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.
OMB’s Final Bulletin for Agency Good Guidance Practices establishes policies and procedures for the development, issuance, and use of significant guidance documents by Executive Branch departments, including requiring that agencies enable the public to request that significant guidance documents be created, reconsidered, modified or rescinded. To petition for a significant guidance document to be created, modified, reconsidered, or rescinded, email the Department of Labor. Petitions should identify the specific guidance document by name and include your reason(s) for the request.
On January 20, 2021, President Biden issued the “Executive Order on Revocation of Certain Executive Orders Concerning Federal Regulation.” In response, the Department issued a final rule January 27, 2021 to rescind its August 28, 2020 rule on guidance documents.
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.
This letter advises that WHD will not assert an FLSA 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, pursuant to the order, and subject to the protection of the court. Where no employment relationship exists, neither the pay provisions nor the child labor requirements of FLSA apply.
PCBs in fluorescent light fixtures. - [1910.1000 TABLE Z-1]
Electrical Standards for Construction, Revised Subpart K - [1926 Subpart K]
This letter advises that, notwithstanding the inaccessibility of the location and the fact that an employee cannot leave, time spent sleeping by youth specialist employees on an overnight camping "treck" may be properly excluded from the employees' hours worked under FLSA. However, the letter cautions that if interruptions to sleep are so frequent that the employee cannot get at least 5 hours of sleep during the scheduled sleeping period the entire period must be counted as hours worked.
This letter advises that drivers who transport goods within a single State from a storage terminal of commodities may qualify for the overtime pay exemption contained in section 13(b )(1) of FLSA, as long as the transported goods originated from out-of-state and the shipper had a fixed and persisting transportation intent beyond the terminal storage point at the time of the original out-of-state shipment.
Use of amyl nitrite pearls as an antidote for acrylonitrile poisoning. - [1910.1045]
OSHA has no standards for the design and implementation of video display workstations.
Information on Hydro Carbide Tungsten, otherwise known as cemented tungsten carbide with colbalt binder. - [1910.120]
CPL 02-00-078 [CPL 2.78] - National - Regional Ergonomics Program - 02/09/1987
This letter advises that the FLSA's overtime pay requirement depends on all of the hours worked in a particular workweek rather than to hours which have been averaged with hours worked in another workweek or which have been redistributed in another workweek. The letter notes that, even though employees allegedly support such an arrangement, neither an employer nor an employee has the authority to waive the FLSA's overtime pay requirement.
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