WEST VIRGINIA – The U.S. Department of Labor’s Wage and Hour Division is asking the highway construction industry of West Virginia to participate in a survey to help the agency establish prevailing wage rates, as required under the Davis-Bacon Act and Related Acts, for the payment of construction workers on federally funded and federally assisted construction projects.

The survey requests information about wages paid to workers on highway construction projects in West Virginia where construction occurred between Aug. 3, 2025, and Nov. 2, 2026. This is a statewide survey and is not limited to only federally funded construction projects. The data collection period will begin Aug. 3, 2026, and will conclude on Nov. 2, 2026. 

Participation in the survey process is critical to the publication of prevailing wage and fringe benefit rates that accurately reflect the rates paid in the area being surveyed and the department encourages all stakeholders to participate. The DBRA directs the department to set the prevailing wage rates that reflect the actual wages and fringe benefits paid to construction workers in the county where the work takes place. Complete determinations also reduce the need for contractors to request additional labor classifications. 

The division will send notification e-mails to interested parties and contractors known to the agency directing participants to the website where they can complete the survey online. All contractors and other interested parties are encouraged to participate in the survey online, regardless of whether they receive an e-mail. Survey participants are asked to please complete and submit the survey by Nov. 2, 2026.

If you have questions about the survey process or related forms, please contact the Davis-Bacon Survey Center at 202-343-2005 or DavisBaconInfo@dol.gov. 

More information about this survey is available via two free online briefings that will describe the survey process and provide instructions for completing the survey. These briefings will be held on Aug. 4, 2026, and Aug. 6, 2026. 

Register to attend an upcoming briefing. 

Learn more about the surveys.

FRANKLIN, TN – The U.S. Department of Labor has recovered $1,730,598 in back wages for 1,666 workers after an investigation found that a multi-trade contractor failed to pay them their full wages, in violation of the Fair Labor Standards Act.   

Investigators with the department’s Wage and Hour Divisiondiscovered that The State Group Industrial (USA) Ltd. Inc. violated the FLSA’s overtime provisions when it did not include incentive bonuses in the regular rate of pay for 1,666 hourly employees working at the Ford Motor Co.’s electric vehicle and battery manufacturing campus in Stanton, Tennessee. As a result, employees were not paid the full overtime premium required for all hours worked over 40 in a workweek. 

“The State Group violated federal law when it excluded bonuses from its overtime calculations, averaging more than $1,000 in back wages owed to each employee,” stated Wage and Hour Division Administrator Andrew Rogers. “Our investigators remain committed to obtaining appropriate remedies for workers who are not paid as the law requires and driving long term compliance to prevent violations in the future.”

Employers and workers can call the division with questions and requests for compliance assistance through the agency’s toll-free helpline at 866-4US-WAGE (487-9243). Employers are encouraged to use the agency’s opinion letters to learn about their legal obligations, including two opinion letters issued in 2025 and 2026 that address whether certain payments must be included in an employee’s regular rate of pay when calculating overtime premiums under the FLSA. The agency’s PAID program offers employers an opportunity to self-report and resolve potential minimum wage and overtime violations under the FLSA, as well as certain potential violations under the Family and Medical Leave Act. 

Learn more about the Wage and Hour Division, including a search tool that workers can use if they think they may be owed back wages collected by the division. Download the agency’s free timesheet app for iOS and Android devices to track hours and pay.

PORTLAND, ME – A federal court has entered a consent order requiring three sports bars to pay $51,775 in back wages to 47 employees, and $31,436 in civil money penalties, resolving the U.S. Department of Labor’s case alleging the employers violated federal wage and child labor law.

Entered on June 4, 2026, in the U.S. District Court for the District of Maine, the consent judgment and order resolve the department’s case alleging that three sports bars in Biddeford, Scarborough, and Westbrook – Cowbell Rock Row LLC operating as Cowbell Rock Row, Cowbell Hospitality LLC operating as Cowbell Biddeford, and Cowbell Hospitality 2 LLC operating as Cowbell Scarborough – violated minimum wage, overtime, and child labor provisions of the Fair Labor Standards Act. 

The judgment comes after the department alleged that the establishments failed to pay some employees for all hours worked or provide proper overtime compensation, altered timecards to conceal hours worked, did not combine hours worked for all locations, and miscategorized some employees as exempt from overtime pay. At one location, the employer was also found to have violated hours requirements for two minor employees.

