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 To petition for a significant guidance document to be created, modified, reconsidered, or rescinded, email the Department of Labor.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.
Recertifying technicians who do audiometric testing and pulmonary function testing. - [1910.95; 1926.58]
This letter advised that a school district does not need to treat "layover time" in excess of 1 hour as compensable worktime, where bus drivers and driver aides park buses at transportation facilities located near shopping centers and restaurants. Under these circumstances, it appears that the employees may be able to use their layover time in excess of 1 hour effectively for their personal business.
HMIS for meeting labeling requirements of the HCS. - [1910.1200(f)]
Requirement for instituting engineering and administrative controls for noise. - [1910.95]
Whether the Vantage Healthcare Employee Benefit Plan (the Plan), established by the Vantage Healthcare Corporation of Indiana, which owns manages, leases, and operates nursing homes in various locations, is an employee welfare benefit plan covered by title I of the Employee Retirement Income Security Act of 1974 (ERISA), and/or whether the Plan is a multiple employer welfare arrangement within the meaning of section 3(40) of ERISA.
Letter to DASHOS regarding reprisals. - [1960]
Laser standards applicable to a surgical laser program.
Whether the purchase of preferred stock of a corporation by a defined benefit pension plan sponsored by that corporation would contravene the prohibited transaction provisions of section 406 of the Employee Retirement Income Security Act of 1974 (ERISA) if such stock is acquired from the estate of the father of a plan fiduciary.
This letter advised that a school district does not need to treat time spent by bus driver employees attending a mandatory 20-hour driver recertification course as compensable worktime under the FLSA, where state law requires the drivers to attend this course every 3 years as a prerequisite for retaining their license to operate school buses.
This opinion letter gave general guidance on the permissibility of tip pool arrangements under the FLSA. In relevant part, the letter advised that "hosts" and "hostesses" may qualify as tipped employees in some circumstances, and that WHD generally considers contributions to a mandatory tip pool that exceed 15 percent of a tipped employee's tips to be unlawful.
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