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Department of Labor (DOL)

Here you will find contacts and resources to help you comply with employment and labor laws enforced by the U.S. Department of Labor.

Compliance Contacts

Contact the following individual(s) to get more information on complying with Department of Labor regulations:

Sonya Carrion
Acting Program Manager
Office of Small and Disadvantaged Business Utilization
Phone: 202-693-7291
Fax: 202-693-7297
TTY/TTD: 877-889-5627
Carrion.Sonya@dol.gov

Compliance Resources

Employment and Training Administration

  • America's Career InfoNet
    This is a resource for making informed career decisions to support a demand-driven workforce investment system. This page links to the services tailored to individual needs related to employment and job training services, career planning, guidance and more.
  • Foreign Labor Certification
    Information on labor certifications that are necessary for employers to bring foreign workers into the United States.
  • CareerOneStop
    This page provides access to over 1 million jobs and labor market trends and tips, and allows posting of resumes.
  • Workforce Professionals Helping Build a Better Workforce System
    This page links to the services that can assist businesses, workers, and job seekers in building a better workforce system.
  • Unemploymment Insurance Home Page
    This page provides access to state-specific information on unemployment benefits.
  • The Worker Adjustment and Retraining Notification (WARN) Act Guide to Advance Notice of Closings and Layoffs
    The WARN Act helps ensure advance notice in cases of qualified plant closings and mass layoffs. The U.S. Department of Labor has issued two guides to provide both workers and employers with an overview of their rights and responsibilities under the provisions of the WARN Act. Both of these WARN Guides are linked to this page.
  • Hiring Guest Workers
    This page describes the U.S. Department of Labor's certifications issued for permanent and temporary employment under the following programs:Permanent Labor Certification; H-1C Nurses in Disadvantaged Areas; H-2A Temporary Labor Certification (Seasonal Agricultural); H-2B Temporary Labor Certification (Non-agricultural); and D-1 Crewmembers Certification.

Employee Benefits Security Administration

Benefits

General Resources

  • Small Business Retirement Savings Advisor
    The Small Business Retirement Savings Advisor answers a variety of commonly asked questions about retirement savings options for small business employers and help them determine which program is most appropriate for their businesses.

