minimum wage

7 Blog Posts from 2022 You Don't Want to Miss

Koebel.Tiffany.L@dol.gov — Tue, 13 Dec 2022 15:09:38 +0000

7 Blog Posts from 2022 You Don't Want to Miss

We’ve shared a lot of stories over the past year on our blog. As 2022 draws to a close, check out some of our most popular posts: 

 1. Raising Wages for Federal Contract Workers

As part of efforts to create an economy that works for everyone, President Biden raised the minimum wage for federal contract workers to $15 per hour. Our Wage and Hour Division issued a rule implementing his order that helps ensure continued fair wages for workers on federal contracts and the economic security of thousands of families.

2. Connecting the Dots: Women’s Work and the Wage Gap

Our Women’s Bureau collaborated with the U.S. Census Bureau to conduct what is currently the most comprehensive analysis of the gender wage gap to date. What did we learn? The total costs of that gap are huge.

3. New OSHA Enforcement and Oversight Measures Aim to Reverse the Rise of Trench-Related Fatalities

Trenching continues to be a leading cause of death in the construction industry. In response, the Occupational Safety and Health Administration is stepping up inspections and getting the word out to workers and employers on safety best practices.

4. A Server’s Plea for Help Leads to $1.2 Million in Back Wages

Diego Jimenez suspected his pay was incorrect but initially hesitated to reach out for help. As it turned out, a single call made all the difference. We were ultimately able to recover a total of $1,266,997 for him and 148 other low-wage workers.

5. Looking for a Mission-Driven Career? We’re Hiring

From recovering stolen wages to promoting job training in high-growth fields, the work we do at the U.S. Department of Labor makes a difference. Our virtual job fair in June helped connect workers with exciting opportunities. And there’s even more good news: We’re still hiring!

6. Cryptocurrency Concerns: Why We’re Working to Protect Retirement Savings from Volatile Digital Investments

We’re committed to protecting the life savings of America’s workers and their families. That’s why, in response to the decision by some financial services firms to market investments in cryptocurrencies as investment options for 401(k)s, we’ve urged retirement plan fiduciaries to exercise extreme care.

7. Want Equal Pay? Get a Union

Did you know that being represented by a union reduces women’s wage gap by nearly 40%? Women’s Bureau Director Wendy Chun-Hoon and AFL-CIO President Liz Shuler share the tangible benefits of collective bargaining for women.

What’s up next for us in 2023? Subscribe to our weekly newsletter, and follow us on Twitter, Instagram, Facebook, LinkedIn and YouTube to keep up with our news and resources. 

EDITOR'S NOTE: This blog was edited to correct a typo in the fourth bullet. The correct number is $1.2 million, not $12 million, as it said originally.

Koebel.Tiffany… Tue, 12/13/2022 - 10:09

Office of Public Affairs

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6 Reasons to Contact the Wage and Hour Division

Godinez.Victoria.C@dol.gov — Wed, 04 May 2022 16:00:03 +0000

6 Reasons to Contact the Wage and Hour Division

En español

For too many workers, payday comes with an unpleasant surprise. They’ve worked hard throughout the pay period and they’re looking forward to receiving their paycheck. They need it to support a family, to pay bills, or to enjoy a weekend trip with friends. But when the paycheck comes, it’s short.

The U.S. Department of Labor’s Wage and Hour Division exists to protect workers like these. In fact, we helped more than 190,000 workers receive more than $230 million in back wages in 2021.

So, what kinds of paycheck problems might prompt a call to the Wage and Hour Division?

1. If you get paid less than minimum wage

Scenario: You’re paid a piece rate for construction work. At the end of the week, your gross wages are $245 and you worked 35 hours. That’s equal to $7 per hour, which is less than the federal minimum wage of $7.25.

2. If you don’t get paid overtime when you work more than 40 hours per week

Scenario: You’re a home health aide who works in clients’ homes. You worked 45 hours in the first week of a two-week pay period and 35 hours in the second week. Your paycheck comes with all 80 hours paid at your regular rate, and there’s no overtime pay for the five overtime hours you worked that first week.

3. If your pay is deducted for a lunch break you did not take

Scenario: As a warehouse worker, you typically take a half-hour lunch break. But you skipped lunch last week and continued working because your facility had some extra orders. However, your paycheck shows that lunch breaks were deducted from your work hours, even though you didn’t take them.

