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 To petition for a significant guidance document to be created, modified, reconsidered, or rescinded, email the Department of Labor.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 discusses rest and break periods. There is no provision in the Act which requires an employer to give the employees work breaks. If an employer does provide rest periods or work breaks, however, such periods must be counted as working time if they do not exceed 20 minutes.
14 day period compensation for hospital employees and overtime requirements.
Residential managers are provided a free apartment - is that considered a facility and thus wages under the FLSA? Yes.
Special exception for certain flight personnel whom the Wage and Hour Division has deemed to be within the spirit of the provision in the Fair Labor Standards Act exemption "employees employed in a bona fide executive, administrative, or professional capacity".
Discusses whether a church is covered enterprise or if a church employee is a covered employee.
Discusses the methods an employer may use to meet the burden of proof with respect to the amount of the tip credit claimed when employees fail to report all of their tips.
Discusses whether the partial overtime exemption applies to certain employees in the green leaf tobacco industry under sections 7(m) and previously under 7(c).
Addresses whether an employer's system of payment based on employee efficiency quotas for each hour worked would comply with the FLSA's minimum wage and overtime requirements. Affirms that total compensation divided by for the workweek divided by the employee's compensable hours worked equals or exceeds the applicable minimum wage, then the the employee has been paid in compliance with section 6. Explains that the regular rate regulation in 778.115 may apply where the efficiency pay rate system results in payment at two or more hourly rates in the workweek.
Concludes that the employer is transferring goods within the same enterprise under 3(r); therefore, the 13(b)(11) exemption does not apply.
This letter discusses the employment relationship between the agency and the sitters it refers for employment to hospitals or nursing homes, and between the sitter and householder when employed in a private home. Section 13(a)(15)
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