Department of Labor

Department of Labor (DOL)

Compliance Contacts

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

Barbara Bingham
Director
Office of Compliance Assistance Policy
Phone: 202-693-5080
TTY/TTD: 877-889-5627
mailto:bingham.barbara@dol.gov

Compliance Resources - By Office

The following agencies and offices provide compliance resources for small businesses:

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.

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.

Employee Benefits Security Administration

Browse Resources By Topic

    Human Resources > Benefits > 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 Women's' 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.

    Human Resources > Benefits > 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 (Business) > Benefits

    • 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.?

    Human Resources > Benefits

    • 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.

    Workplace Safety and Health > Mine safety & health

    Workplace Safety and Health > Mine safety & health > General

    • MSHA Online Forms for Mine Operators
      This Online Forms Advisor helps mine operators file forms for identification numbers; changes in ID numbers; accident, injury and illness reports; and quarterly mine employment and coal production reports.

    Workplace Safety and Health > General Occupational safety & health

    • OSHA's Small 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 eTool : Incident Command System/Unified Command (ICS/UC)
      This eTool is computer software to help employers (especially, small businesses) identify and understand common occupational safety and health hazards in major, multi-jurisdictional responses to emergency situations/incidents.

    • OSHA eTool : Ergonomics eTool : Electrical Contractors
      This eTool is computer software to help employers (especially, small businesses) identify and understand common ergonomic occupational safety and health hazards in electrical contractor workplace(s).

    • Lead : Secondary Lead Smelter eTool
      This eTool is computer software to help employers (especially, small businesses) identify and understand common occupational safety and health hazards in their workplace(s) relating to lead smeltering.

    • 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).

    • OSHA eTool : Ergonomics in Printing Industry
      This eTool focuses on the printing industry, and provides assistance in helping reducing musculoskeletal disorders from workplace activities which force them to work outside their physical capacities. Also provides a guide to making ergonomic improvements that improve employee health and safety.

    • Occupational Safety and Health Act Poster
      Employers subject to the Occupational Safety and Health Act are required to post a notice notifying employees of the protections of the Act.

    • MyOSHA
      MyOSHA is a Web personalization tool that enables users to create their own set of personalized links to OSHA's on-line resources by choosing from a list of pre-selected links to customize a MyOSHA page. A user can also add pages within the OSHA Web site to create a MyFavorites category. In addition, MyOSHA includes randomly rotating eTips to educate users about OSHA and the agency's Web site. The eTips appear at the top of the user's personalized page and change each time the user accesses their MyOSHA page.

    • 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 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 eTool : Cooperative Programs
      The Occupational Safety and Health Administration (OSHA) engages in a number of cooperative programs intended to increase voluntary compliance with the Occupational Safety and Health Act and to create and provide training to the regulated community. This site explains OSHA's cooperative programs and provides links for more in-depth information about the programs.

    • OSHA Frequent Asked Questions
      Occupational Safety and Health Administration maintained list of frequently asked questions.

    • 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.

    • OSHA eTool : Lead in Construction Advisor (downloadable)
      Downloadable version of the interactive expert Lead in Construction Advisor which helps users, especially small businesses, to understand OSHA's Lead in Construction standard.

    • OSHA eTool : Hazard Awareness Advisor (downloadable)
      Downloadable version of the interactive expert Hazard Awareness Advisor which helps employers (especially, small businesses) identify and understand common occupational safety and health hazards in their workplace(s).

    • OSHA eTool : Fire Safety Advisor (downloadable)
      Downloadable version of the interactive Fires Safety Advisor which businesses and others to more efficiently and effectively understand and comply with OSHA's workplace fire prevention and fire fighting safety rules. The Advisor provides the user with an information-rich environment from which to learn about these OSHA rules. In response to user-provided answers to questions about the workplace and about information sought, the Advisor provides customized responses that fit the user's situation and needs.

    • OSHA eTool : Confined Spaces Advisor (downloadable)
      Downloadable version of the Confined Spaces Advisor which gives users interactive expert help to apply OSHA's Permit Required Confined Spaces Standard. Once installed, this computer program will interview the user about a work space to determine if a space is covered by OSHA's Permit-Required Confined Spaces regulation.

    • OSHA eTool : Ammonia Refrigeration
      This eTool is designed to assist employers and employees in identifying and controlling the hazards associated with the operation and maintenance of ammonia refrigeration systems. It details proper techniques for handling anhydrous ammonia, which is widely used as a refrigerant in industrial facilities.