4. If you don’t get paid for all the time you work

Scenario: As a server, you typically work 10a.m. to 6p.m., but you worked until 8p.m. several days last week because the restaurant was especially busy. However, your paycheck doesn’t include the additional hours worked.

5. If you don’t get paid for travel time between job sites during your workday

Scenario: As a landscaper, you sometimes work on multiple properties per day. But you only get paid for the time you work at each job site, and not for the travel time between sites.

6. If you are charged for the cost of tools, equipment, or uniforms

Scenario: You’re a farmworker and your boss requires you to pay for the tools you need for your job. Sometimes you buy the tools directly, and sometimes your boss buys them and deducts the cost from your paycheck.

These six paycheck shortages can cause minimum wage or overtime violations for employees who are covered by the Fair Labor Standards Act. When they do, contacting the Wage and Hour Division can address these unpleasant payday surprises. We enforce essential worker protections regardless of immigration status. Call us at 866-4US-WAGE (866-487-9243). We can communicate in more than 200 languages.

Paydays should be good days. But when they’re not, call the Wage and Hour Division.

Jessica Looman is the acting administrator for the U.S. Department of Labor's Wage and Hour Division. Follow the division on Twitter at @WHD_DOL.

6 razones para ponerse en contacto con la División de Horas y Salarios

Por Jessica Looman

Para demasiados trabajadores, el día de pago es una sorpresa desagradable. Han trabajado duro durante todo el período de pago y están ansiosos por recibir su cheque de pago. Lo necesitan para mantener a una familia, pagar facturas o para disfrutar de un viaje de fin de semana con amigos. Pero cuando llega el cheque de pago, le falta dinero.

La División de Horas y Salarios del Departamento de Trabajo de los Estados Unidos existe para proteger trabajadores como estos. De hecho, ayudamos a más de 190,000 trabajadores a recibir más de $230 millones en salarios atrasados en el 2021.

Entonces, ¿qué problemas de pago podrían provocar una llamada a la División de Horas y Salarios?

1. Si le pagan menos del salario mínimo

Escenario: Se le paga una tarifa a destajo por el trabajo de construcción. Al final de la semana, su salario total es $245 y trabajó 35 horas. Eso es igual a $7 por hora, que es menos del salario mínimo federal de $7.25.

2. Si no le pagan horas extras cuando trabaja más de 40 horas por semana

Escenario: Usted es un asistente de salud en el hogar que trabaja en los hogares de los clientes. Trabajó 45 horas en la primera semana de un período de pago de dos semanas y 35 horas en la segunda semana. Su cheque de pago viene con las 80 horas pagadas a su tarifa regular, y no hay pago de horas extras por las cinco horas extras que trabajó esa primera semana.

3. Si su pago se deduce por un descanso de almuerzo que no tomó

Escenario: Como trabajador de almacén, normalmente toma un descanso de media hora para almorzar. Pero se saltó el almuerzo la semana pasada y continuó trabajando porque su instalación tenía algunos pedidos adicionales. Sin embargo, su cheque de pago muestra que las pausas para el almuerzo se dedujeron de sus horas de trabajo, a pesar de que no las tomó.

4. Si no te pagan por todo el tiempo que trabajas

Escenario: Como servidor, normalmente trabaja de 10 a.m. a 6 p.m., pero trabajó hasta las 8 p.m. varios días de la semana pasada porque el restaurante estaba ocupado. Sin embargo, su cheque de pago no incluye las horas adicionales trabajadas.

5. Si no se le paga por el tiempo de viaje entre los sitios de trabajo durante su jornada laboral

Escenario: Como paisajista, a veces trabaja en varias propiedades por día. Pero solo se le paga por el tiempo que trabaja en cada sitio de trabajo, y no por el tiempo de viaje entre sitios.

6. Si se le cobra por el costo de herramientas, equipos o uniformes

Escenario: Usted es un trabajador agrícola y su jefe requiere que pague por las herramientas que necesita para su trabajo. A veces compras las herramientas directamente, y a veces tu jefe las compra y deduce el costo de tu cheque de pago.

