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 To petition for a significant guidance document to be created, modified, reconsidered, or rescinded, email the Department of Labor.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.
The Board of Education has met the recordkeeping requirements under Part 516 including the date of payment and the pay period covered by payment requirements.
Applicability of 29 CFR 1910.178 to pick-up trucks such as Ford Ranger, Chevrolet S-10 and Dodge 1500. - [1910.178; 1910.178(a)(1)]
PSM compliance for ammonia refrigeration systems. - [1910.38; 1910.119; 1910.119(d)(3)(i); 1910.119(d)(3)(ii); 1910.119(e)(3); 1910.119(j)(6)(i); 1910.119(j)(6)(ii); 1910.119(k)(2); 1910.119(l)(2)(i); 1910.119(l)(4); 1910.119(l)(5); 1910.119(m)(3); 1910.1
Construction of aboveground storage tanks and confined space; §§1926.21(b)(6) and 1910.146; General duty clause. - [1926.21; 1926.21(b)(6); 1926.21(b)(6)(i); 1926.21(b)(6)(ii); 1910.146; 1910.146(c)(5)]
Modification of powered platforms for building maintenance and applicability of IWCA 14.1-2001 and ASME A120.1-2001. - [1910.66; 1910.66(b)(1); 1910.66(b)(2); 1910.66(b)(2)(i); 1910.66(b)(2)(ii)]
The employer wished to pay its dairy workers straight time for overtime hours. Employees were found to be employed under the defintion of agriculture in Section 3(f) of the FLSA, therefore the OT exemption under Section 13(b)(12) was found to be applicable to them.
Such deductions would not affect the exempt status of salaried employees under Section 13(a)(1). Such deductions can be made without affecting the employee's exempt stuatus as long as the commission payments are bona fide and are not paid to facilitate otherwise prohibited deductions from the guaranteed salary.
Discusses whether an employee's duties qualify for the administrative exemption. The employee reviews bid proposals for an environmental consulting and remadiation company.
The employer's pay plan complies with the MW and OT requirements of the FLSA. The pay raise is also not a bonus because there is no payment to the employee of an additional specific sum upon meeting certain criteria, but rather is considered part of the regular hourly wages earned and are included in the employee's regular rate when earned.
Discusses whether employees' work satisfies the three part test to qualify for the administrative employee exemption.
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