    • OSHA eTool : Battery Manufacturing
      An eTool for battery manufacturing (the process of producing lead-acid batteries) used in automobiles, fork trucks, material handling, and standby power applications.

    • OSHA eTool : Construction
      This eTool will help identify and control the hazards that commonly cause the most serious construction injuries. They are grouped under the following headings: electrical incidents; struck-by; trenching and excavation; and falls.

    • OSHA eTool : Evacuation
      This eTool will help small, low-hazard service or retail businesses implement an emergency action plan (EAP), and comply with OSHA's emergency standards. The purpose of an EAP is to facilitate and organize employer and employee actions during workplace emergencies.

    • OSHA eTool : Eye and Face Protection
      This eTool helps implement requirements for a workplace hazard assessment and aids in the selection of eye and face personal protective equipment (PPE).

    • OSHA eTool : Lockout/Tagout
      This eTool discusses the lockout/tagout standard, which requires the adoption and implementation of practices and procedures to shut down equipment, isolate it from its energy source(s), and prevent the release of potentially hazardous energy while maintenance and servicing activities are being performed.

    • OSHA eTool : Logging
      This eTool outlines the required and recommended work practices that can reduce logging hazards while performing manual or mechanical logging operations. The eTool describes how to develop a safety and health management plan and gives examples of generic safety and health program topics for the logging industry.

    • OSHA eTool : Machine Guarding
      This eTool focuses on the machine guarding of the machines most frequently involved in amputation and other type of machine related injuries. The purpose of the eTool is to help employers and employees, regulatory agencies, and others recognize and control common amputation hazards associated with the operation and use of certain types of machines.

    • OSHA eTool : Nursing Home
      This eTool is designed to help nursing home employers identify and address potential occupational hazards in the nursing home industry. This is done through a comprehensive safety and health management program approach. It includes modules on: blood borne pathogens; ergonomics; machine guarding; personal protective equipment; workplace violence; and an OSHA technical manual.

    • OSHA eTool : Oil and Gas Well Drilling
      This eTool identifies common hazards and possible solutions to reduce incidents that could lead to injuries or fatalities in the oil and gas well drilling and servicing industry. It explains procedures and processes such as safety meetings, job safety analyses, and general and task-specific training.

    • OSHA eTool : Poultry Processing Industry
      This eTool focuses on identifying and controlling major hazards that contribute to the high rates of injuries found in the poultry processing industry. This eTool focuses on hazards associated with the slaughtering, processing, and packaging of the birds. Examples used are from chicken processing, but may be applicable to other bird processing.

    • OSHA eTool : Respiratory Protection
      This eTool focuses on respiratory protection for all occupational airborne exposures to contaminated air. Its purpose is to help employers comply with OSHA's respirator standard, which requires the use of respirators to protect employees from breathing contaminated air. It will instruct the user on how to make the proper selection of respiratory protection and the development of change schedules for gas/vapor cartridges.

    • OSHA eTool : Safety & Health Management Systems
      This eTool helps employers develop an effective safety and health management system. It clearly defines what a safety and health program is and explains why companies need such a program. It details how a safety and health program can fit into a current management system. It also helps the employer devise a strategy to design and implement a safety and health management system.

    • OSHA eTool : Scaffolding
      This eTool provides illustrated safety checklists for specific types of scaffolds. It identifies hazards, as well as the controls that keep those hazards from becoming tragedies.

    • OSHA eTool : Shipyard Employment
      This eTool describes common hazards and possible solutions for tasks performed during the ship building and repair processes. Shipyard work is traditionally hazardous, with an injury-accident rate more than twice that of construction and general industry.

    • OSHA eTool : Silica Exposure
      This eTool focuses on silica exposure in the workplace. It provides four benefits to employers: helping to determine if silica exposure is present in the workplace; answering how to obtain a measurement of silica concentration; determining if there is more silica than OSHA allows; and taking adequate measures of protection.

    • OSHA eTool : Steel Erection
      This eTool is designed to help protect employees from steel erection hazards when involved in the construction in the steel erecting industry. This eTool has been created to educate employers and workers about the OSHA steel erection rule. Topics include: site preparation; cranes; structural stability; metal buildings; (non-hoist) overhead hazards; fall protection; and training.

    • OSHA eTool : Sawmills
      This eTool is designed to identify common hazards in the sawmill industry. It explains that sawmill equipment can be hazardous, particularly when used improperly or without proper safeguards. Also, it notes that wood dust and chemicals used for finishing products may cause skin and respiratory diseases.