Estas seis escaseces de pago pueden causar violaciones del salario mínimo o de horas extras para los empleados que están cubiertos por la Ley de Normas Justas de Trabajo. Cuando lo hacen, pónganse en contacto con la División Horas y Salarios quienes pueden abordar estas desagradables sorpresas de pago. Hacemos cumplir las protecciones esenciales para los trabajadores independientemente de su estatus migratorio. Llámenos al 866-4US-WAGE (866-487-9243). Podemos comunicarnos en más de 200 idiomas.

Los días de pago deben ser buenos días. Pero cuando no lo son, llamen a la División de Horas y Salarios.

Jessica Looman es la administradora interina de la División de Horas y Salarios del Departamento de Trabajo de los Estados Unidos. Siga a la división en Twitter en @WHD_DOL.

Godinez.Victor… Wed, 05/04/2022 - 12:00

Jessica Looman

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Public Service and Civil Rights

Godinez.Victoria.C@dol.gov — Tue, 22 Feb 2022 16:02:55 +0000

Public Service and Civil Rights

Christina Coleman-Lovelace is a community outreach and resource planning specialist at the Wage and Hour Division’s Birmingham, Alabama, District Office. In November 2021, Secretary of Labor Marty Walsh met with residents and union workers in Birmingham where he announced a rule increasing the minimum wage for federal contract workers to $15 an hour. We asked Christina to share how her family’s civil rights legacy inspired her career in public service.

What is your relationship to the civil rights movement and the history of Birmingham, Alabama, where you were raised?

I come from a long line of entrepreneurs, educators and advocates who, in the face of tremendous injustice, worked to improve their communities and the lives of African Americans around the country. My fifth-generation grandfather was Lewis C. Adams. He was instrumental in recruiting Booker T. Washington to come to Tuskegee Institute, now Tuskegee University, a prominent historically black college and university. Mr. Washington ate his first meal at my grandmother’s home upon arriving in Tuskegee, Alabama, and even lived there for some time. My grandfather went on to teach harness making at Tuskegee University and has a campus dorm named after him, along with an elementary school.

My mother and her siblings grew up in Birmingham – the most segregated city in the country at that time – in the middle of the civil rights movement when life for African Americans was dangerous and unjust. In May 1963, two of my uncles participated in the historic Children’s March where police officers turned the water hoses and German Shepard dogs on the demonstrators. This was a pivotal moment in our country’s fight against institutionalized racism as well as a major legacy of my family’s activism.

Source: Library of Congress

I recall sitting at my grandmother’s dinner table surrounded by my mother, aunts and uncles who told stories of how they suffered in that era: They had to eat in segregated establishments and ride in the backs of busses. I remember feeling outraged hearing my mother describe how they had to move to the back of the bus or remain standing in order to give their seats to white people.

The telling of these stories shapes our identities and is an important tradition of how we pass down generational experiences. My mother told me a childhood story that she still thinks about regularly, and it has deeply influenced my life and values as well. While in college, she worked part-time at a local doctor’s office performing administrative tasks and assisting with patients.

On Sept. 13, 1963, my mother welcomed a young patient to the office who was accompanied by her mother. After the appointment ended the doctor saw them to the door and said to his patient “Now, I don’t want to see you here anymore young lady, ok?” His patient replied, “Ok, you won’t see me in here ever again!” They all laughed. Two days later, on Sept. 15, 1963, Denise McNair, the young patient, and her three friends were attending Sunday services where they were killed by members of the Ku Klux Klan in the 16th Street Baptist Church Bombing.

This is not just something we read in history books in school; this is my family’s history and my community’s memory. Which is why I am glad Secretary Walsh was able to join me for a tour of the historic church during his recent visit to Birmingham.

Secretary Walsh and Christina Coleman-Lovelace in front of the 16th Street Baptist Church during the Secretary’s visit to Birmingham on Nov. 22, 2021.

What do you do at the U.S. Department of Labor?

I help educate my community about workers’ rights and employers’ responsibilities in the workplace. I take seriously my duty to help everyone understand the law and in so doing, I have built partnerships with community organizations, businesses, and many other stakeholders including mayors, congress members, and presidents of historically black colleges and universities who have become advocates for wage and hour laws and for promoting how compliance is good for business.

I am extremely proud of my African American heritage. I see my calling to public service as an extension of my family’s legacy and contribution to bettering our country. Because of the work I do, I was honored by the NAACP during the 50th Anniversary of the Civil Rights Movement and received their Outstanding Community Service Award. My family’s involvement with the civil rights movement has led me to where I am today; helping those without a voice be heard and seeking justice from exploitation.