Health Benefits

  • Exemption Procedures Under Federal Pension Law
    This booklet provides information about the exemption provisions under Section 408(a) of ERISA. The booklet provides employers, plan administrators and employee benefit practitioners with the basic requirements and procedures needed to apply for exemptions from the prohibited transaction rules of ERISA.
  • Selecting an Auditor for Your Employee Benefit Plan
    Federal law requires employee benefit plans with 100 or more participants to have an audit as part of their obligation to file the Form 5500 Annual Return/Report. This booklet will assist plan administrators in selecting an auditor and reviewing the audit work and report.
  • Form 5500 Filing Tips for Pension Plans, Welfare Plans and Direct Filing Entities
    Practical, common sense tips for some of the most frequently occurring Form 5500 Annual Return/Report filing problems.
  • Spanish Language version of An Employers' Guide to Group Health Continuation Coverage Under COBRA
    This booklet summarizes COBRA continuation coverage and explains the rules that apply to group health plans in Spanish. It is intended to assist employers that sponsor group health plans with COBRA.
  • Compliance Assistance Guide - Health Benefits Coverage Under Federal Law
    This booklet provides general descriptions and FAQs on the Health Insurance Portability and Accountability Act, the Newborns' and Mothers' Health Protection Act, the Mental Health Parity Act, and the Womens' Health and Cancer Rights Act. It also includes a self compliance tool, a chart summarizing the notice requirements under the laws and model notices that can be used to comply.
  • An Employers Guide to Group Health Continuation Coverage Under COBRA
    This booklet summarizes COBRA continuation coverage and explains the rules that apply to group health plans. It is intended to assist employers that sponsor group health plans to comply with COBRA.
  • Model Notices for Part 7 of ERISA
    Model language to assist in complying with the notices required under Part 7 of ERISA (Health Insurance Portability and Accountability Act, Newborns' and Mothers' Health Protection Act, Mental Health Parity Act and the Women's' Health and Cancer Rights Act.
  • Chart of Required Notices for Part 7 of ERISA
    A chart summarizing the notice requirements of Part 7 of ERISA (Health Insurance Portability and Accountability Act, Newborns' and Mothers' Health Protection Act, Mental Health Parity Act and Women's' Health and Cancer Rights Act).
  • Self Compliance Tool for Part 7 of ERISA
    This checklist is a tool for group health plan sponsors and plan administrators to use to determine compliance with Part 7 of ERISA (ex. HIPAA)
  • Multiple Employer Welfare Arrangements Under ERISA (MEWA)
    The Guide addresses many questions concerning the effect of ERISA on federal and state regulation of MEWAs
  • Reporting and Disclosure Guide For Employee Benefit Plans
    A quick reference tool for certain basic reporting and disclosure requirements under ERISA.
  • COBRA Continuation Health Coverage Frequently Asked Questions
    Questions and answers that provide a general explanation of requirements under the Consolidated Omnibus Budget Reconciliation Act (COBRA) for continuation of group health coverage that might otherwise be terminated.
  • HIPAA : Frequently Asked Questions
    Questions and answers about HIPAA, which amended ERISA to provide new rights and responsibilities for participants and beneficiaries in group health plans, especially when changing jobs or losing health coverage.
  • ERISA Filing Acceptance System (EFAST)
    EFAST is a system designed to simplify and expedite the receipt and processing of the Forms 5500/5500-EZ Annual Return/Report for employee benefit plans. This web page provides comprehensive information on EFAST, the Form 5500, and the Delinquent Filer Voluntary Compliance Program.
  • Health Benefits Advisor
    The Health Benefits Advisor is designed to help workers and their families better understand employer and employee organization (such as a union) provided group health benefits and the laws that govern them, especially when they experience changes in their life and work situations--such as marriage, childbirth, job loss or retirement.
  • Model Certificate of Creditable Coverage under HIPAA
    This model was created in a format easy for an employer to download and use for its plan to comply with HIPAA.
  • COBRA Model General Notice
    Group health plans must give each employee and each spouse covered under the plan a general notice describing COBRA rights within 90 days of coverage. This model notice was created in a format easy for an employer to download and use for its plan to comply with this requirement.
  • COBRA Model Election Notice
    A group health plan must provide qualified beneficiaries with an election notice that describes their rights to continuation coverage and how to make an election within 14 days of receiving a notice of a qualifying event. This model notice was created in a format easy for an employer to download and use for its plan to comply with this requirement.
  • Spanish Language COBRA Model General Notice
    Group health plans must give each employee and each spouse covered under the plan a general notice describing COBRA rights within 90 days of coverage. This model notice was created in Spanish in a format easy for an employer to download and use for its plan to comply with this requirement.
  • Spanish Language COBRA Model Election Notice
    A plan must provide qualified beneficiaries with an election notice describing their rights to continuation coverage and how to make an election within 14 days of receiving a notice of a qualifying event. This model notice was created in Spanish in a format easy for an employer to download and use for its plan to comply with this requirement.
  • Form M-1 Online Filing System
    An electronic filing system for the annual report for multiple employer welfare arrangements. It allows the filing to be completed and submitted at no cost.
  • Health Benefits Education for Small Employers
    Tips to assist a small employer to avoid scams in selecting a health care provider for its plan.
  • ERISA (Title I) Advisory Opinions
    An index of advisory opinions issued by EBSA providing interpretations of the statute and regulation sections. The index highlights the issues considered to help find relevant information.
  • Information Letters on Benefit Plans
    An index of information letters issued by EBSA providing information on health and retirement benefit plan statutory and regulatory issues. The index provides issues considered to help find relevant information.
  • Field Assistance Bulletins on Benefit Plans
    An index of Field Assistance Bulletins issued by EBSA providing guidance to the regional offices to clarify issues arising in enforcement activities. The index provides issues statements to help find relevant information.
  • Class Exemptions for Employee Benefit Plans
    An index of Class Exemptions granted by EBSA providing issue statements to help find relevant information.
  • EXPRO Exemptions for Employee Benefit Plans
    An index of exemptions issued by EBSA under the EXPRO exemption to assist plan officials to search for similar exemptions to use when applying for the expedited review under the EXPRO program.
  • Individual Exemptions Granted for Employee Benefit Plans
    An index of individual exemptions granted by EBSA providing issue statements to help find relevant information.

