the penalties for violations.

Fact Sheet #41 explains the Child Labor Compliance Survey (CLS) program, which is designed to gather information about the employment of minors and the practices of employers in complying with child labor laws. The fact sheet also outlines the survey process and provides guidance on how to respond to a survey.

Fact Sheet #43 provides an overview of the child labor provisions that apply to non-agricultural employment under the Fair Labor Standards Act (FLSA), including the age and hour restrictions for children working in non-agricultural occupations, the occupations declared hazardous, the exemptions that apply to certain types of work, hours and occupations standards for 14- and 15-year-old employees, the recordkeeping requirements for employers, and the penalties for violations.

Fact Sheet #44 provides information on the WHD's authority to conduct investigations and visit employers to ensure compliance with the FLSA.

Fact Sheet #45 provides an overview of the FLSA's requirements for minimum wage, overtime pay, and recordkeeping in the hotel and motel industry.

Fact Sheet #46 provides an overview of the FLSA's requirements for minimum wage, overtime pay, and recordkeeping in the daycare industry.

Fact Sheet #47 provides information on the FLSA's application to foreign commercial vehicle operators who engage in interstate commerce.

Fact Sheet #48 explains the legal process and standards for back wage claims under the FLSA, including the statute of limitations and damages.

Fact Sheet #49 provides information on the Migrant and Seasonal Agricultural Worker Protection Act (MSPA) requirements for agricultural employers, including farm labor contractors and agricultural associations.

Fact Sheet #50 provides information on the Migrant and Seasonal Agricultural Worker Protection Act (MSPA) requirements for transportation providers who transport migrant and seasonal agricultural workers.

Fact Sheet #51 provides information on the Occupational Safety and Health Act (OSH Act) field sanitation standard, which requires agricultural employers to provide certain sanitation facilities and practices for workers in the field.

Fact Sheet #52 explains the child labor requirements in the healthcare industry, including hours and occupations allowed for minors.

Fact Sheet #53 provides guidance for healthcare employers on how to properly calculate hours worked under the Fair Labor Standards Act (FLSA).

Fact Sheet #54 explains the overtime requirements for healthcare employers under the FLSA, including exemptions and calculating overtime pay.

Fact Sheet #55 outlines the hazardous occupations in the woodworking industry that are prohibited for minors under the child labor provisions of the FLSA.

Fact Sheet #56 provides information on how stock options are treated under the FLSA's regular rate of pay calculation for overtime purposes.

Fact Sheet #56A explains how to calculate the regular rate of pay under the FLSA, including various types of compensation that must be included.

Fact Sheet #56B covers the FLSA's regular rate of pay requirement for scheduling penalties and provides examples of how to calculate overtime pay in these situations.

Fact Sheet #56C provides guidance on how to properly calculate bonuses and their impact on the regular rate of pay for overtime purposes under the FLSA.

Fact Sheet #57 outlines the child labor requirements for operating balers and compactors, including the minimum age and prohibited activities.

Fact Sheet #58 explains the child labor requirements for cooking and baking occupations, including the minimum age and prohibited tasks.

Fact Sheet #60 covers the child labor requirements for lifeguard positions, including the minimum age, training requirements, and prohibited tasks.

Fact Sheet #61 explains the FLSA requirements for day laborers, including overtime pay, recordkeeping, and other protections.

Fact Sheet #62 provides an overview of requirements for employers to comply with the H-1B program, including wage requirements, labor condition applications, and enforcement activities as well as additional requirements for H-1B dependent or willful violator employers.

Fact Sheet #62A summarizes the changes made by the H-1B Visa Reform Act of 2004, which includes provisions to protect American workers, improve visa program integrity, and enhance the enforcement capabilities of the Department of Labor.

Fact Sheet #62B provides guidance on who is considered an H-1B employer for purposes of determining whether an entity is subject to employer obligations under the program.

Fact Sheet #62C explains the additional requirements for H-1B dependent employers, including recruitment and displacement rules, and prohibited fees.

