Labor Laws & Money Blog

WASHINGTON – Today, the U.S. Departments of Education (ED) and Labor (DOL) issued the Fiscal Year (FY) 2026 competitions for the Teacher and School Leader Incentive Program and the Innovative Approaches to Literacy Program. These competitions represent the next step in the Trump Administration’s efforts to align workforce and education programs, expand education freedom, and bolster educator effectiveness.Today’s announcement kicks off ED’s FY 2026 K-12 education grant competitions, with additional competitions to follow later this spring and summer. As ED and DOL deepen their partnership to better coordinate elementary and secondary education programs, awards for these competitions will be issued through DOL’s GrantSolutions, a grants management platform. “These grant competitions mark an important milestone in our efforts to support our nation’s teachers and empower families with education choice,” said Assistant Secretary for the Office of Elementary and Secondary Education Kirsten Baesler. “By investing in effective educator development programs and proven literacy models, we are elevating innovative solutions that directly shape student outcomes. Together with the Department of Labor, we are prioritizing investment in the support systems closest to students – families and educators.”“Education reaches its fullest potential when learning is fused with vocation and industry,” said Assistant Secretary for Employment and Training Dr. Henry Mack. “Today’s announcement is indeed an important one. By integrating education with employment and occupational needs, we avoid aimless drift and empower individuals to live with purpose, adaptability, productivity, dignity, and contribution to the Golden Age of America’s economy.” Under the previous Administration, these competitions prioritized grantees who focused on promoting race- and identity-based programs rather than improving student academic achievement and teacher retention. Now, the Trump Administration is using Secretary McMahon’s Supplemental Priorities to prioritize grantees who will focus on meaningful learning opportunities for students, including supporting families to provide at-home learning, pilot and/or scale innovative education workforce and employment models that emphasize merit, meet industry’s needs, and return education to the states. Background:  In November 2025, ED announced six new Interagency Agreements (IAAs) with four agencies to break up the Federal education bureaucracy, ensure efficient delivery of funded programs, and move closer to fulfilling the President’s promise to return education to the states. Learn more about the efforts to return education to the states here.The ED-DOL partnership was formalized through an IAA, a tool routinely utilized by government agencies to procure services, share resources, and ensure efficient service delivery. Under this partnership and in accordance with 31 U.S.C. § 1535, DOL will help manage grant funds, provide technical assistance, and integrate ED’s teacher workforce programs with the suite of programs that DOL already administers. ED and DOL will continue to provide grantees with additional guidance as these efforts are implemented.For more information on these grant competitions, please visit each grant notice on grants.gov:Innovative Approaches to Literacy (IAL) – IAL supports high-quality programs designed to develop and improve literacy skills for children and students from birth through 12th grade in high-need local educational agencies and schools. Teacher and School Leader Incentive (TSL) – TSL supports entities in implementing, improving, or expanding their Human Capital Management System, which must include a Performance-Based Compensation System. 

WASHINGTON – The U.S. Department of Labor today announced the launch of a new suite of voluntary self-assessment tools to empower U.S. companies to strengthen their global supply chains, protect their brands, and defend American workers from unfair competition due to labor abuses overseas. Formally announced during an event hosted by the department and co-sponsored by the Responsible Business Alliance today, the launch is part of the Trump administration’s broader effort to put American workers first and restore fair competition for U.S. businesses.“The Labor Department remains steadfast in our commitment to protecting American industry from foreign labor abuse and deceptive trade practices,” said U.S. Secretary of Labor Lori Chavez-DeRemer. “Under President Trump’s bold leadership, the American worker always comes first. Our new suite of self-assessment tools gives American businesses the critical resources they need to identify and eliminate risks, fortify global supply chains, and engage in the global economy from a position of strength and dominance.”  “American workers should never lose out because foreign competitors cut corners, exploit labor, and rig the system,” said U.S. Deputy Secretary of Labor Keith Sonderling. “These new self-assessment tools put power back where it belongs – with American businesses – so they can spot risks early, fix problems fast, and build competitive, resilient supply chains. Strong due diligence and clear standards protect American jobs and American industry – leveling the playing field for American workers. We owe them nothing less.”The voluntary self-assessment tools provide practical, user-friendly guidance to help companies evaluate labor practices, map supply-chain risks, and take concrete steps to ensure alignment with U.S. law banning imports made with forced labor, while strengthening supply chains that support American workers and American industry.The self-assessment tools launched today are: LaborShield: A mobile app that features information on egregious labor violations in over 145 countries. ImportWatch: A resource that brings together the department’s labor abuse research with U.S. import data from the U.S. Census Bureau to produce a red-flag list of all high-risk goods for U.S. importers.SourcingStrong: A tool to help U.S. businesses build strong labor due diligence systems to identify and manage risk in their supply chains.Supply Chain Traceability Portal: The portal provides visibility across supply chains and beyond the first tier to expose where exploitative labor hides.Coordinated by the department’s Bureau of International Labor Affairs, the launch reflects the Department of Labor’s ongoing commitment to standing up for American workers, cracking down on unfair foreign labor practices, and ensuring U.S. businesses are not put at a disadvantage. By equipping companies with actionable tools, the department is helping businesses reduce risk, strengthen supply chains, and compete from a position of strength.ILAB increases American job and wage growth by combating foreign labor abuse and unfair trade practices in global supply chains that undermine U.S. prosperity and security.Learn more about the department’s work to make global competition fair for American workers. 