    • OSHA eTool : Woodworking
      This eTool describes the principal hazards and possible solutions for woodworking. It explains that improperly or inadequately guarded woodworking machines can lead to the following injuries: laceration, amputation, severed fingers, and blindness. It also notes that wood dust and the chemicals used for finishing products are potential health hazards to wood workers and may cause skin and respiratory diseases.

    • OSHA eTool : Youth In Agriculture
      This eTool describes common agricultural hazards and offers potential safety solutions that both employers and young workers can utilize to prevent accidents and avoid injury on the job. It includes information regarding the following topics: tractors; other machinery; struck-by; falls; electrocution; confined space; chemicals; worker/picker; and organic dust.

    • OSHA eTool : Baggage Handling Ergonomics
      This eTool describes many of the common hazards associated with the baggage handling process as well as providing possible solutions that are ranked according to their feasibility to the operations.

    • OSHA eTool : Beverage Delivery Ergonomics
      This eTool describes ergonomic hazards and possible solutions for workers in the beverage delivery industry. A beverage delivery person performs the following ergonomic tasks: driving a pre-stocked route truck from the plant to designated customers; unloading the various cases of beverages from the truck; operating the hand truck to the point of delivery specified by the customer; manually unloading the hand truck and placing products on display shelves or in storage areas; and retrieving empty returnable bottles.

    • OSHA eTool : Computer Workstation Ergonomics
      This eTool illustrates simple, inexpensive principles that will help you create a safe and comfortable computer workstation. Users should consider their workstation as they read through each section and see if they can identify areas for improvement in posture, component placement, or work environment. This eTool provides suggestions to minimize or eliminate identified problems, and allows one to create their own 'custom-fit' computer workstation.

    • OSHA eTool : Grocery Warehousing Ergonomics
      This eTool describes examples of ergonomic hazards and solutions related to grocery warehouse operations, which includes performing three main functions: receiving bulk goods from suppliers; order picking to select desired goods from within the warehouse; and shipping goods to the customers.

    • OSHA eTool : Sewing Ergonomics
      This eTool provides examples of ergonomics solutions specific to sewing. It explains that workers involved in sewing activities, such as manufacturing garments, shoes, and upholstery, may be at risk of developing musculoskeletal disorders (MSDs). It notes that sewing-related injuries have been documented in the areas of sewing stations, performing fine work or scissor work, and material handling, among others.

    • OSHA eTool : Spanish Construction
      This Spanish language eTool will help identify and control the hazards that commonly cause the most serious construction injuries. They are grouped under the following headings: electrical incidents; falls; struck-by; trenching and excavation.

    • OSHA eTool : Spanish Sewing Ergonomics
      This Spanish language eTool provides examples of ergonomics solutions specific to sewing. It explains that workers involved in sewing activities, such as manufacturing garments, shoes, and upholstery, may be at risk of?developing musculoskeletal disorders (MSDs). It notes that sewing-related injuries have been documented in the areas of sewing stations, performing fine work or scissor work, and material handling, among others.

    • OSHA eTool : Asbestos Advisor
      This Asbestos Expert Advisor is an interactive compliance assistance tool. Once installed, this computer program will interview the user about their buildings and worksites, and the kinds of tasks workers perform there. It will produce guidance on how the Asbestos standard may apply to those buildings and that work. Its guidance depends on your answers.

    • OSHA eTool : Confined Space Advisor (elaws)
      This Confined Spaces Advisor is computer software that gives users interactive expert help to apply OSHA's Permit Required Confined Spaces Standard. Once installed, this computer program will interview the user about a work space to determine if a space is covered by OSHA's Permit-Required Confined Spaces regulation.

    • OSHA eTool : Fire Safety Advisor (elaws)
      The interactive expert Advisor assists businesses and others to more efficiently and effectively understand and comply with OSHA's workplace fire prevention and fire fighting safety rules. The Advisor provides the user with an information-rich environment from which to learn about these OSHA rules. In response to user-provided answers to questions about the workplace and about information sought, the Advisor provides customized responses that fit the user's situation and needs.

    • OSHA eTool : Hazard Awareness Advisor (elaws)
      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 workplace(s).

    • OSHA eTool : Lead in Construction Advisor (elaws)
      This Interactive Expert Lead in Construction Advisor is intended to help users, especially small business, to understand OSHA's Lead in Construction standard.

