Sample Constituent Services Manual - Congressional Management ...

Labor
Problems involving the U.S. Department of Labor (DOL)
cover a wide variety of topics. The DOL has jurisdiction
over employment-related matters.
The U.S. Department of Labor is one of our government’s largest agencies. It
is responsible for everything from wages to pensions to mine safety, and its
responsibilities are delegated between more than a dozen different administrative
offices.
This section will outline only the offices that deal with the most common issues
you will be asked to address by constituents.
Wage and Hour
When a constituent contacts you about an employer owing him or her overtime pay
and back wages, you will need to put the constituent in touch with the DOL Wage
and Hour Division office for your area. The Wage and Hour office will provide the
constituent with the necessary forms to file a claim for wages due and will pursue
the matter with the employer.
If a constituent has already done this and is concerned about the status or
handling of his or her case, you will need to relay the constituent’s concerns to the
local Wage and Hour office.
A constituent may ask you to field questions concerning minimum wage and
overtime requirements and exemptions set forth in the Fair Labor Standards Act
(FLSA). You will be able to answer many of these questions by referring to the
following DOL publications, which can be obtained through your local Wage and
Hour office:
• The Fair Labor Standards Act of 1938, as Amended, WH publication #1318;
•Executive, Administrative, Professional and Outside Sales Exemptions Under the
Fair Labor Standards Act, WH Publication #1363;
•Handy Reference Guide to the Fair Labor Standards Act, WH Publication #1282;
•Employers Guide to Compliance with Federal Wage-Hour Laws, WH Publication
#1340.
These publications and other resources needed to address wage-related questions
can be found at the following website: www.dol.gov/dol/topic/wages/index.htm.
The Wage and Hour Division is also responsible for enforcing the Family and
Medical Leave Act of 1993 (FMLA). This law entitles eligible employees to up to 12
weeks of unpaid, job-protected leave each year for certain family and medical
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