Retirement Benefits

  • Meeting Your Fiduciary Responsibilities
    To meet their responsibilities as plan sponsors, employers need to understand some basic rules, specifically the Employee Retirement Income Security Act (ERISA). ERISA sets standards of conduct for those who manage an employee benefit plan and its assets (called fiduciaries). This publication provides an overview of the basic fiduciary responsibilities applicable to retirement plans under ERISA.
  • Small Pension Plan Audit Waiver Regulation : FAQs
    FAQs on how to determine whether a small pension plan has met the conditions for the audit waiver under the regulation.
  • Drafting Qualified Domestic Relations Orders (QDROs)
    These FAQs outline the procedure for dividing retirement benefits, define survivor benefits, and explain the form of payment of benefits for QDROs.
  • Qualified Domestic Relations Orders : Determining Qualified Status and Paying Benefits
    These FAQs outline a plan administrator's duties and the requirements for a domestic relations order to be considered qualified under ERISA.
  • Qualified Domestic Relations Orders (QDROs) : An Overview
    Qualified Domestic Relations Orders (QDROs) are domestic relations orders that recognize the existence of an alternate payee's right to receive benefits payable to a participant under a retirement plan. These FAQs provide an overview of QDROs under ERISA.
  • 401(k) Plans For Small Businesses
    This publication jointly from the Department of Labor and Internal Revenue Service provides information on 401(k) plans as a retirement plan option. The publication provides assistance in how to establish and maintain the plan and discusses the various features of this type of savings plan.
  • Choosing A Retirement Solution for Your Small Business
    A pamphlet describing the retirement savings options available to small businesses and comparing the features of each option.
  • SIMPLE IRA Plans for Small Businesses
    This booklet explains the SIMPLE (Savings Incentive Match Plan for Employees of Small Employers) IRA Plan. SIMPLE IRAs provide employers and their employees with a simplified way to contribute toward retirement.
  • SEP Retirement Plans for Small Business
    This booklet provides information on Simplified Employee Pension (SEP) Retirement plans as an option for small businesses. The publication describes the plan's features and provides assistance to establish and maintain the plan.
  • Understanding Retirement Plan Fees and Expenses
    This booklet helps plan sponsors and other plan fiduciaries better understand and evaluate plan fees and expenses. While the focus is on fees and expenses involved with 401(k) plans, many of the principles discussed in the booklet also will have application to all types of retirement plans.
  • 401(k) Plan Fees Disclosure Form (Word)
    This form was created by the Investment Company Institute, the American Bankers Association, and the American Council of Life Insurers for an employer to provide to prospective service providers to its retirement plan to assist the employer in making 'apples to apples' comparisons of services and fees.
  • Tips for Selecting and Monitoring Service Providers for Your Employee Benefit Plan
    This tool provides tips to help an employer comply with ERISA's fiduciary responsibility provisions when selecting and monitoring a service provider for its plan.
  • Selecting and Monitoring Pension Consultants : Tips for Plan Fiduciaries
    This tool, developed with the SEC, provides tips to help a retirement plan fiduciary comply with ERISA's fiduciary responsibility provisions when selecting and monitoring a service provider for its plan.
  • 401(k) Plan Fees Disclosure Form (PDF)
    This form was created by the Investment Company Institute, the American Bankers Association, and the American Council of Life Insurers for an employer to provide to prospective service providers to its retirement plan to assist the employer in making 'apples to apples' comparisons of services and fees.

Taxes

  • Voluntary Fiduciary Correction Program Online Calculator
    A compliance assistance tool to facilitate accuracy, ensure consistency, and expedite review of applications to the Voluntary Fiduciary Correction Program.¿ The Online Calculator assists applicants in calculating VFCP Correction Amounts owed to benefit plans.

Employment Standards Administration

Benefits

Health Benefits

  • Black Lung Benefits Act : Compliance Guide
    A compliance guide that explains procedures for processing black lung benefit claims.
  • Coal Mine Workers' Compensation Forms
    Online forms related to implementation of the Black Lung Benefits Act. The Act provides monthly payments and medical benefits to coal miners totally disabled from pneumoconiosis (black lung disease) arising from their employment in or around U.S. coal mines.

Leave Benefits

  • Family and Medical Leave Act (FMLA) Poster
    All covered employers are required to display and keep displayed a poster prepared by the Department of Labor summarizing the major provisions of The Family and Medical Leave Act and telling employees how to file a complaint.
  • Family and Medical Leave Act
    This page links to compliance resources on the Family and Medical Leave Act which provides certain employees with up to 12 workweeks of unpaid, job-protected leave a year, and requires group health benefits to be maintained during the leave as if employees continued to work instead of taking leave.
  • Wage and Hour Field Operations Handbook
    A operations manual that provides U.S. Department of Labor, Wage and Hour Division (WHD) investigators and staff with interpretations of statutory provisions, procedures for conducting investigations, and general administrative guidance.
  • Family and Medical Leave Act Advisor
    The Family and Medical Leave Act Advisor provides information about employee eligibility under FMLA, including valid reasons for leave; employee/employer notification responsibilities; and employee rights and benefits.