What does Black History Month mean to you?

Black History Month is when my family and I reflect on the contributions of people such as my mother, aunts, uncles and grandfather, as well as the countless others who paid with their blood, sweat and tears to fight for civil rights and racial justice in our country. While I honor Black history 365 days a year, February is when I celebrate my ancestors with intentionality and reflect on how I can continue their legacy of Black excellence by bettering myself, my country and my community for future generations.

Godinez.Victor… Tue, 02/22/2022 - 11:02

Office of Public Affairs

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Raising Wages for Federal Contract Workers

McGinnis.Laura.K@dol.gov — Mon, 24 Jan 2022 14:15:59 +0000

Raising Wages for Federal Contract Workers

Progress and the well-being of working families requires an economy that works for everyone.

The Minimum Wage Executive Order signed by President Biden on April 27, 2021 and the implementing regulations adopted by the Department of Labor’s Wage and Hour Division ensure that workers on federal contracts receive a fair wage and demonstrate that government can lead by example.

Starting Jan. 30, 2022, we’re raising the minimum wage for federal contract workers to $15.00 per hour. This raise, affecting more than 300,000 workers, comes at a time of historic federal investment in our nation’s infrastructure that will create millions of new jobs in construction and related industries.

And while the $15 minimum wage will apply to construction workers, it will also apply to child care, health care, and building and other services workers employed on federal contracts. About 54% of the workers impacted by this minimum wage increase are women, and about 25% are workers of color. All of the workers who benefit from our minimum wage final rule will get an average raise of $5,228 per year.

Raising the minimum wage improves the economic security of families, reduces poverty and makes progress toward reversing decades of income inequality. Added benefits can also include better government services, higher morale and productivity, and lower turnover and absenteeism.

In addition to raising the minimum wage, the rule also protects workers on federal contracts by:

Ensuring the minimum wage is adjusted each year.
Raising the wage for workers with disabilities who may otherwise earn less than the minimum wage.
Ensuring that federal contract workers that receive tips receive at least 85% of the full minimum wage as their cash wage starting Jan. 1, 2023, and 100% starting Jan. 1, 2024.
Restoring minimum wage protections to workers that provide recreational services on federal lands.

These changes apply to most new contracts, including renewals or extensions as of Jan. 30, 2021. Andy they apply to federal contract workers in all 50 states, as well as the District of Columbia, Puerto Rico, the Virgin Islands, Outer Continental Shelf lands as defined in the Outer Continental Shelf Lands Act, American Samoa, Guam, the Commonwealth of the Northern Mariana Islands, Wake Island and Johnston Island.

As a public servant, I see every day how the work of federal contract workers helps keep the government running and ensures that the American public gets essential services and necessary resources. I am proud that Executive Order 14026 will benefit hundreds of thousands of hardworking people, their families and our communities.

Want to learn more about this rule and what it means for employers? Register for one of our federal contractor seminars on Jan. 26 or Jan. 27.

Jessica Looman is the acting administrator for the Department of Labor’s Wage and Hour Division. Follow the agency on Twitter: @WHD_DOL.

McGinnis.Laura… Mon, 01/24/2022 - 09:15

Jessica Looman

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Raising the Wage for Federal Contract Workers

McGinnis.Laura.K@dol.gov — Tue, 07 Dec 2021 21:19:12 +0000

Raising the Wage for Federal Contract Workers

In November, the Wage and Hour Division published a final rule increasing the minimum wage for federal contract workers to $15/hour. The rule will go into effect on Jan. 30, 2022. Check out my video to see what this wage increase will mean for affected workers.

Janelle Jones is the Chief Economist of the U.S. Department of Labor

McGinnis.Laura… Tue, 12/07/2021 - 16:19

Janelle Jones

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Know Your Rights this Holiday Season

Koebel.Tiffany.L@dol.gov — Tue, 23 Nov 2021 14:42:07 +0000

Know Your Rights this Holiday Season

Tis the season for family and friends to gather, travel and exchange gifts. While joyful, this season can also be stressful financially for workers and their families and we all must stay vigilant about workers’ rights.