Fact Sheet #62D outlines the recordkeeping requirements for all H-1B employers, including documents that must be maintained and retention periods.

Fact Sheet #62E provides information on additional recordkeeping requirements for H-1B dependent and willful violator employers.

Fact Sheet #62F provides an overview of H-1B employers’ public access records that must be maintained and made available to the public under the H-1B program.

Fact Sheet #62G covers the required wage for H-1B workers, including how to determine the appropriate wage level and the potential consequences for noncompliance.

Fact Sheet #62H explains the permissible and impermissible pay deductions for H-1B workers under the Immigration and Nationality Act (INA) and how employers can avoid violations.

Fact Sheet #62I outlines the rules surrounding nonproductive time for H-1B workers, including when it can be excluded from the required wage and when it must be paid.

Fact Sheet #62J explains the worksite requirements for H-1B employers, including how to properly file a Labor Condition Application (LCA) for each geographic area of employment.

Fact Sheet #62K explains the rules and requirements for placing an H-1B worker in a place of employment that is not listed on an existing certified Labor Condition Application (LCA) under the short-term placement provision without filing a new LCA.

Fact Sheet #62L provides general information on benefits for H-1B workers, which must be offered on the same basis and criteria as benefits provided to similarly employed U.S. workers.

Fact Sheet #62M describes the notification requirements for H-1B employers, including how to provide notice of the filing of the Labor Condition Application (LCA) to U.S. workers as well as to H-1B workers.

Fact Sheet #62N explains the rules regarding limitations on the displacement of U.S. workers by H-1B workers and outlines the remedies available to U.S. workers who have been displaced.

Fact Sheet #62O describes the recruitment requirement for H-1B dependent or willful violator employers.

Fact Sheet #62P explains the recruitment standards that employers must follow when seeking to hire H-1B workers and outlines the documentation required to show compliance.

Fact Sheet #62Q explains the definition of an exempt H-1B worker and provides guidance concerning relief from additional non-displacement and recruitment obligations for H-1B dependent and willful violator H-1B employers.

Fact Sheet #62R explains the protections available to H-1B whistleblowers who report violations of the program, including retaliation protections as well as available penalties and remedies.

Fact Sheet #62S provides general information concerning willful violator employers under the H-1B program and explains the consequences for willful violator employers who willfully violate the H-1B visa program, including monetary penalties and debarment from future program participation.

Fact Sheet #62T provides general information on the “good faith” compliance or conformity provision under the H-1B program.

Fact Sheet #62U outlines the enforcement authority of the Wage and Hour Division with regard to the H-1B visa program, including the ability to investigate complaints and impose remedies and penalties.

Fact Sheet #62V provides information on when an H-1B employer must secure a new Labor Condition Application (LCA) when the location of work changes.

Fact Sheet #62W explains the rules regarding H-1B portability, which allows certain H-1B workers to change employers without losing their immigration status.

Fact Sheet #62X provides information on the H-1B1 visa program, which is a subcategory of the H-1B visa program that is available to workers from Chile and Singapore.

Fact Sheet #63 provides general information concerning the laws administered and enforced by the Wage and Hour Division that apply to reforestation workers.

Fact Sheet #63A explains how federal labor laws apply to workers engaged in activities in connection with the raking, gathering, baling, and loading of pine straw.

Fact Sheet #64 explains the FLSA requirements for call center employees, including minimum wage, overtime pay, and recordkeeping.

Fact Sheet #65 explains the FLSA requirements for student-learners who are engaged in vocational education programs and who are also employed in certain jobs.

Fact Sheet #66 provides an overview of the David-Bacon and Related Acts, which requires contractors and subcontractors to pay prevailing wages and benefits to laborers and mechanics working on federally-funded construction projects.

Fact Sheet #66A explains how the Davis-Bacon and Related Acts applies to different types of federal or federally assisted construction projects.

