Guidance Search
The Department of Labor provides this guidance search tool as a single, searchable location where users may search for guidance issued by any of the Department’s agencies, including significant guidance documents under Executive Order 12866. Individual guidance documents are maintained on the various agency websites, and if you know what agency you are looking for, you may also find guidance by navigating directly to that agency’s website. The Code of Federal Regulations and the Federal Register, which are not maintained by the Department, also include some of the Department’s interpretations of law and similar material.
The Department and its agencies issue guidance to provide clarifying information and technical assistance to the public on existing statutory and regulatory rights and obligations, inform the regulated community about best practices, and provide other useful information. The contents of these documents do not have the force and effect of law and are not meant to bind the public in any way, except as authorized by law or incorporated into a contract, cooperative agreement, or grant.
Members of the public may petition the Department to modify or withdraw specific guidance documents. To petition for a significant guidance document to be created, modified, reconsidered, or rescinded, email the Department of Labor.
Petitions to Modify or Withdraw a DOL guidance document may also be submitted by mail at the address below. Petitions should identify the specific guidance document by name and include your reason(s) for requesting withdrawal or modification.
U.S. Department of Labor
Office of the Executive Secretariat
200 Constitution Ave NW
Washington, DC 20210
Search Tips
- If you are searching using an acronym, try a second search with the acronym spelled out. For example, if you are searching for guidance related to the Davis-Bacon Act, try searching "Davis-Bacon Act" as well as "DBA".
- For more specific results, use quotation marks around phrases.
- For more general results, remove quotation marks to search for each word individually. For example, minimum wage will return all documents that have either the word minimum or the word wage in the description, while “minimum wage” will limit results to those containing that phrase.
This letter provides a discussion as to whether a qualified ambulance attendant riding in the rear portion of the ambulance with the patient being transported is an "outside helper" under the FLSA.
This letter provides a discussion as to whether a specific plan designed to provide employees an attendance bonus meets the requirements under section 7(e)(2) of the FLSA. It also discusses section 548.3(e) which permits an employer to omit from the computation of overtime certain incidental payments under certain circumstances.
Deductions under the FLSA for expenses incurred by employees on behalf of their employer in the purchase, replacement, and maintenance of uniforms required by the employer or by the nature of the work to be performed
This letter provides answers to several questions regarding hours worked and compensation to be paid to registered nurses attending the training courses under section 785.31.
This letter explains that Section 13(b)(6) of the Act exempts from the overtime requirements "any employee employed as a seaman."
This letter addresses several questions regarding facts concerning employees who are involved in construction and expansion of physical facilities and whether the employees are subject to section 13(a)(3) exemption.
The Student Union would not constitute an activity performed in connection with the operation of the college enterprise so as to create an employer-employee relationship between the Student Union Board members and the College within the contemplation of the Act. Without the prerequisite employment relationship, the law's monetary provisions would not apply and the matter of reimbursement would be one for private agreement between the concerned parties.
This letter discusses several questions regarding economic realities in determining the test of employment. The letter also addresses whether a "compulsive worker" will be considered to be an employee under certain conditions.
Application of CCPA Title III to wage assignments.
Campus police employed by publicly operated institutions of higher education, including junior colleges, are engaged in employment which was subject to the Act before the l974 Amendments and, therefore, do not come within the scope of the overtime pay exemptions provided in section 7(k) or l3(b)(20) of the Act. 29 CFR 553.8(b). The letter also provides legislative history relevant to the status of these exemptions.
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