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 To petition for a significant guidance document to be created, modified, reconsidered, or rescinded, email the Department of Labor.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.
Guidance regarding exclusion of Davis-Bacon Contract clauses from construction contracts affected by suspension of the Davis-Bacon Act
DOL announced that the President had suspended the applicatio of DBA in areas devasted by Hurricanes Andrew and Iniki (Florida, Hawaii & Louisiana)
Substantial Variance proceedings under Section 4(c ) of the Service contract Act
A public employer may schedule its nonexempt employees to use their accrued FLSA compensatory time off as directed if their prior agreement specifically provides such a provision and the employees have knowingly and voluntarily agreed to such provision freely and without coercion or pressure.
Addresses comptuation of overtime under a number of scenarios where the employee works at two or more different types of work at different rates of pay in a workweek. Also addresses 7(g)(2) application of overtime pay based on the hourly rate in effect when the overtime work is performed.
Premium rate paid to nurses for hours worked in a nurse registry program for hours in excess of the employee's normal working hours or regular working hours may be excluded from the reguar rate of pay for overtime purposes under section 7(e)(5).
Address several questions regarding nominal fees, mutual aid agreements, and employment relationship under the FLSA.
Professional employees who otherwise meet the duties test but a paid based on a percentage of the hourly rate an employer bills its customers does not satisfy the salary basis requirement under 541.118. The employees are not guaranteed a salary free and clear, but receive compensation based solely on the quantity of work performed. The employees must be paid in accordance with the FLSA minimum wage and overtime requirements.
Insufficient information information provided to address the 13(a)(3) exemption. Employees of the nonprofit may not volunteer services to the nonprofit at any time without compensation in accordance with the FLSA.
The primary duties of the fire protection isnpectors include the actual inspection of buildings and enforcement of fire safety standards. Their primary duties do not relate to the administrative policies or general management of the employer's business operations; as a result, they cannot qualify for the administrative employee exemption. Such employees cannot volunteer the same type of fire protection duties as "volunteer" firefighters to their employer and the hours worked must be combined.
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