Workers' Compensation

Benefits Under Federal Contracts

  • McNamara-O'Hara Service Contract Act (SCA)
    The Act requires contractors and subcontractors performing services on prime contracts in excess of $2,500 to pay service employees in various classes no less than the wage rates and fringe benefits found prevailing in the locality, or the rates (including prospective increases) contained in a predecessor contractor's collective bargaining agreement. The Department of Labor issues wage determinations on a contract-by-contract basis in response to specific requests from contracting agencies.
  • Davis-Bacon and Related Acts
    Provides public access to Davis-Bacon information and supports the user in filling out the Report of Construction Contractor's Wage Rates (WD-10) Form.

Equal Employment Opportunity (EEO)

General Resources

  • Census 2000 Special EEO File for Puerto Rico
    The Office of Federal Contract Compliance Programs (OFCCP) requires covered federal contractors and subcontractors to prepare and maintain affirmative action programs. One of the requirements of an affirmative action program is determining availability of qualified minorities or women for job openings. Contractors frequently use U.S. Census Bureau data to determine availability. OFCCP has created a separate compilation of summary data tables for Puerto Rico.
  • Office of Federal Contract Compliance Programs Nationwide Office Directory
    Listing of the OFCCP district and regional offices.
  • Office of Federal Contract Compliance Programs Key Personnel
    Listing of key personnel in OFCCP national office and regional offices.
  • Sample Affirmative Action Program
    This sample AAP is for federal contractors and subcontractors with fewer than 150 employees.
  • Construction Contractors' Technical Assistance Guide
    This Technical Assistance Guide is designed to help Federal and Federally-assisted construction contractors and subcontractors comply with the Federal laws and regulations that prohibit discrimination in employment, and require that the contractors undertake affirmative action to ensure equal employment opportunity in their workforces.
  • Census 2000 Special EEO File
    The Office of Federal Contract Compliance Programs (OFCCP) requires covered federal contractors and subcontractors to prepare and maintain affirmative action programs. One of the requirements of an affirmative action program is determining availability of qualified minorities or women for job openings. Contractors frequently use U.S. Census Bureau data to determine availability and OFCCP relies on Census data to assess whether a contractor's availability determination is reasonable.
  • Equal Employment Opportunity Poster
    Every employer covered by non-discrimination and EEO laws is required to post on its premises the poster, "Equal Employment Opportunity is the Law."
  • Federal Contractor Compliance Assistance : Overview of Employment Laws
    Provides law-specific compliance assistance information on E.O. 11246, the Americans' with Disabilities Act, Section 503 of the Rehabilitation Act, and the Vietnam Era Veterans' Readjustment Assistance Act of 1974.
  • Federal Contractor Compliance Advisor (elaws)
    This Advisor helps federal contractors and subcontractors understand basic coverage and compliance information on equal employment opportunity laws and regulations enforced by the Department of Labor's Office of Federal Contract Compliance Programs.

Disability

  • Equal Employment Opportunity Guide for Small Businesses with Federal Contracts
    This guide is designed to give small businesses that have Federal contracts or subcontracts an introduction to the basic equal employment opportunity (EEO) requirements of Executive Order 11246 and its implementing regulations, which prohibit employment discrimination by Federal contractors and subcontractors and federally-assisted construction contractors and subcontractors.
  • Federal Contractor Compliance Assistance : Employment FAQs
    Contains actual questions the Office of Federal Contract Compliance Programs has received from the public. The FAQs are listed alphabetically, according to categories.
  • Federal Contractor Compliance Manual
    This is the compliance manual used by the Office of Federal Contracts Compliance Programs to ensure that employers doing business with the Federal Government comply with the laws and regulations requiring nondiscrimination.

EEO for Federal Contractors

  • Small Contractor Affirmative Action Program (AAP) Job Group Availability Determinations
    Federal contractors are required to establish AAP job groups and compare their employment of minorities and women within those job groups to the availability of minorities and women who are 'available' for employment. Smaller contractors (contractors with fewer than 150 employees), however, may formulate their AAP job groups according to EEO-1 job categories. An explanation is provided on how smaller contractors may develop their availability determinations based on their job groups.
  • Federal Contractors' Obligations Regarding Veterans
    Federal employment law requires covered contractors and subcontractors to take affirmative steps to employ qualified Vietnam era veterans, special disabled veterans, recently separated veterans and other protected veterans. Other obligations including filing requirements by the federal contractors.

