29 C.F.R. Subpart E—Enforcement
Title 29 - Labor
(a) Whenever the Secretary believes that the provisions of the Act or these regulations have been violated, such action shall be taken and such proceedings instituted as deemed appropriate, including the following: (1) Petitioning any appropriate District Court of the United States for temporary or permanent injunctive relief to restrain violation of the provisions of the Act or this part by any person, and to require compliance with the Act and this part, including such legal or equitable relief incident thereto as may be appropriate, including, but not limited to, employment, reinstatement, promotion, and the payment of lost wages and benefits; (2) Assessing a civil penalty against any employer who violates any provision of the Act or this part in an amount of not more than $10,000 for each violation, in accordance with regulations set forth in this part; or (3) Referring any unpaid civil money penalty which has become a final and unappealable order of the Secretary or a final judgment of a court in favor of the Secretary to the Attorney General for recovery. (b)(1) Any employer who violates this Act shall be liable to the employee or prospective employee affected by such violation for such legal or equitable relief as may be appropriate, including, but not limited to, employment, reinstatement, promotion, and the payment of lost wages and benefits. (2) An action under this subsection may be maintained against the employer in any Federal or State court of competent jurisdiction by an employee or prospective employee for or on behalf of such employee, prospective employee and others similarly situated. Such action must be commenced within a period not to exceed 3 years after the date of the alleged violation. The court, in its discretion, may allow reasonable costs (including attorney's fees) to the prevailing party. (c) The taking of any one of the actions referred to in paragraph (a) of this section shall not be a bar to the concurrent taking of any other appropriate action. (a) Except as provided in section 518(a) of title 28, U.S. Code, relating to litigation before the Supreme Court, the Solicitor of Labor may appear for and represent the Secretary in any civil litigation brought under section 6 of the Act, as described in §801.40 of this part. (b) The Solicitor of Labor, through authorized representatives, shall represent the Administrator in all administrative hearings under the provisions of section 6 of the Act and this part. (a) A civil money penalty in an amount not to exceed $10,000 for any violation may be assessed against any employer for: (1) Requiring, requesting, suggesting or causing an employee or prospective employee to take a lie detector test or using, accepting, referring to or inquiring about the results of any lie detector test of any employee or prospective employee, other than as provided in the Act or this part; (2) Taking an adverse action or discriminating in any manner against any employee or prospective employee on the basis of the employee's or prospective employee's refusal to take a lie detector test, other than as provided in the Act or this part; (3) Discriminating or retaliating against an employee or prospective employee for the exercise of any rights under the Act; (4) Disclosing information obtained during a polygraph test, except as authorized by the Act or this part; (5) Failing to maintain the records required by the Act or this part; (6) Resisting, opposing, impeding, intimidating, or interfering with an official of the Department of Labor during the performance of an investigation, inspection, or other law enforcement function under the Act or this part; or (7) Violating any other provision of the Act or this part. (b) In determining the amount of penalty to be assessed for any violation of the Act or this part, the Administrator will consider the previous record of the employer in terms of compliance with the Act and regulations, the gravity of the violations, and other pertinent factors. The matters which may be considered include, but are not limited to, the following: (1) Previous history of investigation(s) or violation(s) of the Act or this part; (2) The number of employees or prospective employees affected by the violation or violations; (3) The seriousness of the violation or violations; (4) Efforts made in good faith to comply with the provisions of the Act and this part; (5) If the violations resulted from the actions or inactions of an examiner, the steps taken by the employer to ensure the examiner complied with the Act and the regulations in this part, and the extent to which the employer could reasonably have foreseen the examiner's actions or inactions; (6) The explanation of the employer, including whether the violations were the result of a bona fide dispute of doubtful legal certainty; (7) The extent to which the employee(s) or prospective employee(s) suffered loss or damage; (8) Commitment to future compliance, taking into account the public interest and whether the employer has previously violated the provisions of the Act or this part. [56 FR 9064, Mar. 4, 1991; 56 FR 14469, Apr. 10, 1991] Where the assessment is directed in a final order of the Department, the amount of the penalty is immediately due and payable to the United States Department of Labor. The person assessed such penalty shall remit promptly the amount thereof as finally determined, to the Administrator by certified check or by money order, made payable to the order of “Wage and Hour Division, Labor”. The remittance shall be delivered or mailed to the Wage and Hour Division Regional Office for the area in which the violations occurred.
Title 29: Labor
PART 801—APPLICATION OF THE EMPLOYEE POLYGRAPH PROTECTION ACT OF 1988
Subpart E—Enforcement
§ 801.40 General.
§ 801.41 Representation of the Secretary.
§ 801.42 Civil money penalties—assessment.
§ 801.43 Civil money penalties—payment and collection.
