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Faith organizations now have an explicit welcome in every discretionary Department of Labor grant opportunity announcement, making clear they are not only eligible, but encouraged, to apply for funding. 

In February, President Trump issued an executive order that established a White House Faith Office to “coordinate with agencies on identifying and promoting grant opportunities for non-profit faith-based entities, community organizations, and houses of worship, especially those inexperienced with public funding but that operate effective programs.” The executive order also directed federal agencies to appoint faith directors to conduct this work.  

Thanks to the leadership of Secretary Lori Chavez-DeRemer and Deputy Secretary Keith Sonderling, the Department of Labor prioritized setting up a Center for Faith, staffing it with three appointees in the Trump Administration – a notable commitment and investment.

Our Center for Faith has been hard at work developing resources and supports for faith organizations and the workforce, starting with the new funding opportunity announcement language. The following statement will be included in the preamble of all discretionary grants at the Labor Department – to the extent consistent with a program’s authorizing statute, regulations and intent – moving forward:

“Faith-based organizations are encouraged to apply, as are all organizations. Those that meet the eligibility requirements may receive awards under this funding opportunity. DOL will not, in the selection of recipients and administration of the grant, discriminate on the basis of an organization’s religious character, affiliation, exercise, or lack thereof, or on the basis of conduct that would not be considered grounds to favor or disfavor a similarly situated secular organization.”

This is just the beginning of a series of actions and resources we will be unveiling to make the Department of Labor faith-friendly again. Prayer and work — “ora et labora” — do not need to be mutually exclusive in our society when many faith organizations stand ready to help more Americans with the skills and support necessary to get and keep great jobs.

Kenneth J. Wolfe is the director of the Department of Labor’s Center for Faith.

Pursuant to President Trump’s Executive Order to lower the cost of living for American families, the Department of Labor has issued guidance to help small employers join high-quality, low-cost retirement plans called “pooled employer plans” or PEPs.

PEPs allow participating employers a way of banding together to offer their employees a workplace retirement savings option. By transferring administrative and fiduciary responsibilities of retirement plans to a pooled plan provider, these otherwise unrelated employers can avoid the unnecessary costs associated with sponsoring their own separate retirement plans. If a pooled plan provider, as named fiduciary, were to appoint an investment manager as defined in section 3(38) of ERISA, the manager would be responsible for the prudent investment and management of the plan’s assets – not the participating employers. Further, PEPs have the potential to offer diversified investment lineups at a lower cost than what small plans could likely negotiate on their own behalf.

Estimates show that the total cost to participate and invest through the three largest PEPs was between .23% and .42% for a typical participant in 2023. In contrast, Morningstar finds that the median total cost for each participant in a small retirement plan is .84%, accounting for likely investment expenses and other administrative costs charged directly to participants. These differences in fees may appear small, but they add up over time. For example, an employee could retire with around 13.6% more in assets at retirement if the participant paid .23% in yearly investment fees compared to .84% over a 35-year career.

Our interpretive guidance addresses the limits of a participating employer’s responsibility in selecting and managing a PEP, including how it can be further alleviated, and offers some commonsense suggestions for how that responsibility might ultimately be satisfied. In addition, we’re asking the public to submit comments on market practices associated with PEPs, which we intend to consider as a basis for a regulatory safe harbor that will further encourage market participants to offer and employers to join well designed PEPs.

If you have opinions to share, our notice in the Federal Register has information on how to provide them.

 

Janet Dhillon is the acting assistant secretary of labor in the U.S. Department of Labor’s Employee Benefits Security Administration.

At the U.S. Department of Labor, we are committed to helping employers, unions, and plan administrators follow the law. That’s why I’m proud to announce the launch of our expanded self-audit compliance assistance initiative.

Many of our agencies offer self-audit programs, which are voluntary tools to help the regulated community proactively assess and improve compliance with the labor laws we enforce. If you run a small business, administer an employee benefit plan, represent a labor organization, or lead workplace safety and health efforts, our self-audit tools can guide you in building safer, fairer, and more transparent workplaces.

Self-audits enable you to identify and fix potential violations, reduce the likelihood of litigation, and demonstrate a good-faith commitment to following the law. They also help ensure that workers get the protections and benefits they are entitled to — like timely wages, fair and safe working conditions, and benefits security.