Hiring Employees

General Resources

  • Fact Sheets on FLSA, FMLA and Other Wage and Hour Laws
    Fact sheets from the U.S. Department of Labor's Wage and Hour Division explaining wage and hour laws and regulations such as those covering minimum wage, overtime, child labor and family and medical leave, government contracts, immigration labor provisions, wage garnishments, and polygraph testing.
  • Handy Reference Guide to the Fair Labor Standards Act
    The Fair Labor Standards Act establishes minimum wage, overtime pay, recordkeeping, and youth employment standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.

Child Labor

  • YouthRules!
    A Web portal with access to training, regulatory and other information on the child labor rules enforced by the U.S. Department of Labor.

For Specific Businesses

  • Grocery Employer Self Assessment Tool
    The U.S. Department of Labor's Wage and Hour Division produced this self assessment tool to help grocery employers comply with the youth employment provisions of the Fair Labor Standards Act.
  • Restaurant Employer Self Assessment Tool
    The U.S. Department of Labor's Wage and Hour Division produced this self assessment tool to help restaurant employers comply with the youth employment provisions of the Fair Labor Standards Act

Unions

  • Office of Labor-Management Standards Union Member Rights Poster
    The Labor-Management Reporting and Disclosure Act guarantees certain rights to union members, and imposes certain responsibilities on union officers to ensure union democracy, financial integrity and transparency. This poster, provided by the Department of Labor's Office of Labor-Management Standards, provides a summary of these rights and responsibilities.
  • Office of Labor-Management Standards Compliance Assistance for Small Unions
    The Office of Labor-Management Standards Web site provides resources to help officers and members of small labor organizations understand and comply with requirements in the Labor-Management Reporting and Disclosure Act concerning union reporting, elections of officers, financial safeguards, recordkeeping, and other aspects of union operations. Unions composed of Federal government employees are subject to similar requirements under the Civil Service Reform Act (CSRA).
  • Notice of Employee Rights Concerning Payment of Union Dues : Compliance Assistance
    The Department of Labor's Office of Labor-Management Standards provides compliance assistance for businesses holding government contracts and subcontracts on the requirement to inform employees that they have certain rights related to use of union dues and fees.
  • Revised Form LM-2 Download Page
    Revised Form LM-2, a financial report to filed by certain labor unions.

Wages and Hours Worked

  • Fair Labor Standards Act Advisor
    The FLSA Advisor provides help on complying with the minimum wage, overtime pay, child labor and recordkeeping laws enforced by the Wage and Hour Division of the Department of Labor.
  • Fair Labor Standards Act Poster
    Every employer of employees subject to the Fair Labor Standards Act's minimum wage provisions must post, and keep posted, a notice explaining the Act in a conspicuous place in all of their establishments so as to permit employees to readily read it.
  • Minimum Wage FAQs
    Answers questions ranging from "how often does the minimum wage increase" to "who ensures that workers are paid at least the minimum wage?"

Overtime

Minimum Wage

  • State Minimum Wage Laws
    A map linking to information on state minimum wage laws.
  • Fair Labor Standards Act Section 14(c) Advisor
    Section 14(c) of the Fair Labor Standards Act authorizes employers, after receiving a certificate from the U.S. Department of Labor's Wage and Hour Division, to pay special minimum wages wages less than the Federal minimum wage to workers who have disabilities for the work being performed. This Advisor helps to make the rules more understandable.
  • Notice to Workers Paid Special Minimum Wages
    Every employer of workers with disabilities under special minimum wage certificates authorized by the Fair Labor Standards Act, the McNamara-O'Hara Service Contract Act, and/or the Walsh-Healey Public Contracts Act shall display a poster prescribed by the U.S. Department of Labor's Wage and Hour Division explaining the conditions under which special minimum wages may be paid.

Wages Under Federal Contracts

  • Service Contract Act/Walsh-Healey Poster
    Every employer performing work covered by the Walsh-Healey Public Contracts Act (PCA) or the McNamara-O'Hara Service Contract Act (SCA) is required to post a notice of compensation required (including, for service contracts, any applicable wage determination) in a prominent and accessible location at the worksite where it may be seen by all employees performing on the contract.
  • Davis-Bacon Poster
    Every employer performing work covered by the labor standards of the Davis-Bacon and Related Acts shall post a notice (including any applicable wage determination) at the site of the work in a prominent and accessible place where it may be easily seen by employees.

