http://www.dol.gov/ en http://www.dol.gov/newsroom/releases/osha/osha20260915 CHICAGO – The U.S. Department of Labor has cited a Calumet City-based residential construction and carpentry employer after two separate investigations into its continued failure to provide fall protection for workers. The department’s Occupational Safety and Health Administration investigated two worksites operated by Martin Araujo – doing business as Araujo Construction Corp. – and found that carpenters and general construction laborers were installing roof rafters and roof sheeting without fall protection, exposing them to falls of up to 25 feet. OSHA cited Araujo Construction with two willful violations for not providing fall protection, while working from heights during residential construction at the two worksites. OSHA also cited the employer with nine repeat safety violations for failing to provide head and eye protection, lacking handrails on stairways, and failing to make sure ladders extended three feet above access areas. Additionally, OSHA issued a serious violation to Araujo Construction for not having safe access to a platform, and an other-than-serious violation for lacking training certifications. OSHA proposed $265,868 in combined penalties.Martin Araujo has 15 business days from receipt of its citations and penalties to comply, request an informal conference with OSHA’s area director, or contest the findings before the independent Occupational Safety and Health Review Commission. Please check the OSHA establishment search page periodically for any changes in the inspection or penalty status.  Under the Occupational Safety and Health Act of 1970, employers are responsible for providing safe and healthful workplaces for their employees. OSHA’s role is to ensure these conditions for America’s working men and women by setting and enforcing standards, and providing training, education and assistance. See OSHA’s website for more information. Tue, 15 Sep 26 12:00:00 +0000 http://www.dol.gov/newsroom/releases/osha/osha20260915 http://www.dol.gov/newsroom/releases/whd/whd20260914 NEW ORLEANS – The U.S. Department of Labor debarred a Calcasieu Parish farmer from participating in the H-2A visa program for one year, after an investigation discovered multiple violations under the H-2A program.The department’s Wage and Hour Division determined that Jevon Natali, operating as Jevon Natali Farms near Lake Charles, violated H-2A program requirements when it misrepresented the actual terms and conditions of employment on its submitted job order. The H-2A visa program allows agricultural employers who anticipate a shortage of domestic workers to bring nonimmigrant foreign workers to the U.S. to perform agricultural labor of a temporary or seasonal nature. The one-year debarment prohibits the employer from hiring workers through the program during that period because of the seriousness of the violations.“Employers who abuse the H-2A program should expect to be held accountable for their actions,” said Wage and Hour Division District Director Troy Mouton in New Orleans. “Debarment sends a clear message that the Department of Labor will protect the integrity of this program and safeguard opportunities for American workers.”Division investigators also found Fair Labor Standards Act violations when Jevon Natali Farms failed to pay the required overtime premium of time-and-one-half employees’ regular rates of payfor non-agricultural work performed over 40 hours in a workweek. Jevon Natali Farms also failed to provide paystubs with the required information.Employees and employers can contact the Wage and Hour Division with questions and requests for compliance assistance at its toll-free helpline, 866-4US-WAGE (487-9243). Employers are encouraged to use the agency’s industry-specific compliance assistance toolkits to learn about their responsibilities under the laws enforced by the division. Mon, 14 Sep 26 12:00:00 +0000 http://www.dol.gov/newsroom/releases/whd/whd20260914 http://www.dol.gov/newsroom/releases/eta/eta20260910 In the week ending September 5, the advance figure for seasonally adjusted initial claims was 206,000, a decrease of 1,000 from the previous week's revised level. The previous week's level was revised up by 1,000 from 206,000 to 207,000. The 4-week moving average was 206,000, a decrease of 1,500 from the previous week's revised average. The previous week's average was revised up by 250 from 207,250 to 207,500. Thu, 10 Sep 26 12:00:00 +0000 http://www.dol.gov/newsroom/releases/eta/eta20260910 http://www.dol.gov/newsroom/releases/osec/osec20260908 WASHINGTON – The U.S. Department of Labor today announced its latest round of opinion letters and ongoing policy efforts to provide greater guidance and transparency to support American workers, job creators, and retirees.