The Wage and Hour Division (WHD) of the U.S. Department of Labor (DOL) is committed to providing employers with the tools they need to operate in compliance with the variety of labor laws enforced by the WHD—including resources intended to provide employers with readily accessible, easy-to-understand information relevant to their rights and responsibilities under the law.

For example, the WHD offers employers (1) a complete library of free, downloadable workplace posters; (2) forms; (3) fact sheets; and (4) compliance assistance.

And the WHD’s Payroll Audit Independent Determination (PAID) program facilitates resolution of potential overtime and minimum wage violations under the Fair Labor Standards Act (FLSA). The program's primary objectives are (1) to resolve such claims expeditiously and without litigation; (2) to improve employers' compliance with overtime and minimum wage obligations; and (3) to ensure that more employees receive the back wages they are owed—faster.

In Michigan, employers are subject to both federal and state labor laws, including those enforced by the Wage and Hour Division (WHD) of the U.S. Department of Labor (DOL). The WHD provides a variety of resources to help employers comply with labor laws, such as free workplace posters, forms, fact sheets, and compliance assistance tools. These resources are designed to help employers understand their rights and responsibilities under laws like the Fair Labor Standards Act (FLSA), which governs minimum wage, overtime pay, recordkeeping, and youth employment. The WHD's Payroll Audit Independent Determination (PAID) program is another initiative that aims to resolve potential overtime and minimum wage violations under the FLSA. This program encourages employers to conduct audits and voluntarily report any violations to the WHD, allowing for the resolution of claims without litigation, improving compliance, and ensuring that employees receive owed back wages more promptly. Michigan employers must adhere to these federal regulations and may also need to comply with state-specific wage and hour laws, which can sometimes provide greater protections than federal law.