Fact Sheet #66B details the requirements and interactions between three government contract statutes: the Davis-Bacon and Related Acts (DBRA), the McNamara-O'Hara Service Contract Act (SCA), and the Walsh-Healey Public Contracts Act (PCA).

Fact Sheet #66C details the obligations of contractors under the Davis-Bacon and Related Acts (DBRA) to include specific labor standards clauses and wage determinations in subcontract agreements.

Fact Sheet #66D The Davis-Bacon and Related Acts (DBRA) mandates contractors on federally funded construction projects to pay locally prevailing wages, with the Wage and Hour Division (WHD) providing general wage determinations for most counties.

Fact Sheet #66E The Davis-Bacon and Related Acts (DBRA) ensure that workers on federally funded construction projects receive prevailing wages, comprising both hourly rates and fringe benefits.

Fact Sheet #67 explains the Service Contract Act, which requires contractors and subcontractors to pay prevailing wages and benefits to service employees working on certain federal contracts.

Fact Sheet #67B provides guidance on complying with the fringe benefit requirements of the SCA, including information on bona fide fringe benefits, meeting health and welfare, vacation, and holiday benefit requirements, and recordkeeping obligations for federal service contractors.

Fact Sheet #67C provides information on the application of the SCA to USPS mail haul contracts, covering topics such as wage and fringe benefit requirements, recordkeeping obligations, typical compliance issues, and frequently asked questions specific to mail haul contractors.

Fact Sheet #68 provides general information on full-time and part-time employment of H-1B workers and the H-1B employer’s wage payment obligations.

Fact Sheet #69 explains the requirements for employers who participate in the H-2B temporary non-agricultural worker visa program.

Fact Sheet #70 explains how the Fair Labor Standards Act applies to employees who are furloughed or have their work hours reduced, including requirements for minimum wage and overtime pay.

Fact Sheet #71 explains the Fair Labor Standards Act (FLSA) requirements for unpaid internships and the criteria that must be met for an intern to be considered an employee under the FLSA.

Fact Sheet #72 explains how the Fair Labor Standards Act (FLSA) applies to workers who are involved in disaster recovery efforts.

Fact Sheet #72A explains the Fair Labor Standards Act (FLSA) provision that allows certain claims adjusters to receive overtime pay for hours worked in excess of 40 hours per week during a major disaster or emergency.

Fact Sheet #73 explains the Fair Labor Standards Act (FLSA) protections for employees to pump breast milk at work, including that employers provide reasonable break time and a place, other than a bathroom, shielded from view, free from intrusion, and functional as a space for pumping breast milk.

Fact Sheet #73A summarizes the space requirements for employees to pump breast milk at work, under the Fair Labor Standards Act.

Fact Sheet #74 provides information on the Fair Labor Standards Act (FLSA) child labor provisions that prohibit workers under the age of 18 from roofing work.

Fact Sheet #75 provides information on the Fair Labor Standards Act (FLSA) child labor provisions that prohibit workers under the age of 18 from peddling goods or services on public roads.

Fact Sheet #76 provides guidance on the application of Fair Labor Standards Act (FLSA) minimum wage and overtime requirements to employees working at car wash establishments.

Fact Sheet #77A provides information on the Fair Labor Standards Act (FLSA) anti-retaliation provision that prohibits employers from retaliating against employees who have exercised their rights under the law.

Fact Sheet #77B provides information on the Family and Medical Leave Act (FMLA) anti-retaliation provision that prohibits employer from retaliating against employees who have exercised or attempted to exercise their rights under the law.

Fact Sheet #77C provides information on the Migrant and Seasonal Agricultural Worker Protection Act (MSPA) anti-retaliation provisions that prohibit employers from retaliating against migrant and seasonal agricultural workers who have asserted their rights under the law.

Fact Sheet #77D provides information on the H-2A temporary agricultural worker program's anti-retaliation provisions that prohibit employers from retaliating against H-2A workers and workers in corresponding employment who have asserted their rights under the law.