“This Labor Day, the Department of Labor is providing all of its stakeholders with greater clarity on federal labor laws,” said Acting Secretary of Labor Keith Sonderling. “This Administration is committed to clear, practical compliance assistance that helps workers understand their rights, helps employers understand their obligations, and gives all stakeholders the certainty they need to comply with the law. In honor of Labor Day, 10 agencies across the Department of Labor are delivering on that commitment.”Learn more about the department’s initiatives on the Labor Day 2026 page.Center For Faith:The department’s Center for Faith created a resource to answer common questions that faith-based organizations have regarding federal wage and hour laws. Employee Benefits Security Administration: EBSA issued an advisory opinion considering whether the Blue and Gold Automotive Health Trust Fund Welfare Benefit Plan constitutes a viable association health plan under the Employee Retirement Income Security Act such that the employers involved can band together to obtain more favorable healthcare pricing options for their employees. EBSA also published a field assistance bulletin outlining the guiding principles for EBSA’s enforcement policy regarding the Mental Health Parity and Addiction Equity Act to focus resources on areas that will have the greatest impact on access to mental health and substance use disorder benefits.Employment and Training Administration:ETA released a Training and Employment Notice 05-26, establishing a five-component framework for effective pre-apprenticeships. By strengthening pre-apprenticeship programs and giving employers the guidance and tools necessary to funnel younger workers into registered apprenticeship programs, the Trump Administration is ensuring the American workforce gains and maintains the skills necessary to build the modern and future economy. ETA also issued Circular 2026-04, informing employers that sponsor registered apprentices how to obtain money made available through the new Workforce Pell Grant, created by the Working Families Tax Cuts Act. By following this guidance and partnering with eligible educational institutions, employers using registered apprentices can access program flexibilities that allow businesses to grow and apprentices to build a high-paying career in their communities.ETA published Unemployment Insurance Program Letter 14-26, furthering President Trump’s directive to fight fraud by setting expectations for state workforce agencies to develop and implement plans to combat fraud in their state-level unemployment insurance systems and clarifying when states must adopt corrective action plans for failure to protect against the misuse of American’s tax dollars.  Bureau of International Labor Affairs:ILAB released videos highlighting the American stories that put our workers front and center. From shrimpers on the Gulf Coast to workers in Alaska powering our critical minerals supply chains, the recordings demonstrate how unfair foreign competition driven by labor abuse undercuts U.S. industries – and what a level playing field really looks like. Each story makes it clear President Trump’s work is increasing U.S. job and wage growth, enforcing fair labor standards, and backing American workers and businesses with the tools they need to compete and win.Mine Safety and Health Administration:Aiming to achieve greater consistency of outcomes, MSHA recently centralized its negotiators into the Conference Litigation and Investigative Resources group. This new structure will streamline conferences, reduce litigation costs, and enhance agency credibility before judges, operators, and miners. This will help support the Trump administration’s reinvigoration of the American coal industry.MSHA recently launched a new, comprehensive “professionalism” training course for inspectors, as well as managers and administrative staff in the field who also interact with the public. To best protect America’s crucial mine workforce, MSHA must earn the trust of and build lasting relationships with those who work in and operate American mines. Equipping MSHA investigators with the skills to do both is essential for rebuilding American mining dominance.Office of Labor-Management Standards:OLMS issued an advisory opinion letter considering whether a newly formed union’s initial officer selection process is subject to the election protections and requirements of Title IV of the Labor-Management Reporting and Disclosure Act.  