During the holidays and every day, employers should ensure that they are treating workers with dignity and respect. Unfortunately, the Wage and Hour Division finds these common violations during this time of year:

Failing to pay employees for all hours worked, including time spent taking inventory, completing paperwork beyond clocked hours, pre- or post-shift meetings, or waiting for shipment arrivals.
Giving paid time off time off for overtime hours worked instead of paying time and one half wages after 40 hours of work.
Considering certain workers to be contract labor or independent contractors instead of employees who should receive minimum wage and overtime protections.
Making illegal deductions from pay in overtime workweeks including breakages, accidents, tool replacement or equipment failure.

Protections for workers involved in warehousing and interstate commerce activities

This holiday season will likely show a rise in demand for warehouse workers. Employees working in warehouses may experience additional work hours due to increased holiday shipment demands. For many employees in this industry, their work involves receiving, shipping, transporting and loading goods. Workers also prepare and manage documents relating to such shipments.

All of these activities are considered “interstate commerce” under the Fair Labor Standards Act, which means the employee performing such work is entitled to minimum wage and overtime pay protections. Other warehouse facility workers, such as security guards, janitors and maintenance employees, perform work that is closely related and directly essential to such interstate, so they are also covered by the FLSA’s wage and hour protections.

In direct response to the known pay issues affecting warehousing and logistics workers, the Wage and Hour Division has developed a strategic initiative to ensure compliance with the Fair Labor Standards Act in this industry.

_{Data indicates warehouse worker hours’ peak during the holiday season. View the plain text chart of this graphic below.}

All workers should know these rights

Other employees working during holiday hours are entitled to protections under the FLSA, too. Employers must pay covered, non-exempt employees overtime premiums for every extra hour if they work more than 40 hours in a workweek. This rule applies whether the worker is paid an hourly rate, salary, piece rate, commission, or any other compensation method.

To determine a worker’s overtime pay, each workweek stands alone. Regardless of when the holiday occurs, any hours worked over 40 hours in one workweek must be paid at time and a half of the regular hourly pay rate.

Special rules apply to young workers

The Wage and Hour Division protects children under its child labor rules that provide protections and restrictions for young employees. The law specifically prohibits anyone under the age of 16 from working in a warehouse. Wholesalers and retailers may have employees as young as 14 in certain jobs, but only during closely regulated hours and in very limited occupations. Employees under age 18 may not engage in occupations which have been declared hazardous, including operating equipment such as forklifts.

Have a question about your wages or hours?

If you or someone you know is experiencing pay problems, please visit our website or call 1-866-4US-WAGE (1-866-487-9243). We are here to help you and have resources in many languages.

Jessica Looman is the acting administrator of the Wage and Hour Division. Follow the division on Twitter at @WHD_DOL.

Average weekly hours of production and nonsupervisory warehousing and storage employees, not seasonally adjusted

Year	Jan	Feb	Mar	Apr	May	Jun	Jul	Aug	Sep	Oct	Nov	Dec
2011	38.4	39.3	40.6	39.9	39.9	40.4	40.3	40.6	39.8	39.7	41.0	40.7
2012	37.8	38.9	39.4	39.2	39.6	40.5	40.5	41.0	40.6	41.4	42.5	43.7
2013	40.5	41.1	42.1	41.6	41.9	42.1	41.9	41.9	41.7	41.9	43.2	45.3
2014	41.0	40.5	41.8	41.8	41.7	41.8	41.8	41.9	41.6	41.0	42.1	43.9
2015	39.8	39.7	40.8	40.6	41.6	41.5	41.4	41.5	42.7	40.8	42.4	44.4
2016	42.2	41.9	43.1	42.1	42.4	42.9	43.0	43.5	43.2	43.3	43.7	43.8
2017	40.7	40.4	40.7	40.7	40.5	41.0	40.9	41.4	40.6	41.1	43.1	42.5
2018	39.9	40.0	40.8	40.4	40.8	41.7	41.6	41.4	40.6	40.7	43.3	42.9
2019	39.3	38.7	39.3	39.2	39.2	39.5	39.9	40.6	39.9	40.0	42.3	42.6
2020	39.2	38.8	39.9	39.2	39.5	40.0	40.3	39.7	41.3	41.4	42.7	41.1

Source: Bureau of Labor Statistics

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Koebel.Tiffany… Tue, 11/23/2021 - 09:42

Jessica Looman

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