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that agencies enable the public to request that significant guidance documents be created, reconsidered, modified or rescinded. To petition for a significant guidance document to be created, modified, reconsidered, or rescinded, email the Department of Labor.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.
Whether the proposed wage continuation plans of International Metals & Machines, Inc. and certain of its affiliates constitute a payroll practice within the meaning of 29 C.F.R. §2510.3-1(b)(2) rather than an employee welfare benefit plan described in ERISA section 3(1) and, thus, excluded from ERISA title I coverage.
Requirements that all walking and working surfaces be kept clean, orderly, and in a sanitary condition. - [1910.22]
Breeding dairy and beef cattles practices performed are within the meaning of Section 3(f). Employees exclusively engaged in such activities during a workweek are exempt from overtime premium pay pursuant to Section 13(b)(12).
Wearing of contact lenses while welding. - [1910.133(a)(3)]
Whether the retention by the Vanguard Fiduciary Trust Company of the Vanguard Group to provide certain services to the Trust Company in the Trust Company's capacity as a fiduciary to employee benefits plans is exempt from the prohibitions of section 406 of ERISA and section 4975(c) of the Code by reason of section 408(b)(2) of ERISA and section 4975(d)(2) of the Code. Whether the retention of Vanguard Group by the Trust Company does not constitute an act of self-dealing in violation of section 406(b)(1) of ERISA.
Flat fee payments for cleaning or reconditioning used cars which are paid without regard to the value of the service performed do not represent "commissions on goods or services" for the purposes of section 7(i). Employees subjected to overtime under section 7(a).
Whether the Sisters of Mercy Short Term Disability Plan, the Sisters of Mercy Dental Plan, and the Sisters of Mercy Health Care Plan qualify for the limited exemption from certain annual reporting requirements of ERISA provided by 29 CFR §2520.104-44.
Travel time and premium pay received. sections 778.201 and 778.206, section 7(e)(7) that extra compensation provided by a premium rate paid "in pursuance of an applicable employment contract or collective-bargaining agreement for work outside of hours established in good faith by the contract or agreement.
Whether an employer would not be considered to establish or maintain an "employee pension benefit plan" within the meaning of section 3(2) of title I of ERISA by virtue of having taken certain actions related to Equitable's Group IRA solely to facilitate their employees’ participation in Equitable's Group IRA and all the criteria contained in regulation 29 C.F.R. §2510.3-2(d) and Opinion 81-80A are met.
Determining whether recruiters specialized in functional area such as insurance, accouning, finance and data processing meets 13(a)(l) exemption.
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