President Donald J. Trump Announces Intent to Nominate Personnel to Key Administration Posts

Posted by National Alliance for Fair Contracting on

The White House
Office of the Press Secretary
For Immediate Release
September 02, 2017

President Donald J. Trump today announced his intent to nominate the following individuals to key positions in his Administration:

Cheryl Marie Stanton of South Carolina to be Administrator of the Wage and Hour Division, Department of Labor.

Ms. Stanton currently serves as the Executive Director for the South Carolina Department of Employment and Workforce, a position to which she was appointed in 2013 by then-Governor Nikki R. Haley. Prior to that role, Ms. Stanton worked as a labor and employment attorney in both the public and private sectors. In the public sector, she served as Associate White House Counsel for President George W. Bush. In that role, Stanton was the administration’s principal liaison to the U.S. Department of Labor, National Labor Relations Board and the Equal Employment Opportunity Commission. Ms. Stanton also served as a law clerk to the Honorable Samuel A. Alito, Jr., U.S. Court of Appeals for the Third Circuit. She received her J.D. from the Law School at the University of Chicago and her B.A. from Williams College. In 2016, then-Governor Nikki R. Haley awarded Ms. Stanton the Order of the Palmetto, the highest civilian honor in the State of South Carolina.

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USDOL Prevailing Wage Seminars for 2016

Posted by National Alliance for Fair Contracting on

Join us at a Prevailing Wage Seminar in your region!

The Wage and Hour Division (WHD) Prevailing Wage Seminars (Prevailing Wage Seminars) are three-day compliance trainings designed for regional stakeholders (unions, private contractors, state agencies, federal agencies and workers). In these seminars, conference participants will learn about the following:

  • The Davis-Bacon Act and McNamara O’Hara Service Contract Act
  • Executive Order 13495 “Nondisplacement of Qualified Workers”
  • Executive Order 13658 “Establishing a Minimum Wage for Contractors”
  • The process of obtaining wage determinations and adding classifications
  • Compliance assistance and enforcement processes
  • The process for appealing wage rates, coverage, and compliance determinations

 

There is no fee to attend these seminars; however, space is limited. If you wish to attend, please click on the registration link for your desired location and follow the registration prompts. Each attendee must register separately. If registration is not yet open for the event you wish to attend, please check back. Please feel free to email WHDPWS@dol.gov if you have any questions.

Date Location
August 23 – 25, 2016 Portland, OR

For more information regarding the upcoming prevailing wage seminars, as well as information on the DBA and SCA visit http://www.dol.gov/whd/govcontracts or call the Wage and Hour Division’s toll-free helpline at 866-4US-WAGE (487-9243).

(Click Here to Register)

US DEPARTMENT OF LABOR SIGNS AGREEMENT TO PROTECT WORKERS FROM MISCLASSIFICATION WITH SOUTH DAKOTA DEPARTMENT OF LABOR AND REGULATION

Posted by National Alliance for Fair Contracting on

WHD News Brief: 06/01/2016
Release Number: 16-1055-NAT
Participants: U.S. Department of Labor’s Wage and Hour Division
South Dakota Department of Labor and Regulation

Partnership description: The U.S. Department of Labor’s Wage and Hour Division and the South Dakota Department of Labor and Regulation signed a three-year Memorandum of Understanding intended to protect employees’ rights by preventing their misclassification as independent contractors or other non-employee statuses. The two agencies will provide clear, accurate, and easy-to-access outreach to employers, employees, and other stakeholders, share resources, and enhance enforcement by conducting joint investigations and sharing information consistent with applicable law.

…

Quotes: “The Wage and Hour Division continues to attack this problem head-on through a combination of a robust education and outreach campaign, and nationwide, data-driven strategic enforcement across industries,” said David Weil, administrator of the Wage and Hour Division. “Our goal is always to strive toward workplaces with decreased misclassification, increased compliance, and more workers receiving a fair day’s pay for a fair day’s work.” David Weil, U.S. Department of Labor Wage and Hour Division Administrator

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USDOL Announces Prevailing Wage Seminars for 2016

Posted by National Alliance for Fair Contracting on

Join us at a Prevailing Wage Seminar in your region!

The Wage and Hour Division (WHD) Prevailing Wage Seminars (Prevailing Wage Seminars) are three-day compliance trainings designed for regional stakeholders (unions, private contractors, state agencies, federal agencies and workers). In these seminars, conference participants will learn about the following:

  • The Davis-Bacon Act and McNamara O’Hara Service Contract Act
  • Executive Order 13495 “Nondisplacement of Qualified Workers”
  • Executive Order 13658 “Establishing a Minimum Wage for Contractors”
  • The process of obtaining wage determinations and adding classifications
  • Compliance assistance and enforcement processes
  • The process for appealing wage rates, coverage, and compliance determinations

There is no fee to attend these seminars; however, space is limited. If you wish to attend, please click on the registration link for your desired location and follow the registration prompts. Each attendee must register separately. If registration is not yet open for the event you wish to attend, please check back. Please feel free to email WHDPWS@dol.gov if you have any questions.

