A labor union in Houston is working with Harris County officials to recover back wages for sheet metal workers on a $1.6 billion publicly funded hospital expansion. Because the project is publicly funded, prevailing wage requirements apply. Workers alleged earlier this year that they had not received all of the wages and benefits they were owed. According to the union, a subcontractor on the project has already paid more than $480,000 in connection with the alleged violations, and total back wages are expected to exceed $1.8 million. The county is also reportedly pursuing daily penalties for each affected worker. The

The District of Columbia Office of the Attorney General has reached a settlement of up to $1.7 million with a mechanical contracting company. The case involved allegations that construction workers were misclassified as independent contractors. According to the lawsuit, workers on several District projects were brought in through labor brokers and classified as independent contractors instead of employees. As a result, they were allegedly denied minimum wage, overtime, paid sick leave, and workers’ compensation coverage. The settlement includes about $691,000 for roughly 500 affected workers and $1 million in penalties paid to the District. The contractor also agreed to new

A Minnesota Department of Labor and Industry investigation resulted in the recovery of back wages and damages for construction workers after multiple firms failed to pay required wages for hours worked. The case, one of the largest of its kind for the agency, found violations across multiple projects and led to consent orders requiring payment to affected workers. The agencies involved emphasized that both contractors and subcontractors share responsibility for proper wage payment, reinforcing accountability across all levels of a project. One firm disputed the findings, stating the workers were employed by a subcontractor, but agreed to resolve the matter

The U.S. Department of Labor has released new guidance aimed at improving flexibility, reducing administrative burdens, and increasing transparency across the Registered Apprenticeship system. Issued by the Department’s Employment and Training Administration (ETA), the guidance is intended to help apprenticeship program sponsors more easily design, register, and manage programs that meet their workforce needs. The guidance clarifies how Registered Apprenticeship programs are structured and administered across states, outlines the roles of state apprenticeship agencies and councils, and standardizes how apprenticeship completion rates are determined. ETA’s Office of Apprenticeship also announced a commitment to issuing final program registration decisions within 30

The U.S. Department of Labor’s Wage and Hour Division (WHD) announced that it recovered more than $259 million in back wages for nearly 177,000 workers during fiscal year 2025—an average of $1,465 per employee. This marks the agency’s highest annual back?wage recovery since 2019, highlighting its continued commitment to enforcing federal wage?and?hour protections and supporting a fair competitive environment for employers. Alongside enforcement results, WHD also emphasized its expanded compliance?assistance initiatives designed to help employers better understand and meet their obligations. Key Updates include: Read more: U.S. Department of Labor — Wage and Hour Division news release (January 8, 2026)

The U.S. Department of Labor’s Wage and Hour Division (WHD) has issued six new opinion letters offering additional clarity on how federal requirements under the Fair Labor Standards Act (FLSA) and the Family and Medical Leave Act (FMLA) apply to real?world workplace scenarios. The topics tackled by these new opinion letters include: Read more: US Department of Labor issues 6 opinion letters addressing employee classification, bonuses, overtime exemptions, family medical leave | U.S. Department of Labor . . These materials are being issued with the understanding that LCPtracker is not engaged in rendering legal or other professional services and is

An administrative law judge has ordered three New Jersey-based federal construction contractors to pay $429,846 in back wages and fringe benefits to 12 workers following a U.S. Department of Labor investigation. The contractors were found to have violated the Davis-Bacon Act by paying carpenters significantly below the required prevailing wage—averaging $32/hour instead of the mandated $59.08 to $68.23/hour, depending on the project and timeframe. The violations occurred during work on construction and renovation projects for Department of Veterans Affairs Medical Centers in Lyons and East Orange. The judge also determined that one subcontractor intentionally falsified payroll records to conceal underpayments.

Ignite 2025’s keynote featured a powerful message from Mark Douglas, CEO of LCPtracker, who shared his perspective on the deeper purpose behind Davis-Bacon. In this short video, he walks through a real-world comparison using $200 billion in actual project data—one set with prevailing wages and one without. The findings challenge assumptions about cost and shine a light on the lasting impact wage standards have on workers, families, and communities. It’s a reminder that Davis-Bacon isn’t just about building infrastructure, it’s about building opportunity. . . These materials are being issued with the understanding that LCPtracker is not engaged in rendering

An administrative law judge has ordered three New Jersey-based federal construction contractors to pay $429,846 in back wages and fringe benefits to 12 workers following a U.S. Department of Labor investigation. The contractors were found to have violated the Davis-Bacon Act by paying carpenters significantly below the required prevailing wage—averaging $32/hour instead of the mandated $59.08 to $68.23/hour, depending on the project and timeframe. The violations occurred during work on construction and renovation projects for Department of Veterans Affairs Medical Centers in Lyons and East Orange. The judge also determined that one subcontractor intentionally falsified payroll records to conceal underpayments.

The Department of Labor has introduced a suite of voluntary self-audit programs to help employers, unions, and pension plans proactively assess and improve compliance with federal labor laws. These initiatives aim to strengthen worker protections while reducing the risk of formal investigations or litigation. The programs offer practical tools for identifying and correcting potential violations early. Participating agencies include EBSA, MSHA, OSHA, OLMS, VETS, and WHD, each offering tailored resources such as fiduciary correction, safety consultations, union compliance partnerships, and employment rights training. These efforts reflect the Department’s commitment to collaborative compliance and fair treatment for both workers and employers.