Occupational Safety and Health Administration:OSHA’s Voluntary Protection Programs promote effective worksite-based safety and health by recognizing employers for their achievements leading the way in creating stronger and safer worksites every day. OSHA recognizes employers and employees who have achieved exemplary occupational safety and health management systems through VPP.Wage and Hour Division: The division released three opinion letters responding to important questions on the application of the Fair Labor Standards Act: FLSA 2026-11: Whether an uncompensated 60-minute lunch break, during which employees spend six to 14 minutes walking to and from the employer’s designated break area, constitutes a bona fide meal period. FLSA 2026-12: Whether FLSA-exempt employees of a nonprofit organization may volunteer, outside of their normal work hours, to perform services for their employing organization.FLSA 2026-13: Whether the FLSA allows a restaurant supervisor who also works as a bartender to keep a portion of other employees’ tips and the extent to which he or she may participate in a tip pool.The Wage and Hour Division also updated its mobile app timesheet, now called WorkWise Timesheet, to provide streamlined tools for tracking regular work hours, breaks, overtime, and pay for both employees and employers.Office of Disability Employment Policy:ODEP unveiled the Make Work Pay Hub, a new website that helps job seekers, workers, retirees, and employers find financial planning resources for people with disabilities. The Hub features ABLE accounts, which let eligible workers save for disability-related expenses without affecting federal benefits, and Trump accounts, new tax-advantaged savings accounts for any U.S. citizen under 18.Veterans’ Employment and Training Service:VETS issued an opinion letter considering whether the Uniformed Services Employment and Reemployment Rights Act protects employees from any retaliatory action by their employers because they engaged in USERRA-protected activity.   Tue, 08 Sep 26 12:00:00 +0000 http://www.dol.gov/newsroom/releases/osec/osec20260908 http://www.dol.gov/newsroom/releases/dol/dol20260907 WASHINGTON – As America celebrates Labor Day and its 250th anniversary, the U.S. Department of Labor is honoring the generations of American workers whose skill, strength, ingenuity, and determination built the greatest nation and most powerful economy the world has ever known.For 250 years, American workers have built our cities, cultivated our land, powered our factories, forged our steel, laid our railroads, pioneered new technologies, and carried American industry to every corner of the globe. From the workshops and farms of 1776 to the factories, construction sites, small businesses, and cutting-edge industries of today, the American worker has always been the backbone of our nation.“American workers are the greatest workers in the world,” said Acting Secretary of Labor Keith Sonderling. “For 250 years, their skill, ingenuity, determination, and hard work have built the greatest nation and most powerful economy the world has ever known. This Labor Day, we celebrate the American workers, job creators, retirees, and unions who have built, manufactured, invented, and always outwork the rest of the world and who will lead America into its next 250 years.”Today, more Americans are working than at any point in the nation’s history. The unemployment rate remains below the historic average. The economy has added more than 1 million private sector jobs since President Trump took office, 401(k)s have reached record highs, and the U.S. manufacturing sector has expanded for eight straight months.President Trump has secured trillions of dollars in new investments, bringing jobs and high-skilled, high-paying opportunities back to communities across the country. At the Department of Labor, we are ensuring American workers have the skills to fill those jobs by expanding apprenticeships and skills-based training and preparing the next generation for the good-paying careers these investments are creating.This Labor Day, we celebrate the American workers and job creators who built the greatest economy in the world and encourage all Americans to pause, reflect, and recommit to ensuring the American worker remains our nation’s greatest asset. Mon, 07 Sep 26 12:00:00 +0000 http://www.dol.gov/newsroom/releases/dol/dol20260907 http://www.dol.gov/newsroom/releases/osec/osec20260904 WASHINGTON – Acting Secretary of Labor Keith Sonderling issued the following statement regarding the August 2026 Employment Situation Report:“President Trump’s economic comeback continues to deliver for American workers and businesses, as this Administration has now surpassed 1 million new private-sector jobs. In August, the economy added 162,000 jobs, tripling expectations and marking the second-largest monthly gain of President Trump’s second term. This year alone, the U.S. economy has added 643,000 jobs.“After years of decline, American manufacturing continues to rebound exactly as President Trump promised. Fueled by trillions of dollars in historic investments, manufacturing and construction have now added jobs for three consecutive months.”  