Date                                 Location
May 3 – 5, 2016                Minneapolis, MN
May 24 – 26, 2016            Charlotte, NC
June 7 -9, 2016                Stamford, CT
June 14 – 16, 2016           Albuquerque, NM

August 23 – 25, 2016       Portland, OR

For more information regarding the upcoming prevailing wage seminars, as well as information on the DBA and SCA visit http://www.dol.gov/whd/govcontracts or call the Wage and Hour Division’s toll-free helpline at 866-4US-WAGE (487-9243).

AGREEMENT BETWEEN US DEPARTMENT OF LABOR, OREGON BUREAU OF LABOR PROVIDES EDUCATION, ENFORCEMENT TO PROTECT WORKERS FROM MISCLASSIFICATION

Posted by National Alliance for Fair Contracting on

WHD News Brief:
04/04/2016

Release Number:
16-0414-NAT

Participants:
U.S. Department of Labor’s
Wage and Hour Division
Oregon Bureau of Labor and Industries

Partnership description:
The division and bureau signed a three-year Memorandum of Understanding intended to protect employees’ rights by preventing their misclassification as independent contractors or other non-employee statuses. The two agencies will provide clear, accurate and easy-to-access outreach to employers, employees, and other stakeholders; share resources and enhance enforcement by conducting coordinated investigations and sharing information consistent with applicable law.

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US Labor Department’s Wage and Hour Division opens new office in Helena, Montana

Posted by National Alliance for Fair Contracting on
WHD News Release: [11/02/2015]
Release Number: 15-2133-MON 

HELENA, Mont. – The U.S. Department of Labor’s Wage and Hour Division has opened a new field office in Helena to connect employees, employers, community organizations and other stakeholders with resources and assistance to ensure compliance with federal labor laws. The new office is located in the Max Baucus Federal Building, at 10 West 15th St., Suite 1800, Helena, MT 59626.

“This new office will serve as a one-stop resource for compliance assistance and information concerning the federal labor laws we enforce,” said Betty Campbell, acting regional administrator for the Wage and Hour Division in the Southwest. “The Helena field office will benefit all the members of the labor community of one of the fastest growing metropolitan areas in the nation by putting them much closer to available resources.”

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Labor Department Sharpening Focus on Misclassification

Posted by National Alliance for Fair Contracting on

Wednesday, November 19, 2014
By K. W. Mitchell

In combating employee misclassification, the Labor Department is taking strategic misclassification enforcement to the next level by placing greater priority on measures that are tactical and swift, a department official said.

“To carry out our job, we must be prudent and strategic in our enforcement actions,” said David Weil, administrator of the Labor Department’s Wage and Hour Division.

“We need to create ripple effects that impact compliance far beyond the workplaces where we physically conduct investigations, or the organizations to which we provide outreach directly,” Weil said Oct. 31 in a blog post.

Additionally, the division needs to be persistent in discovering ways to “make our investigation of one employer resonate throughout that particular sector and influence the behaviors of employers across that entire industry, to promote compliance across networks of business organizations,” Weil said.

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US Labor Department lawsuit alleges Wisconsin landscape service retaliated against 2 employees who filed complaint seeking overtime pay

Posted by National Alliance for Fair Contracting on

U.S. Department of Labor   October 23, 2014
Wage and Hour Division

ARPIN, Wis. — The U.S. Department of Labor has sued Carl’s Landscape Service Inc. in Arpin, alleging that the company retaliated against two workers for contacting the department’s Wage and Hour Division with a complaint about unpaid overtime.

“The law prohibits employers from retaliating against any employee who files a complaint or cooperates in a Wage and Hour investigation,” said Theresa Walls, district director for the Wage and Hour Division in Minneapolis. “The Wage and Hour Division will not tolerate willful employee intimidation or coercion and will make use of every tool we have available to ensure that a fair investigation is conducted and workers are protected.”

After the company learned of the worker’s contact with the Wage and Hour Division, one employee was fired and the second was not called back following a seasonal layoff. A complaint has been filed in the U.S. District Court for the Western District of Wisconsin against the company and its owner, Darrell Kasner, seeking lost wages for the two employees and an injunction against future retaliation.

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US Labor Department secures nearly $2M in back wages, benefits for nearly 150 workers at federally-funded solar energy project in Nevada

Posted by National Alliance for Fair Contracting on

WHD News Release: [10/23/2014] 

LAS VEGAS – The U.S. Department of Labor has recovered $1,914,681.50 in back wages and fringe benefits for 147 workers at Proimtu Mmi-Nv LLC, a Henderson-based subcontractor providing construction services at the federally funded Crescent Dunes Solar Energy Project in Tonopah. This project, which received a $737 million loan guarantee from the U.S. Department of Energy, is a 110 MW solar energy power plant that will power up to 75,000 homes during peak electricity periods.

“The money we’ve recovered for these workers is not a windfall – it is their hard-earned pay that their employer was legally obligated to pay them but did not,” said Dr. David Weil, administrator of the department’s Wage and Hour Division. “Companies that benefit from federal funding must see to it that the money is used properly, and that their workers are compensated according to the law.”

An investigation found that Proimtu Mmi-Nv violated the prevailing wage and fringe benefits requirements of the Davis-Bacon and Related Acts for the majority of their employees working at the Tonopah desert solar energy project. The Crescent Dunes Solar Energy Project is subject to specific requirements under the DBRA since its funding includes hundreds of millions of dollars in federal loan guarantees from the U.S. Department of Energy under the American Recovery and Reinvestment Act of 2009.

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