Here’s how our agencies are rolling out these efforts:

• The Wage and Hour Division is relaunching and expanding the Payroll Audit Independent Determination (or PAID) program, which allows employers to resolve minimum wage, overtime, and leave violations under the Fair Labor Standards Act and Family and Medical Leave Act, ensuring workers receive back wages quickly.
• The Occupational Safety and Health Administration (OSHA) continues to offer its On-Site Consultation Program, a no-cost, confidential service for small businesses. OSHA also supports ongoing compliance through its Voluntary Protection Programs, which recognizes employers with exemplary safety and health practices.
• The Employee Benefits Security Administration provides two powerful self-correction programs: the Voluntary Fiduciary Correction Program for fixing fiduciary violations and prohibited transactions, and the Delinquent Filer Voluntary Compliance Program for catching up on overdue benefit plan filings.
• The Mine Safety and Health Administration’s new Compliance Assistance in Safety and Health (CASH) program features resources available to mining operations via an information hub on the MSHA.gov website. This hub provides links to a variety of safety and health topics to assist mining operations and provides direct contact to safety and health specialists to address their needs related to compliance assistance.
• The Veterans’ Employment and Training Service is launching the SALUTE: Support and Assistance for Leaders in USERRA Training and Employment program, giving employers a proactive way to ensure their policies comply with service members’ employment and reemployment rights under the Uniformed Services Employment and Reemployment Rights Act.
• The Office of Labor-Management Standards maintains a Voluntary Compliance Partnership program to help unions and their affiliates assess compliance with the Labor-Management Reporting and Disclosure Act, including reporting and disclosure requirements and financial integrity.

These programs offer a path to build relationships rooted in trust and accountability. By working together, we are not only protecting our workers, but we are also ensuring a stronger and more prosperous economy.

I encourage you to explore our new online hub at dol.gov/SelfAudit, where you’ll find agency-specific tools, templates, and guidance.

 

Keith Sonderling is the Deputy Secretary of Labor. Follow him on X, Instagram and LinkedIn.

July 25 holds deep meaning for me for two reasons. Not only is it my birthday, but it’s also recognized as National Hire a Veteran Day. This is a chance to inspire employers to use the dynamic skillsets of our nation’s veterans by recruiting them for civilian jobs. As a proud military spouse, this initiative is very close to my heart.

How We’re Making a Difference

• At the Department of Labor, we know the value that veterans bring to our workforce. One of the primary ways we assist is through the Transition Assistance Program, known as TAP, led by our Veterans’ Employment and Training Service (VETS). Consider the TAP program as a bridge that offers transition support to veterans and their spouses as they move from military service to starting new careers in the civilian world. As a former TAP instructor, I found the role to be incredibly rewarding, as it allowed me to share my human resources expertise with the military community and witness service members and their families successfully plan their careers beyond the military.   

• We offer Off-Base Transition Training for service members as well as career workshops for military spouses, providing flexible options for personalized career support.

• In partnership with state workforce agencies and the department’s Employment and Training Administration, VETS supports a national network of over 2,300 American Job Centers, where veterans and military spouses can access resume support, job training, and direct connections to employers. In 2024 alone, nearly 129,000 veterans and over 4,500 military spouses received employment assistance.

What Employers Can Do

Employers have a unique opportunity to tap into this extraordinary talent pool by actively recruiting and hiring veterans into meaningful roles.

A Day of Action for Everyone

This day is not just about hiring – it’s about recognizing veterans’ service with real opportunities, strong partnerships, and meaningful, well-paying jobs. 

Whether you are an employer, a veteran, or interested in partnering, I encourage you to:

• Share information about veteran-focused job fairs.

• Post opportunities with veteran-friendly organizations.

• Lift up the voices and stories of veterans in your community.

July 25 is your opportunity to celebrate and promote National Hire a Veteran Day.

 

Darnice Marsh is the labor-management partnership coordinator for the department’s Office of Labor-Management Standards. A special thank you to VETS for their contributions to this blog post.

When I first joined the Department of Labor’s Office of Disability Employment Policy (ODEP) during President Trump’s first term, I was proud to advance ODEP’s mission—one that holds personal significance—to develop and influence policies and practices that help more people with disabilities connect with high-quality employment opportunities.

Six years later, I’m grateful to return, under the leadership of Secretary Lori Chavez-DeRemer, to help lead the agency whose work benefits individuals with disabilities, employers, and the country. 

This July, as the President kicked off celebrations for America’s 250th birthday, we also will commemorate the 35th anniversary of the Americans with Disabilities Act (ADA) to celebrate the powerful role Americans with disabilities have played in our country’s evolution and fortitude.

The ADA affirmed the right to work for people with disabilities, setting into law their right to contribute their many skills and talents to the American workplace. Specifically, it prohibits discrimination in the workplace on the basis of disability and ensures the right to job accommodations when needed to apply for or perform a job. This landmark legislation renewed our nation’s founding values of independence and self-determination. Work is often thought of as just earning a paycheck. However, work also means self-sufficiency, community engagement, dignity, and a sense of belonging.