“Employers are required by law to pay non-exempt employees for all hours worked, including time-and-a-half pay for all hours worked over 40 in a workweek,” stated Wage and Hour Division District Director Steven McKinney in Manchester, New Hampshire. “Employers’ willful failure to fulfill their obligations will have costly consequences.” 

Workers and employers can call the division with questions and requests for compliance assistance at its toll-free helpline, 866-4US-WAGE (487-9243). Employers are encouraged to use the agency’s industry-specific compliance assistance toolkits to learn about their responsibilities under the laws enforced by the division, including child labor laws.

The agency’s PAID program offers employers an opportunity to self-report and resolve potential FLSA minimum wage and overtime violations, as well as certain potential violations under the Family and Medical Leave Act.

Learn more about the Wage and Hour Division, including a search tool that workers can use if they think they may be owed back wages collected by the division. Download the agency’s free timesheet app for iOS and Android devices to track hours and pay.

SPOKANE, WA – The U.S. Department of Labor has secured a federal consent judgment requiring four Washington-based restaurants to pay $750,000 in back wages and damages to 42 workers after an investigation uncovered minimum wage and overtime violations of the Fair Labor Standards Act.

Entered in the U.S. District Court for the Eastern District of Washington, the order comes after the department’s Wage and Hour Division found Nolberto and Guillermina Rodríguez, owners of Blanco Inc. and Mi Rancho Chico Inc., doing business as Rancho Chico in Spokane, Colville, and Omak, failed to pay employees required overtime of time and one-half their regular rate of pay for all hours worked over 40 in a workweek. Additionally, Rancho Chico paid some nonexempt employees on a salaried basis for all hours worked, which led to earnings below the federal minimum wage of $7.25 per hour. In addition, the investigation found that Rancho Chico engaged in unlawful retaliation after terminating an employee who filed a wage complaint. 

Investigators also found that Rancho Chico violated federal child labor laws prohibiting minors from operating hazardous equipment. 

Following the investigation, the Rodríguezes agreed to pay back wages to the 42 employees but ultimately failed to pay the amounts owed. This led the department’s Office of the Solicitor and the U.S. Attorney’s Office for the Eastern District of Washington to pursue a federal court order to compel payment of the back wages and damages. 

“Rancho Chico violated federal minimum wage, overtime, and anti-retaliation laws when they knowingly underpaid employees who worked long hours to support themselves and their families,” said Wage and Hour Division Administrator Andrew Rogers. “Disregarding the findings of a Wage and Hour Division investigation carries serious repercussions. I encourage employers to regularly review their pay practices, reach out for compliance assistance, and immediately address violations.”

Under the consent judgment, Rancho Chico and the Rodríguezes must pay $750,000.00 in back wages and damages and comply with federal labor laws moving forward, including properly paying employees for all hours worked, maintaining accurate records, and refraining from retaliating against workers who exercise their rights. 

“After being caught breaking the law, Rancho Chico and the Rodríguezes then shamelessly broke their promises that they would make things right and pay their employees the hard-earned wages and damages they’re owed,” said Regional Solicitor of Labor Marc Pilotin in San Francisco. “The Solicitor’s Office will pursue every option we have, including working with our colleagues in the Department of Justice, to hold employers accountable for violations of their obligations to their employees.”

Employers and workers can call the division with questions and requests for compliance assistance at its toll-free helpline, 866-4US-WAGE (487-9243). Employers are encouraged to use the agency’s industry-specific compliance assistance toolkits to learn about their responsibilities under the laws enforced by the division. The agency’s PAID program offers employers an opportunity to self-report and resolve potential minimum wage and overtime violations under the FLSA, as well as certain potential violations under the Family and Medical Leave Act.

Learn more about the Wage and Hour Division, including a search tool to use if you think you may be owed back wages collected by the division. Download the agency’s free timesheet app for iOS and Android devices to track hours and pay.

WASHINGTON – The U.S. Department of Labor’s Wage and Hour Division today issued four opinion letters designed to promote clarity, consistency, and transparency in the application of federal wage and hour standards under the Fair Labor Standards Act.

The opinion letters provide official written interpretations from the division that address real-world questions from individuals, companies, or organizations. They explain how the FLSA applies to the specific factual circumstances presented and may also have a broader interest to others impacted by the same or similar issues.

“Opinion letters explain how the laws enforced by the division apply in specific situations and circumstances that are faced by employees, employers, and others every day across America,” said Wage and Hour Division Administrator Andrew Rogers. “The letters issued today explicate important and longstanding principles under the Fair Labor Standards Act, including compensable time, exemptions, and bonuses included in the regular rate of pay.”