Occupational Safety and Health Administration (OSHA)

General Resources

  • OSHA Small Business Web Page
    A user-friendly Web portal designed to help small businesses understand and comply with the Occupational Safety and Health Act.
  • OSHASmall Business Handbook
    The handbook should help small business employers meet the legal requirements imposed by the Occupational Safety and Health Act of 1970 (the Act), and achieve an in-compliance status before an OSHA inspection.
  • OSHA Compliance Assistance
    A user-friendly Web portal designed to help members of the regulated community understand and comply with the Occupational Safety and Health Act.
  • OSHA Frequent Asked Questions
    Occupational Safety and Health Administration maintained list of frequently asked questions.
  • OSHA Fact Sheets
    The Occupational Safety and Health Administration has developed a number of Fact Sheets which provide basic information on a variety of safety and health topics. This site is a portal to those Fact Sheets.
  • OSHA Safety and Health Topics
    This site is a gateway to specific compliance information on various safety and health issues (e.g., ergonomics, hazard communication, bloodborne pathogens, asbestos, and workplace violence).
  • OSHA in Spanish
    The Occupational Safety and Health Administration's portal to Spanish-language information on the Occupational Safety and Health Act and compliance assistance resources.
  • OSHA Recordkeeping Log for Workplace Injuries and Illnesses
    Every employer covered by the Occupational Safety and Health Administration (OSHA) who has more than 10 employees, except for employers in certain low-hazard industries in the retail, finance, insurance, real estate, and service sectors, must maintain specific records of job related injuries and illnesses. This Web page provides a variety of resources to help employers and others understand the Occupational Safety and Health Act's recordkeeping requirements.
  • OSHA Guide to Electric Power Generation
    This glossary helps employers (especially small businesses) identify and understand common occupational safety and health hazards in their workplaces relating to electric power generation.
  • Anthrax : Hazard Awareness Advisor
    This Interactive Expert Hazard Awareness Advisor is computer software to help employers (especially, small businesses) identify and understand occupational safety and health hazards in their workplace(s) relating to Anthrax.
  • Site Specific Health and Safety Plan : Hazardous Waste
    This Interactive Expert Hazard Awareness Advisor is computer software to help employers (especially, small businesses) identify and understand common occupational safety and health hazards in their hazardous waste workplace(s).

Poster Requirements

Online Compliance Tools

  • OSHA Electronic Tools (eTools) and Products for Compliance Assistance
    This Web portal provides links to a variety of OSHA electronic tools, power point presentations and other resources to help the regulated community understand how to comply with the Occupational Safety and Health Act.
  • OSHA eTool : Quick Start
    A step-by-step guide to help identify many of the major Occupational Safety and Health Act requirements and guidance materials that may apply to your workplace. Small and new businesses may find Quick Start helpful as an introduction to the compliance assistance resources on OSHA's website.