We would like to invite business owners, hiring managers, and others to join ODEP this month to learn more about disability employment. Join us July 23 for a webinar about the wide-ranging benefits of hiring people with disabilities, benefits that many employers may not have considered. 

The webinar (register for free here) will be hosted by two key ODEP resources: the Employer Assistance and Resource Network on Disability (EARN) and the Job Accommodation Network (JAN). EARN works with businesses to adopt workplace practices that support the hiring and advancement of people with disabilities. JAN is the nation’s leading source of expertise and guidance on workplace accommodations.

 

EARN and JAN experts will explain why businesses gain a competitive advantage by hiring talented individuals with disabilities. Webinar speakers will also clarify employer responsibilities under the ADA and provide insights on applicable tax incentives. Most importantly, the webinar will highlight the many practical tools and resources available through JAN and EARN.

By helping businesses tap into the more than 22 million working-age Americans with disabilities with varied skills, ODEP supports the Trump Administration’s goals to combat the cost-of-living crisis, fill high-paying skilled trade jobs of the future, and support the Golden Age of economic opportunity for the American workforce.

 

The President recently shared a message on the 249th anniversary of the signing of the Declaration of Independence, celebrating the “rights upon which our nation was built.” I encourage all Americans to pause and reflect on the foundational tenet enshrined in the Declaration of Independence that “all men are created equal.” 

 

When we strive to realize this ideal for all people, including people with disabilities, we improve lives, enrich our communities, strengthen our economy, and help further this great American experiment established nearly 250 years ago. 

 

 

Brian Walsh is the deputy assistant secretary for policy in the U.S. Department of Labor’s Office of Disability Employment Policy. 

Small businesses are the engine of the American economy — creating jobs, driving innovation, and strengthening communities. The U.S. Department of Labor is proud to celebrate National Small Business Week 2025 and recognize the hard work, resilience, and entrepreneurial spirit of small business owners across the country.

We understand that running a small business is both rewarding and challenging. That’s why we are committed to reducing regulatory burdens, increasing flexibility, and providing clear, accessible compliance resources. Our goal is to help small businesses focus on what they do best—creating jobs and growing the economy—without unnecessary government overreach.

Here’s how we are making it easier for small businesses to succeed while ensuring compliance with federal labor laws:

1. Simplifying Employer Responsibilities

Understanding labor laws should not be a bureaucratic maze. The Employer.gov Small Business Page provides straightforward answers on workplace requirements, labor standards, and essential compliance steps, ensuring small businesses can operate with confidence.

2. Cutting Red Tape for Workplace Safety

The Occupational Safety and Health Administration’s (OSHA) On-Site Consultation Program offers free, confidential safety and health advice to small businesses, helping them create safe workplaces without the threat of unnecessary penalties. OSHA’s Small Business Safety and Health Handbook provides simple, practical self-inspection checklists.

3. Expanding Workforce Development Through Apprenticeships

Small businesses can build a pipeline of skilled workers while reducing turnover through Registered Apprenticeship programs. These industry-driven, flexible training programs provide a cost-effective way to train employees and strengthen the workforce.

4. Providing Clear Guidance on Wage and Hour Laws

Navigating wage laws shouldn’t be complicated. The Wage and Hour Small Business Portal breaks down critical topics like minimum wage, overtime, child labor, and family leave, ensuring small businesses stay compliant while keeping operations efficient.

5. Supporting Small Businesses in Offering Employee Benefits

Providing health care and retirement benefits helps small businesses attract and retain workers. The Employee Benefits Security Administration’s Small Business Page offers guidance to help employers select plans that work for them and their employees—without excessive administrative burdens.

6. Strengthening Entrepreneurial Opportunities for People with Disabilities

The Office of Disability Employment Policy’s (ODEP) Job Accommodation Network (JAN) provides support for entrepreneurs with disabilities, offering guidance on business planning, financing strategies, and marketing research to ensure everyone has the opportunity to succeed. For small businesses interested in hiring people with disabilities, ODEP offers practical guidance and resources.

Join Us for National Small Business Week 2025!

The U.S. Department of Labor is partnering with the Small Business Administration throughout National Small Business Week 2025 and during their upcoming virtual summit (Tuesday, May 6, and Wednesday, May 7) to provide small business owners with tools, resources, and guidance.

Our commitment is clear: We are here to help small businesses thrive by ensuring policies are pro-growth and pro-business. If you have questions or need support, visit our website or connect with us on social media to explore the many resources available to you.

 

S. Marisela Douglass is the director of the Department of Labor’s Office of Compliance Initiatives.