The following opinion letters were issued today:

• FLSA2026-5: Whether an employee exempt pursuant to paragraph 13(a)(1) of the FLSA can perform additional work in a secondary role at an hourly rate, and, if so, what overtime implications may arise.
• FLSA2026-6: Whether a bonus calculated by comparing an employee’s total straight-time and overtime earnings to the total straight-time and overtime earnings of all employees eligible for the bonus is a “percentage of total earnings” bonus under 29 C.F.R. 778.210 that provides for the simultaneous payment of any overtime compensation due on the bonus, thus satisfying the FLSA’s overtime pay requirement.
• FLSA2026-7: Whether time spent during a meal break voluntarily traversing an employer’s premises and passing through a controlled access entry and exit is compensable under the FLSA when the employer allots employees a 30-minute meal period during which they are allowed to remain on the premises.
• FLSA2026-8: Whether certain pre-shift activities by hospital employees are compensable work and, if so, whether the hospital’s practice of rounding employees' clock-in time to their scheduled shift start time is permissible.

In June 2025, the department announced the relaunch of the opinion letter program, which expands its longstanding commitment to providing meaningful compliance assistance that helps workers, employers, and other stakeholders understand how federal labor laws apply in specific workplace situations.

The public is encouraged to use the division’s opinion letters page to explore past guidance and to find information on how to submit a request for an opinion letter. Generally, opinion letters concern matters where the application of existing regulations or guidance is unclear. The division will exercise discretion in determining whether and how it will respond to each request and will focus primarily on attempting to address issues of broad-based concern.

Workers and employers can call the Wage and Hour Division with questions and requests for compliance assistance at its toll-free helpline, 866-4US-WAGE (487-9243). Employers are encouraged to use the agency’s industry-specific compliance assistance toolkits to learn about their responsibilities under the laws enforced by the division. The agency’s PAID program offers employers an opportunity to self-report and resolve potential minimum wage and overtime violations under the FLSA, as well as certain potential violations under the Family and Medical Leave Act.

Read opinion letters FLSA2026-5, FLSA2026-6, FLSA2026-7, and FLSA2026-8.

WASHINGTON – The U.S. Department of Labor’s Wage and Hour Division today announced the publication of a technical amendment to restore the applicable regulations governing the exemption of executive, administrative, and professional employees under the Fair Labor Standards Act. 

The Department’s technical amendment removes from the Code of Federal Regulations the regulatory language from a 2024 rule that was judicially vacated, and republishes the operative regulations, which were established in a rule the department issued in 2019. The restored regulations require that most exempt executive, administrative, and professional employees be paid a salary of at least $684 per week. The regulations also set a total annual compensation threshold of $107,432 for certain highly compensated employees.  

“The Wage and Hour Division is committed to ensuring that its regulations accurately reflect the proper standards and requirements that we enforce,” said Wage and Hour Division Administrator Andrew Rogers.  “It is critical that each element of the section 13(a)(1) exemptions – duties, salary basis, and salary level requirements – be clearly framed for the benefit of both employees and employers.” 

This technical amendment is effective immediately upon publication in the Federal Register.

Workers and employers can call the Wage and Hour Division with questions and requests for compliance assistance at its toll-free helpline, 866-4US-WAGE (487-9243). The agency’s PAID program offers employers an opportunity to self-report and resolve potential minimum wage and overtime violations under the FLSA, as well as certain potential violations under the Family and Medical Leave Act.

Read the technical amendment.

HONOLULU – The U.S. Department of Labor has recovered $171,897 in back wages from a physical therapy and rehabilitation clinic after an investigation determined the employer denied 32 employees full overtime pay at three of its facilities, in violation of federal law.

Investigators with the department’s Wage and Hour Division determined First Physical & Functional Rehab failed to combine hours worked across its three locations in Wahiawa, Waianae, and Waipahu, resulting in some workers not receiving overtime compensation. The Fair Labor Standards Act requires employers to pay workers time and one-half their regular rate of pay for all hours worked over 40 in a workweek. 

In addition to the back wages, the employer also paid $18,810 in civil money penalties because of the willful nature of the violations. 

“Employers must abide by federal laws and ensure that workers are fully compensated for all hours worked,” said Wage and Hour Division Acting District Director Patrick Candoleta in Honolulu. “We will continue to hold employers accountable to help ensure that compliance is a priority in every workplace. We will also offer compliance assistance to help employers who seek it avoid violations of overtime requirements and other wage and hour rules.”

First Physical & Functional Rehab operates under the names Wahiawa Rehab Services Inc., Waianae Valley Physical Therapy Inc., and Waipahu Physical Therapy Inc.

