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1 - 10 of 11 resultsAdministrator's Interpretation No. 2016-2
Administrator's Interpretation 2016-2: Effect of state laws prohibiting the payment of subminimum wages to workers with disabilities on the enforcement of section 14(c) of the Fair Labor Standards Act
NOTICE: On March 14, 2025, President Trump issued Executive Order 14236, “Additional Rescissions of Harmful Executive Orders and Actions,” (90 FR 13037), which revoked, among other items, Executive Order 14026 of April 27, 2021, “Increasing the Minimum Wage for Federal Contractors” (86 FR 22835). Pursuant to section 2(d) of Executive Order 14236, the Department of Labor is no longer enforcing Executive Order 14026 or the implementing rule (29 CFR part 23) and will take steps, including rescinding 29 CFR part 23, to implement and effectuate the revocation of Executive Order 14026.
- Fair Labor Standards Act ( FLSA)
- Fair Labor Standards Act (FLSA)
Administrator's Interpretation No. 2016-1
Joint employment under the Fair Labor Standards Act and Migrant and Seasonal Agricultural Worker Protection Act
* The Department of Labor's 2015 and 2016 informal guidance on joint employment and independent contractors were withdrawn effective June 7, 2017. Removal of the two administrator interpretations does not change the legal responsibilities of employers under the Fair Labor Standards Act or Migrant and Seasonal Agricultural Worker Protection Act, as reflected in the Department's long-standing regulations and case law. The Department will continue to fully and fairly enforce all laws within its jurisdiction including the Fair Labor Standards Act and the Migrant and Seasonal Agricultural Worker Protection Act.
- Fair Labor Standards Act (FLSA)
Administrator's Interpretation No. 2016-1
Joint employment under the Fair Labor Standards Act and Migrant and Seasonal Agricultural Worker Protection Act.
* The Department of Labor's 2015 and 2016 informal guidance on joint employment and independent contractors were withdrawn effective June 7, 2017. Removal of the two administrator interpretations does not change the legal responsibilities of employers under the Fair Labor Standards Act or Migrant and Seasonal Agricultural Worker Protection Act, as reflected in the Department's long-standing regulations and case law. The Department will continue to fully and fairly enforce all laws within its jurisdiction including the Fair Labor Standards Act and the Migrant and Seasonal Agricultural Worker Protection Act.
- Agriculture
Administrator's Interpretation No. 2015-1
The Application of the Fair Labor Standards Act’s “Suffer or Permit” Standard in the Identification of Employees Who Are Misclassified as Independent Contractors.
* The Department of Labor's 2015 and 2016 informal guidance on joint employment and independent contractors were withdrawn effective June 7, 2017. Removal of the two administrator interpretations does not change the legal responsibilities of employers under the Fair Labor Standards Act or Migrant and Seasonal Agricultural Worker Protection Act, as reflected in the Department's long-standing regulations and case law. The Department will continue to fully and fairly enforce all laws within its jurisdiction including the Fair Labor Standards Act and the Migrant and Seasonal Agricultural Worker Protection Act.
- Fair Labor Standards Act (FLSA)
Administrator's Interpretation No. 2014-2
Joint employment of home care workers in consumer-directed, Medicaid-funded programs by public entities under the Fair Labor Standards Act.
**The Department of Labor's 2014 informal guidance on joint employment and home care workers is withdrawn effective March 10, 2020. Removal of this administrator interpretation does not change any legal responsibilities under the Fair Labor Standards Act or any of the Department's long-standing regulations and associated case law. The Department will continue to fully and fairly enforce all laws within its jurisdiction.
- Fair Labor Standards Act (FLSA)
Administrator's Interpretation No. 2014-1
The application of the Fair Labor Standards Act to home care services provided through shared living arrangements, including adult foster care and paid roommate situations.
On January 10, 2024, the U.S. Department of Labor published a final rule Employee or Independent Contractor Classification Under the Fair Labor Standards Act, effective March 11, 2024, revising the Department’s guidance on how to analyze who is an employee or independent contractor under the Fair Labor Standards Act (FLSA). This final rule rescinds the Independent Contractor Status Under the Fair Labor Standards Act rule (2021 IC Rule, 86 FR 1168), that was published on January 7, 2021.
- Fair Labor Standards Act ( FLSA)
- Fair Labor Standards Act (FLSA)
Administrator's Interpretation No. 2013-1
Clarification of the definition of “son or daughter” under Section 101(12) of the Family and Medical Leave Act as it applies to an individual 18 years of age or older and incapable of self-care because of a mental or physical disability.
- Family and Medical Leave Act (FMLA)
- Family and Medical Leave Act (FMLA)
Administrator's Interpretation No. 2012-1
Pine Straw Industry under the Migrant and Seasonal Agricultural Worker Protection Act (MSPA), the Fair Labor Standards Act (FLSA), and the Occupational Safety and Health Act (OSH Act) Field Sanitation Standards (FSS)
- Agriculture
- Fair Labor Standards Act (FLSA)
Administrator's Interpretation No. 2010-3
Clarification of the definition of “son or daughter” under Section 101(12) of the Family and Medical Leave Act (FMLA) as it applies to an employee standing “in loco parentis” to a child.
- Family and Medical Leave Act (FMLA)
- Family and Medical Leave Act (FMLA)
Administrator's Interpretation No. 2010-2
Section 3(o) of the Fair Labor Standards Act, 29 U.S.C. § 203(o), and the definition of “clothes.”
- Fair Labor Standards Act ( FLSA)
- Fair Labor Standards Act (FLSA)