June 25, 2018

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Department of Labor to Begin Issuing Opinion Letters, Again

Secretary of Labor, Alexander Acosta, recently announced that the Department of Labor (DOL) will resume issuing opinion letters to provide employers with direction on compliance issues. Opinion letters are an official response from the DOL’s Wage and Hour Division that provide employers with detailed explanations regarding how certain laws apply to the specific facts.  Opinions are available to an employer for issues arising under the Fair Labor Standards Act (FLSA), the Family and Medical Leave Act (FMLA), and the Davis-Bacon Act (DBA).  In a DOL press release, Secretary Acosta stated that issuing opinion letters will help employers and employees develop a better understanding of the laws and allow employers to “concentrate on doing what they do best:  growing their businesses and creating jobs.”

Historically, opinion letters were a tool for employers to obtain practical guidance on nuanced issues under the FLSA and FMLA.  However, in 2010, the DOL stopped issuing opinion letters, offering only administrative interpretations, which are more generalized and not necessarily specific to a particular employer’s set of facts.

Opinion letters allow employers to rely on the guidance provided in a DOL opinion letter in future litigation or administrative cases.  Compliance with the advice provided in an opinion letter allows employers to assert a “good faith reliance” defense to legal claims.  Additionally, other employers may rely on published opinion letters even if they did not request the opinion letter themselves, provided that the facts are similar to those described in the opinion letter.

The Wage and Hour Division has established a webpage which will collect opinion letters and give employers a vehicle to submit requests for new opinion letters. As before, the Wage and Hour Division will exercise discretion in determining which requests for opinion letters it will respond to.

The DOL’s return to its prior approach is a welcome development for employers.  Once again, employers seeking a specific answer on a compliance issue raised by a particular set of facts can seek official guidance before deciding upon a course of action.

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About this Author

Mark Foley, Labor and Employment Law, Drinker Biddle
Partner

Mark J. Foley represents management in employment and labor matters and is often called upon by clients to act as lead trial and appellate counsel in state and federal courts.

Mark has worked in a broad range of employment matters under local, state and federal laws, including the National Labor Relations Act (NLRA), Labor Management Relations Act (LMRA), Title VII, Section 1983 and the First Amendment, Age Discrimination in Employment Act (ADEA), Americans with Disabilities...

215-988-2744
Vik Jaitly, Employment litigation lawyer, Drinker Biddle
Associate

Vik C. Jaitly represents employers in disputes in federal and state courts and administrative tribunals with respect to a variety of employment and labor related issues, including: compliance with federal and state employment statutes; non-compete, non-solicitation and non-disclosure agreements; discrimination and harassment matters; and wage and hour compliance issues.

Vik also assists clients with employment hiring, compensation and termination practices, proposed employee discipline and dismissal, internal employee complaints and investigations, executive employment, non-competition and severance agreements, reductions in force, union collective bargaining, affirmative action, drug testing, workplace violence, the Family and Medical Leave Act, the Americans with Disabilities Act and many other issues.

609-716-6529