    • OSHA eTool : General Industry Lead Advisor (elaws)
      This General Industry Lead Advisor is designed to assist employers, employees, physicians and other health care providers to understand the requirements of the OSHA general industry standard on occupational exposure to lead. This Advisor provides an introduction to the scope and logic of the regulation, and provides a framework to facilitate compliance. Once installed, the computer program will interview the user about materials, activities, and policies at their workplace. It uses their answers to determine whether and how the lead standard applies to their work.

    • OSHA eTool : Lockout/Tagout Plus Expert Advisor - Public Test Version
      This Advisor was created to help employers understand and apply OSHA standards that protect workers from the release of hazardous energy. Once installed, the software will interview the user about the work on or around equipment that can release mechanical and electrical energy and injure workers. The Advisor uses their answers to determine whether and how various OSHA standards apply to that work.

    • OSHA eTool : SafeCare Advisor
      This Interactive Expert SafeCare Advisor creates a customized report on the likely occupational safety and health hazards in a long term care facility. Once installed, the computer program interviews the user about tasks, activities, and equipment used; identifies potential hazards by work area, by job category, or throughout the facility; and it prepares a customized report in response to the user's input.

    • OSHA eTool : SAFETY PAYS Program
      This Interactive Expert $AFETY PAYS Advisor assists employers in assessing the impact of occupational injuries and illnesses (with Lost Work Days) on their profitability. It uses a company's profit margin, the average costs of an injury or illness, and an indirect cost multiplier to project the amount of sales a company would need to generate in order to cover those costs. Once installed, the computer program prompts users for information to do the analysis and writes a report of the costs and the sales needed to cover those costs.

Employment Standards Administration

Browse Resources By Topic

    Human Resources > Wages & Hours worked > Overtime

    Human Resources > Benefits > Workers' compensation

    Human Resources > EEO

    • 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.

    Human Resources > Wages & Hours worked > 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.

    Human Resources > EEO > 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.

    Human Resources > EEO > 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.

    • Pathways and Progress: Best Practices To Ensure Fair Compensation
      There are a wide variety of possible practices that can be implemented to ensure that compensation is nondiscriminatory. The Chicago Area Partnerships' Report 'Pathways and Progress: Best Practices to Ensure Fair Compensation' includes case summaries from a broad range of employers describing programs and practices that are designed to promote fair and nondiscriminatory compensation.

    • Notice of Employee Rights Concerning Payment Of Union Dues (Beck Poster)
      Executive Order 13201 requires Government contracts and subcontracts to include a clause requiring non-exempt Federal contractors and subcontractors to post notices informing their employees that they have certain rights related to union membership and use of union dues and fees under Federal law.

    • 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.

    Human Resources > Benefits > 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.

    Human Resources > Benefits > Leave benefits (FMLA, sick, annual, etc.)

    • 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.

    Human Resources > Hiring issues > General

    • 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.

    Human Resources > Wages & Hours worked > Minimum & sub-minimum wage (inc. commissions & piecework)

    • 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.

    • 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.

    • State Minimum Wage Laws
      A map linking to information on state minimum wage laws.

    Human Resources > Wages & Hours worked > General

    • 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.

    • 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.

    Human Resources > Hiring issues

    • 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.

    Human Resources > 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.

    Human Resources > Unions > Other

    Human Resources > Unions > Financial reporting / Fiscal controls

    • 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).

    Human Resources > 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.

    Human Resources > Wages & Hours worked

    • 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?"

    Human Resources > Unions > General

    Human Resources > Wages & Hours worked > Wages & hours for youth

    • Child Labor Rules Advisor
      The FLSA Child Labor Advisor is designed to answer questions about workers and businesses that are subject to Federal child labor rules.

    Human Resources > Hiring issues > other (including hiring youth)

    • 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.

    • 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.

Occupational Safety and Health

Mine Safety and Health Administration

  • The Mine Safety and Health Administration's Alliance Program
    MSHA's alliance programs enables organizations committed to mine safety and health to collaborate with MSHA to prevent injuries and illnesses in the workplace. MSHA and its allies work together to reach out to, educate, and lead the nation's mine operators and miners in improving and advancing mine safety and health.

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).

Office of the Assistant Secretary for Policy

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • Wages in Agriculture
    This page provides information on the obligations of employers of agricultural workers, including migrant and seasonal agricultural workers.

  • 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.

  • The Department of Labor's Office of Small Business Programs
    The Office of Small Business Programs (OSBP) 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).

  • 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.

  • 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.

  • 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.

  • 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.

  • Department of Labor Workplace Posters
    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.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

  • Drug-Free Workplace Advisor
    Provides information to businesses about how to establish and maintain an alcohol- and drug-free workplace.