Fri, 04 Sep 26 12:00:00 +0000 http://www.dol.gov/newsroom/releases/osec/osec20260904 http://www.dol.gov/newsroom/releases/whd/whd20260903 MIAMI – The U.S. Department of Labor has recovered $732,976 for 31 Florida restaurant workers from a Pompano Beach seafood restaurant owner who failed to pay the workers their full wages.Lucky King LLC – operating as Miyako Japanese Buffet – paid most employees a monthly salary between $1,000 to $3,000, even though employees typically worked more than 40 hours per week. The department’s Wage and Hour Division investigators determined the employer also failed to pay minimum wage for all hours worked and maintain required records, all in violation of the Fair Labor Standards Act.Federal recordkeeping regulations require employers to keep records for each employee covered by the FLSA, including identification details, hours worked, and the wages earned.Workers and employers can call the Wage and Hour Division with questions and requests for compliance assistance at its toll-free helpline, 866-4US-WAGE (487-9243). Employers are encouraged to use the agency’s industry-specific compliance assistance toolkits to learn about their responsibilities under the laws enforced by the division. The agency’s PAID program offers employers an opportunity to self-report and resolve potential minimum wage and overtime violations under the FLSA, as well as certain potential violations under the Family and Medical Leave Act. Learn more about the Wage and Hour Division, including a search tool that workers can use if they think they may be owed back wages collected by the division. Download the agency’s free timesheet app for iOS and Android devices to track hours and pay. Thu, 03 Sep 26 12:00:00 +0000 http://www.dol.gov/newsroom/releases/whd/whd20260903 http://www.dol.gov/newsroom/releases/eta/eta20260903 In the week ending August 29, the advance figure for seasonally adjusted initial claims was 206,000, an increase of 2,000 from the previous week's revised level. The previous week's level was revised up by 1,000 from 203,000 to 204,000. The 4-week moving average was 207,250, an increase of 1,500 from the previous week's revised average. The previous week's average was revised up by 250 from 205,500 to 205,750. Thu, 03 Sep 26 12:00:00 +0000 http://www.dol.gov/newsroom/releases/eta/eta20260903 http://www.dol.gov/newsroom/releases/eta/eta20260827 In the week ending August 22, the advance figure for seasonally adjusted initial claims was 203,000, a decrease of 4,000 from the previous week's revised level. The previous week's level was revised up by 1,000 from 206,000 to 207,000. The 4-week moving average was 205,500, an increase of 1,250 from the previous week's revised average. The previous week's average was revised up by 250 from 204,000 to 204,250. Thu, 27 Aug 26 12:00:00 +0000 http://www.dol.gov/newsroom/releases/eta/eta20260827 http://www.dol.gov/newsroom/releases/ebsa/ebsa20260826 WASHINGTON – The U.S. Department of Labor announced today that its Employee Benefits Security Administration, along with the departments of Health and Human Services and Treasury, issued guidance related to questions raised in dozens of class-action lawsuits challenging the tobacco surcharges some employers add to premiums for their group health plans through workplace wellness programs. The Health Insurance Portability and Accountability Act of 1996 and the Affordable Care Act allow employers to reward employees for healthy habits through wellness programs. Wellness programs can cover things like nutrition, weight loss, tobacco cessation, fitness, alcohol and drug abuse assistance, managing stress, or general health education.The FAQs released today announce the departments’ approach to enforcement for health-contingent wellness programs, which are programs that reward an employee if they satisfy a standard related to a health factor. Until further guidance or regulations are issued, the departments will not take enforcement action against plans or issuers that do not give employees the wellness program reward retroactively to the beginning of the plan year after the employee completes a reasonable alternative standard. Under the terms of the enforcement relief in these FAQs, plans and issuers only need to provide the reward prospectively, from the point where the employee completes the alternative standard, if retroactive rewards are not otherwise provided.The FAQs also address plans’ and issuers’ disclosure obligations related to health-contingent wellness programs. Specifically, if plan materials merely mention that a health-contingent wellness program is available, without describing its terms, the plan or issuer is not required to disclose the availability of a reasonable alternative standard to qualify for the reward under the wellness program.“The experimental nature of wellness programs enables them to drive significant and clinically meaningful health maintenance and improvements,” said Assistant Secretary for Employee Benefits Security Daniel Aronowitz. “This guidance makes clear to sponsors and issuers that, as long as they are offering reasonably designed, and otherwise non-discriminatory wellness programs, they will not be penalized for wanting to help motivate the people they cover to make efforts to improve their health.”Employers and workers can contact EBSA at askebsa.dol.gov or call 866-444-3272 toll-free for help with private sector job-based retirement and health plans.Read the FAQs on wellness programs in employer-sponsored health plans. Wed, 26 Aug 26 12:00:00 +0000 http://www.dol.gov/newsroom/releases/ebsa/ebsa20260826