Fact Sheet #78 provides an overview of the H-2B temporary non-agricultural worker program, which permits employers to hire foreign workers to perform non-agricultural labor or services in the United States.

Fact Sheet #78A provides information on the H-2B program's corresponding employment requirement, which requires employers to offer the same employment terms and conditions to U.S. workers and H-2B workers performing the same job.

Fact Sheet #78B provides information on the H-2B program's recruitment requirements, which require employers to actively recruit U.S. workers and ensure that H-2B workers do not displace U.S. workers.

Fact Sheet #78C provides information on the H-2B program's wage requirements, which require employers to pay H-2B workers the prevailing wage and to provide certain employment benefits.

Fact Sheet #78D explains the types of deductions that are permissible from an H-2B worker’s pay and those that are prohibited.

Fact Sheet #78E explains the maximum allowable work hours for H-2B nonimmigrants, and the overtime pay requirements for such workers.

Fact Sheet #78F provides information on the fees associated with the H-2B program and who is responsible for paying them.

Fact Sheet #78G describes an H-2B employer's requirement to provide a written disclosure of workers' rights and protections under federal immigration, labor, and employment laws.

Fact Sheet #78H provides information on the anti-retaliation provisions of the H-2B program, including the worker’s right to file a complaint and the consequences of retaliating against a worker for exercising their rights or participating in matters protected under the H-2B program.

Fact Sheet #78I outlines the record retention requirements that employers must follow when participating in the H-2B program.

Fact Sheet #78J describes the employer obligations under the Temporary H-2B Visa Cap and the consequences of failing to meet those obligations.

Fact Sheet #78K details employer obligations under the Temporary H-2B Visa Cap Increase for Fiscal Year 2023, which adds 64,716 additional H-2B visas, with 20,000 reserved for specific nations.

Fact Sheet #79 provides an overview of the application of the Fair Labor Standards Act to employees who perform domestic service in a private home, such as nannies, housekeepers, and caretakers.

Fact Sheet #79A explains the FLSA’s “companionship services” exemption, which allows certain domestic service workers to be exempt from minimum wage and overtime requirements.

Fact Sheet #79B explains the rules that apply to live-in domestic service employees under the FLSA, including minimum wage, overtime, and sleeping time requirements.

Fact Sheet #79C explains the recordkeeping requirements for employers who employ domestic service workers in a private home.

Fact Sheet #79D explains the rules governing hours worked and compensable time for domestic service employees, including travel time, sleep time, and meal breaks.

Fact Sheet #79F explains the application of the FLSA to publicly funded programs that provide services to the elderly or disabled in a private home.

Fact Sheet #79G explains the application of the FLSA to shared living arrangements in which a domestic service employee lives in the home of an elderly or disabled person.

Fact Sheet #80 explains the “hot goods” provision of the FLSA, which prohibits employers from shipping or selling goods produced in violation of minimum wage or overtime requirements.

Fact Sheet #81 provides guidance on the Davis-Bacon Act's survey process and requirements for contractors and subcontractors.

Fact Sheet #82 explains the FLSA’s bonus rule, which requires that certain types of bonuses be included in an employee’s regular rate of pay for purposes of calculating overtime pay.

Fact Sheet #83A explains the minimum wage requirements for federal contractors under Executive Order 13658.

Fact Sheet #83B explains the minimum wage requirements for federal contractors under Executive Order 14026.

Fact Sheet #84 explains how Executive Order 13706 requires certain federal contractors to provide employees with up to seven days of annual paid sick leave for personal or family health needs, including situations involving domestic violence, sexual assault, or stalking, with specific rules around accrual, usage, and interaction with other laws.

Fact Sheet #85 explains how The McNamara-O'Hara Service Contract Act requires successor contractors on federal service contracts to maintain the wages and benefits established in the predecessor's collective bargaining agreement. This provision applies across various scenarios like contract interruptions or reconfigurations, and is self-executing even if not explicitly incorporated into the new contract.