Mine Safety and Health Administration

Office of Compliance Assistance Policy

  • Drug-Free Workplace Advisor
    Provides information to businesses about how to establish and maintain an alcohol- and drug-free workplace.
  • Employee Benefits : Health, Retirement and Leave
    The U.S. Department of Labor administers a variety of laws and regulations concerning employment benefits, including leave under the Family and Medical Leave Act, and leave benefits governed by the McNamara-O'Hara Service Contract Act and the Davis-Bacon and Related Acts.
  • Employment Law Guide
    This Guide describes the statutes and regulations administered by the U.S. Department of Labor that affect businesses and workers. The Guide is designed mainly for those needing 'hands-on' information to develop wage, benefit, safety and health, and nondiscrimination policies for businesses in general industry.
  • FirstStep Employment Law Advisor
    The FirstStep Employment Law Advisor is designed to help employers determine which laws administered by the Department of Labor apply to their business or organization and to provide links to information about how to comply with these laws.
  • Hiring Issues : Equal Employment Opportunity (EEO)
    Equal employment opportunity (EEO) laws prohibit specific types of employment discrimination. These laws prohibit discrimination on the basis of race, color, religion, sex, age, national origin, or status as an individual with a disability or protected veteran. The Employment Standards Administration's Office of Federal Contract Compliance Programs oversees EEO laws and regulations that apply to employers holding federal contracts and subcontracts.
  • Labor Laws and Foreign Workers
    Foreign labor certification programs, administered in part by the U.S. Department of Labor, permit U.S. employers to hire foreign workers on a temporary or permanent basis to fill jobs essential to the U.S. economy. These programs are generally designed to ensure that the admission of foreign workers into the United States on a permanent or temporary basis will not adversely affect the job opportunities, wages, and working conditions of U.S. workers.
  • Labor Laws for New and Small Businesses
    The U.S. Department of Labor provides compliance tools and other compliance assistance materials that employers can use to develop wage, benefit, safety and health, and nondiscrimination policies for their business.
  • Labor Laws and Veterans
    The U.S. Department of Labor assists veterans, reservists, and National Guard members in securing employment; promotes equal employment opportunity on behalf of veterans who have served on active duty during a war or in a campaign or expedition; and advises on the rights and responsibilities of reservists and National Guard members who are called to active duty under the Uniformed Services Employment and Reemployment Rights Act. The Department also enforces two equal employment opportunity programs that protect veterans and apply to federal contractors and subcontractors.
  • Labor Laws Regarding Hiring
    There are a number of federal laws that employers must follow when hiring employees. Generally speaking, these laws prohibit discrimination in employment decisions based on race, color, religion, sex, age, ethnic/national origin, disability, or veteran status. The U.S. Department of Labor (DOL) administers and enforces laws affecting the hiring employees under the age of 18, veterans, and certain foreign workers. DOL is also responsible for laws that ensure that federal contractors and grantees provide equal employment opportunity to applicants and employees.
  • Laws for Unions and Union Members (Dept. of Labor)
    The Labor-Management Reporting and Disclosure Act of 1959 (LMRDA) was enacted to ensure basic standards of democracy (elections) and fiscal responsibility in private sector labor organizations.
  • Plant Closings and Layoffs
    The Worker Adjustment and Retraining Notification Act (WARN) protects workers, their families, and communities by requiring employers with 100 or more employees (generally not counting those who have worked less than six months in the last 12 months and those who work an average of less than 20 hours a week) to provide at least 60 calendar days advance written notice of a plant closing and mass layoff affecting 50 or more employees at a single site of employment.
  • Poster Advisor : Find Posters Required for Your Business
    The Poster Advisor is designed to help employers comply with the poster requirements of laws administered by the Department of Labor.
  • Recording Requirements (Dept. of Labor)
    Employment laws such as the Occupational Safety and Health Act, the Fair Labor Standards Act and the Family and Medical Leave Act have certain recordkeeping and/or reporting requirements.
  • Safety and Health in the Workplace
    Three U.S. Department of Labor agencies have responsibility for the administration and enforcement of the laws enacted to protect the safety and health of workers in America. The Occupational Safety and Health Act is administered by DOL's Occupational Safety and Health Administration; the Mine Safety and Health Administration has responsibility for administration and enforcement of the Mine Safety and Health Act of 1977, which protects the safety and health of workers employed in the nation's mines; and the Wage and Hour Division is responsible for the Fair Labor Standards Act, which contains rules concerning the employment of young workers.
  • Termination FAQs
    Covers a wide range of issues related to layoffs, plant closings and firing such as last paychecks, notices, unemployment insurance, COBRA, discrimination, veterans' rights, etc.
  • Unemployment Insurance : Compliance Assistance
    The Federal-State Unemployment Insurance (UI) program, administered by the U.S. Department of Labor's Employment and Training Administration, provides a partial wage replacement for individuals who are unemployed due to a lack of suitable work. Unemployment benefits are provided to unemployed workers who meet certain eligibility requirements.
  • Wages and Hours Worked
    The U.S. Department of Labor administers several laws that affect the wages and hours of covered workers. The Fair Labor Standards Act (FLSA) requires payment of no less than the federal minimum wage ($5.15) for each hour worked and time and one-half the employee's regular rate of pay for hours worked in excess of 40 in the workweek for non-exempt workers. Most migrant and seasonal workers engaged in agriculture are protected by the Migrant and Seasonal Agricultural Worker Protection Act. The Immigration and Nationality Act allows U.S. employers to hire foreign workers on a temporary or permanent basis to perform certain types of work.
  • Wages in Agriculture
    This page provides information on the obligations of employers of agricultural workers, including migrant and seasonal agricultural workers.
  • Wages under Federal Contracts
    The U.S. Department of Labor's Wage and Hour Division administers laws and regulations requiring minimum wages and fringe benefits to be paid to workers performing construction work on federally-funded contracts or providing services to the federal government.
  • Wages under Foreign Labor Certification
    The Immigration and Nationality Act (INA) allows U.S. employers to hire foreign workers on a temporary or permanent basis to perform certain types of work. The U.S. Department of Labor's Employment and Training Administration generally grants certification to employers to obtain special visas in order to hire foreign workers in cases where there are insufficient qualified U.S. workers available and willing to perform work at wages that meet or exceed the prevailing wage paid for that occupation in the area of intended employment.
  • Whistleblower and Non-Retaliation Protections
    The Occupational Safety and Health Act (OSH Act) and a number of other laws protect workers against retaliation for complaining to their employers, unions, or government agencies about unsafe or unhealthful conditions in the workplace, environmental problems, certain public safety hazards, and certain violations of federal provisions concerning securities fraud, as well as for engaging in other related protected activities.
  • Work Hours and Other Pay Issues
    Under the Fair Labor Standards Act, the term work hours generally refers to time spent by employees performing work for their employers for which they are entitled to compensation. Federal laws pertaining to work hours are enforced by the Wage and Hour Division of the U.S. Department of Labor's Employment Standards Administration. The Wage and Hour Division offers a range of guidance materials available on the subject of work hours.
  • Workers' Compensation Benefits Information
    This page describes the four major disability compensation programs administered by the Department of Labor's Office of Workers' Compensation Programs: The Energy Employees Occupational Illness Compensation Program; The Federal Employees' Compensation Program; The Longshore and Harbor Workers' Compensation Program; and The Black Lung Benefits Program.
  • Workplace Posters Required by the Department of Labor
    Some of the statutes and regulations enforced by the U.S. Department of Labor (DOL) require that notices be provided to employees and/or posted in the workplace. DOL provides free electronic and printed copies of these required notices and posters.
  • Workplace Rules for Youth
    Once a youth turns 18 years of age, there are no special federal rules on how or when they can be employed. However, for youth under 18, there are specific rules on the wages they may be paid, the occupations and industries in which they are allowed to work, and the hours they may work.