Workers and employers can call the Wage and Hour Division with questions and requests for compliance assistance at its toll-free helpline, 866-4US-WAGE (487-9243). Employers are encouraged to use the agency’s industry-specific compliance assistance toolkits to learn about their responsibilities under the laws enforced by the division. The agency’s PAID program offers employers an opportunity to self-report and resolve potential FLSA minimum wage and overtime violations, as well as certain potential violations under the Family and Medical Leave Act.

Learn more about the Wage and Hour Division, including a search tool to use if you think you may be owed back wages collected by the division. Download the agency’s free timesheet app for Android and iOS devices to ensure hours and pay are accurate.

WASHINGTON − The U.S. Department of Labor today announced it will host a two-day online forum to provide meaningful compliance assistance related to federal laws governing wages, safety, and other workplace issues. 

The Protecting America’s Workforce forum will begin with opening remarks from Acting Secretary of Labor Keith Sonderling and proceed to panel discussions and presentations with representatives from the department’s Wage and Hour Division, Occupational Safety and Health Administration, Employee Benefits Security Administration, Mine Safety and Health Administration, and Veterans’ Employment and Training Service. 

In addition, enforcement and compliance representatives from the Internal Revenue Service, Small Business Administration, and Equal Employment Opportunity Commission will participate.

“Workers and businesses deserve clear, practical guidance on compliance with the laws enforced by the Department of Labor,” said Acting Secretary of Labor Keith Sonderling. “We are proud to collaborate with our partners across the federal government to provide a platform for expert-level presentations designed to foster improvements to workplaces across America.” 

The event, which will be held May 6-7, will provide valuable information on various workplace topics such as the department’s self-audit programs, OSHA’s Heat Illness Prevention campaign, the relaunch of the department’s opinion letters program, veterans’ employment rights, child labor laws, government contract prevailing wage requirements, and Registered Apprenticeships.

Forum attendance is free and open to the public, but registration is required. Once registered, additional information, including links to sessions, will be provided. 

Read more about the 2026 Department of Labor forum, including the agenda for the two-day event. 

MCMINNVILLE, OR – An investigation by the U.S. Department of Labor’s Wage and Hour Division found a McMinnville restaurant incorrectly categorized 19 workers as exempt, not paying them the legally required overtime premium, and used workers’ tips to supplement base wages, all violations of federal wage law. 

Division investigators determined that Taste of India 1 violated the Fair Labor Standards Act by paying 19 non-exempt employees straight-time rather than the overtime rate of time and one-half the regular rate of pay for all hours worked over 40 in a workweek. Taste of India 1 also illegally used workers’ tips to supplement base wages, establishing an invalid tip pool. 

As a result of the investigation, the division recovered $200,137 in back wages and $15,256 in civil money penalties assessed against the employer for the willful nature of the violations.

Workers and employers can call the Wage and Hour Division with questions and requests for compliance assistance at its toll-free helpline, 866-4US-WAGE (487-9243). Employers are encouraged to use the agency’s industry-specific compliance assistance toolkits to learn about their responsibilities under the laws enforced by the division. The agency’s PAID program offers employers an opportunity to self-report and resolve potential minimum wage and overtime violations under the FLSA, as well as certain potential violations under the Family and Medical Leave Act.

Learn more about the Wage and Hour Division, including a search tool that workers can use if they think they may be owed back wages collected by the division. Download the agency’s free timesheet app for iOS and Android devices to track hours and pay.

WASHINGTON – The U.S. Department of Labor’s Wage and Hour Division announced today it will offer webinars on prevailing wage requirements for contractors, contracting agencies, unions, workers, and other stakeholders involved in federally funded projects and service contracts. 

As part of its ongoing effort to increase awareness and improve compliance, the division will host two-day online seminars with sessions on the Davis-Bacon and Related Acts, Service Contract Act, and other topics. Participants can choose between the sessions offered on either of the two days. 

Webinars are scheduled for May 20-21 and Sept. 23-24. Seminar attendance is free, but registration is required. Once registered, additional information including links to sessions will be provided. 

These events help educate federal contractors seeking opportunities to employ skilled workers in communities across America. These programs are part of the department’s commitment to providing employers with useful training and assistance to avoid non-compliance with prevailing wage laws.

For more information about the Davis-Bacon Act, the Service Contract Act, and other federal wage laws, please call the division’s toll-free helpline at 1-866-4US-WAGE (487-9243).

Learn more about related federal wage regulations and check for updates on the seminars.