JACKSON, MS – The U.S. Department of Labor recovered $122,476 in back wages for 140 workers following an investigation that found a Mendenhall-based cooling, heating, and electrical employer failed to pay workers their full wages, in violation of federal law.The department’s Wage and Hour Division determined that AirSouth LLC – operating as AirSouth Cooling and Heating – did not include non-discretionary bonuses when calculating overtime wages for workers and failed to issue final paychecks to two employees in violation of the Fair Labor Standards Act.  “The U.S. Department of Labor is dedicated to ensuring that workers receive the wages they have rightfully earned,” said Wage and Hour Division District Director Audrey Hall in Jackson, Mississippi. “This case serves as an important reminder for employers to review and assess their pay practices to help prevent violations. The Wage and Hour Division is available to help employers who have questions about minimum wage and overtime compliance.”Established in 2016, AirSouth LLC’s headquarters is in Mendenhall and the employer has another branch in Greenville.Employers and workers can call the 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 and to review relevant opinion letters and other guidance 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 to use if you think you may be owed back wages collected by the division. Employers and workers can call the division with questions and requests for compliance assistance through the agency’s toll-free helpline at 866-4US-WAGE (487-9243). Download the agency’s free Timesheet App for iOS and Android devices to track hours and pay.

SIOUX FALLS, SD – The U.S. Department of Labor has filed suit against a Valley Springs construction contractor for the wrongful termination of an employee who reported a severe work-related injury.An investigation by the department’s Occupational Safety and Health Administration found the employee received second- and third-degree burns from scalding water in a pressurized pipe. OSHA determined Stone Hill Excavation LLC, and its successor Split Rock Sand & Gravel, violated the whistleblower provisions of the Occupational Safety and Health Act by firing the worker two days after the injury was reported.The department’s suit, filed in the U.S. District Court for the District of South Dakota, asks the court to hold the company and its successor liable for illegal retaliation. It also calls for the reinstatement of the employee and payment of back wages and damages, including $100,000 in punitive damages. OSHA’s Whistleblower Protection Program enforces the whistleblower provisions of 25 whistleblower statutes protecting employees from retaliation for reporting violations of workplace airline, anti-money laundering, commercial motor carrier, consumer product, criminal antitrust, environmental, financial reform, food safety, health insurance reform, maritime, motor vehicle safety, nuclear, pipeline, public transportation agency, railroad, safety and health, securities and tax laws. For more information on whistleblower protections, visit OSHA’s Whistleblower Protection Programs webpage.Editor’s note: The U.S. Department of Labor does not release the names of employees involved in whistleblower complaints.

AUSTIN, TX – The U.S. Department of Labor has recovered $85,197 in back wages for 36 employees after an investigation found a coffee bar and lounge in Buda operated an illegal tip pool.An investigation by the department’s Wage and Hour Division determined that Nate's At The Buda Mill & Grain Inc. – operating as Nate's Coffee & Cocktails – violated the Fair Labor Standards Act by allowing its general manager to participate in the employee tip pool. This invalidated the employer’s use of the tip credit and required the employer to pay full minimum wage to affected workers, which the company failed to pay. The FLSA permits an employer to take a tip credit toward its minimum wage obligations for tipped employees if employees receive enough tips from customers and direct wages per workweek to equal at least the minimum wage compensation required under federal law. However employers, including managers and supervisors, may not keep any portion of employees’ tips for any purpose.“By law, managers and supervisors are not allowed to retain employees’ tips or participate in a tip pool. Service workers are entitled to all the tips they earn from customers and managers are not permitted to take away those rewards given for employees’ hard work,” said Wage and Hour Division District Director Charles Frasier, in Houston. “Employers are encouraged to contact us for any questions about their obligations under the law. We are here to provide assistance.”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.