Office of Disability Employment Policy

  • Employment Rights for Workers with Disabilities
    Information on the two primary federal laws that protect individuals with disabilities from discrimination in employment: The Americans with Disabilities Act and Section 503 of the Rehabilitation Act.

Office of Small and Disadvantaged Business Utilization

  • The Department of Labor's Office of Small and Disadvantaged Business Utilization (OSDBU)
    The Office of Small and Disadvantaged Business Utilization (OSDBU) administers the Department of Labor's responsibility to ensure procurement opportunities for small businesses, small disadvantaged businesses, women-owned small businesses, HUBZone businesses, and businesses owned by service-disabled veterans. OSBP serves as the Department's Ombudsman for small businesses under the Small Business Regulatory Enforcement Fairness Act (SBREFA).

Veterans Employment and Training Service

  • Vets-100 Annual Report to be Filed by Federal Contractors
    The Vietnam Era Veterans' Readjustment Assistance Act of 1974 requires that Federal contractors report at least once annually the numbers of special disabled, Vietnam-era veterans, and other eligible veterans in their workforce by job category and hiring location and the total number of employees and the number of special disabled, Vietnam-era veterans, and other eligible veterans hired during the reporting period.
  • E-VETS Resource Advisor (elaws)
    The Advisor helps active duty personnel, veterans, reservists, Guard members, and their family members sort through the vast amount of resources available on the Internet.
  • Veterans' Preference in Hiring
    Veterans who are disabled or who served on active duty in the Armed Forces during specified time periods or in military campaigns and are qualified to perform the work are entitled to preference over non veterans in hiring for federal government jobs.
  • Veterans' Preference Advisor (elaws)
    The Veterans' Preference Advisor allows veterans to examine the preferences for which they might be entitled with regard to Federal jobs.
  • Uniformed Services Employment and Reemployment Rights Act (USERRA) Poster
    Employers are required to provide to persons entitled to the rights and benefits under the Uniformed Services Employment and Reemployment Rights Act (USERRA), a notice of the rights, benefits and obligations of such persons and such employers under USERRA.
  • Uniformed Services Employment and Reemployment Rights Act (USERRA) Advisor
    The Uniformed Services Employment and Reemployment Rights Act (USERRA) Advisor helps Veterans and employers understand employee eligibility and job entitlements, employer obligations, benefits and remedies under the Act.
  • USERRA Guide
    The Guide contains general information about the Uniformed Services Employment and Reemployment Rights Act (USERRA).