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 To petition for a significant guidance document to be created, modified, reconsidered, or rescinded, email the Department of Labor.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.
Employees engaged in the interstate transportation of motor homes. Receive funds for reimbursement of expenses incurred on behalf of the employer and which are in excess of those expenses actually incurred are wages.
Employees wish to "volunteer" their personal time to participate in various activities outside their scheduled duty hours. Time is spent in local charity not connected with the residential care facility would not have to be compensated in accordance with the provisions of the FLSA.
Client owns two separately incorporated companies. If mechanics employed by the leasing company would be exempt under section 13(b)(1).
Proposed cafeteria plan allows employees to select either cash wages or medical expense reimbursement as part of their compensation. Section 531.40 of 29 CFR Part 531
Premium pay is provided to employees for Sunday work. Individuals are compensated on the basis of a fluctuating workweek salary pay plan 778.302 and 778.303 render invalid
Driver with no work has the option to leave the site but will incur incident of tardiness. Driver could also choose to engaged to wait and is not paid for waiting. Section 785.14
No Employment relationship where children are working with their parents' consent to pay restitution, are not displacing regular workers or impinging on employment opportunities of others, and such work is performed under the jurisdiction and pursuant to the order and subject to the protection of the court.
Company using tip pool arrangement that is not in compliance with the Act's monetary requirements. Determining an alternative tip pool.
Electronic designer works within the drafting department to guide the drafting activities and procedures necessary for the design and manufacturing of printed circuit boards. Electronic designer would not qualify for exemption as a bona fide executive employee since his primary duty does not consist of the management of the enterprise.
Plan's proposed bonus payments are based on worker efficiency, i.e., productivity. Such bonus payments are not excluded from the regular rate computation. In this regard, see Section 778.211
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