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 To petition for a significant guidance document to be created, modified, reconsidered, or rescinded, email the Department of Labor.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.
Discusses the Supreme Court's decision in IBP v. Alvarez, 126 Sc.D.. 514 (2005) (together with Barber Foods v. Tum). Employees who work in meat and poultry processing plants must be paid for the time they spend walking between the place where they put on and take off protective equipment and the place where they process the meat or poultry.
This letter provides guidance on SCA health and welfare payments and the maintenance of group health benefits during FMLA leave.
This letter discusses whether an employee exempted under Section 13(a)(1) may be paid in both US Dollars and foriegn currency and use the combined amount to meet the salary basis requirement.
This letter examines whether "residential" and "roaming" solicitors who solicit charitable donations are exempt outside salespersons under Section 13(a)(1) of the FLSA. Discusses the definition of "sale" in FLSA 3(k).
This letter examines whether an employer may make full-day deductions from the salary of an employee paid on a fluctuating workweek basis described in 29 CFR 778.114 in cases where the employee has already exhausted his or her sick leave balance or has not yet earned enough sick leave to cover the absence.
This letter examines whether an incentive pay plan satisfies the overtime requirements of the FLSA.
This letter examines whether certain bonus payments may be excluded from the calculation of the regular rate of pay for overtime purposes.
This letter examines whether a "blended rate" pay plan agreed upon by the employer and the union complies with the overtime provisions of the FLSA.
This letter examines whether firefighters employed by a City must count time that those firefighters volunteer for the County Fire Protection District as hours worked.
This letter examines whether police officers who work special details for a third party entity servicing a city-owned coliseum qualify for the FLSA exemption under Section 7(p)(1).
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