Security ClearanceNot Required
Duties
As a GS-15 Supervisory Wage and Hour Specialist, duties will consist of, but are not limited to the following: Ensures the adequacy of completed work by immediate staff and directs a major program segment with significant resources. Decides on work problems presented by personnel, makes selections for subordinate positions, resolves individual or group grievances or serious employee complaints and exercises delegated authority to approve disciplinary actions involving subordinates. Decides on non-routine, costly or controversial training needs and training requests related to subordinates, and approves expenses comparable to within-grade increases, extensive overtime, and employee travel. Identifies and investigates major problems and develops recommendations for their solution to eliminate impact on progress including the need to redirect efforts, make changes in requirements and similar solutions. Participates in the development of strategic and operational plans, goals, objectives, and timetables for implementing enforcement program initiatives. Develops, formulates and promulgates new and updated policies and procedures resulting from new regulations, program initiatives, or from continuing evaluation of program impact and effectiveness or from ALJ or court decision. Assists in the maintenance and issuance of fact sheets, compliance assistance materials, training and other guidance materials, the Field Operations Handbook (FOH) and other related manuals. Represents WHD in conferences with major labor and management representatives, and other high level government officials in various deliberations concerning FLSA/CL issues as they affect WHD programs. Establishes and maintains communications with labor, business and industry leaders, members of Congress, leaders of special interest groups and others as appropriate to explain objectives and provisions of the FLSA/CL programs, to explain new activities to gain support and cooperation for such programs and to gain firsthand information on the views and concerns of constituent groups. Serves as a focal point in the Department for program clientele and as an advisor to the Assistant Administrator for Policy on FLSA/CL matters as they affect the objectives of the WHD mission. Makes recommendations concerning proposed and needed legislation in the Fair Labor Standards Act and Child Labor areas. Coordinates with the Office of the Solicitor (SOL) in obtaining advice on legal matters arising during, for example, the interpretation, enforcement and administration of the FLSA, as well as, strategic planning and litigation priorities. Ensures that documents setting out overall enforcement policies and procedures etc., are legally correct.
Qualifications
You must meet the Basic Requirements listed in the Education Requirements section and the Specialized Experience to qualify for Supervisory Wage and Hour Specialist, as described below. This position has an Individual Occupational Requirement (IOR). In addition to meeting the Specialized Experience below, the applicant must also meet the IOR in order to be found qualified. Must Possess at least TWO of the following THREE specialized criteria requirements: General knowledge of Federal wage and hour labor laws, industrial occupations, wage scales, employment practices, or salary and wage administration practices. Skill in analyzing written/verbal information and numerical data and making decisions on issues based on interviews, records review, reconstruction of missing or fraudulent records and applying legal or regulatory provisions, precedents, and principles to specific investigative matters. Skill in personal contacts requiring the ability to explain requirements or rights and obtain information and cooperation from people with diverse backgrounds and levels of understanding, reconcile conflicting interests, and persuade others to comply voluntarily with requirements. In addition to the criteria specified above applicants must have knowledge of and ability to apply the provisions of Federal wage and hour labor laws pertaining to wages, hours of work, or related conditions of employment. Examples of qualifying specialized experience include: Developing, interpreting, or applying policies, procedures, and operating standards in determining compliance for an organization or government-based program. Conducting interviews and providing information about laws and/or regulations. Industrial personnel or salary and wage administration or responsible work in a certified public accounting firm. Analyzing or applying labor legislation. Reviewing and evaluating operations and procedures through analysis, audits, or surveillance inspections. Federal, State, or self-regulatory agency work involving obtaining compliance with appropriate program requirements. In addition to the criteria specified above applicants must have have 52 weeks of specialized experience equivalent to at least the next lower grade level GS-14 in the Federal Service. Specialized Experience is the experience that equipped the applicant with the particular knowledge, skills, and abilities (KSA's) to perform the duties of the position successfully, and that is typically in or related to the position to be filled. To be creditable, specialized experience must have been equivalent to at least the next lower grade level. Examples of qualifying specialized experience for GS-15 includes: Formulating regulatory and sub-regulatory policy and conducting long-range planning in response to changes in agency priorities concerning enforcement of labor standards under the Fair Labor Standard Act. Communicating with high level internal and external stakeholders to provide technical information concerning the requirements, interpretations, and application of federal law. Utilizing communication skills, both oral and written to engage with diverse stakeholders and external partners in ways that contribute to and/or result in mission accomplishments. NOTE: In describing your experience, please be clear and specific. We will not make any assumptions regarding your experience.
Education
This is no education substitution in lieu of specialized experience for the GS-14 grade level.
Other Information
The mission of the Department of Labor (DOL) is to protect the welfare of workers and job seekers, improve working conditions, expand high-quality employment opportunities, and assure work-related benefits and rights for all workers. Refer to these links for more information: GENERAL INFORMATION, REASONABLE ACCOMMODATION, ADDITIONAL DOCUMENTATION, FORMER FEDERAL EMPLOYEES As a condition of employment, all personnel must undergo a background investigation for access to DOL facilities, systems, information and/or classified materials before they can enter on duty: BACKGROUND INVESTIGATION You may not be aware, but in the regulations for agency ethics programs, there are requirements for supervisors. Section 2638.103 of Title 5 of the CFR states: Every supervisor in the executive branch has a heightened personal responsibility for advancing government ethics. It is imperative that supervisors serve as models of ethical behavior for subordinates. Supervisors have a responsibility to help ensure that subordinates are aware of their ethical obligations under the Standards of Conduct and that subordinates know how to contact agency ethics officials. Supervisors are also responsible for working with agency ethics officials to help resolve conflicts of interests and enforce government ethics laws and regulations, including those requiring certain employees to file financial disclosure reports. In addition, supervisors are responsible, when requested, for assisting agency ethics officials in evaluating potential conflicts of interest and identifying positions subject to financial disclosure requirements. Supervisory Financial Disclosure (If applicable): This position is subject to the confidential financial disclosure requirements of the Ethics in Government Act of 1978 (P.L. 95-521). Therefore, if selected, you will be required to complete a Confidential Financial Disclosure Report (OGE Form 450) to determine if a conflict or an appearance of a conflict exists between your financial interest(s) and your prospective position with DOL. This information will be required annually. For more information, click Telework Position Information. Based on agency needs, additional positions may be filled using this vacancy. The Fair Chance Act (FCA) prohibits Federal agencies from requesting an applicant's criminal history information before the agency makes a conditional offer of employment. If you believe a DOL employee has violated your rights under the FCA, you may file a complaint of the alleged violation following our agency's complaint process Guidelines for Reporting Violations of the Fair Chance Act. Note: The FCA does not apply to some positions specified under the Act, such as law enforcement or national security positions. All Department of Labor employees are subject to the provisions of the Drug-Free Workplace Program under Executive Order 12564 and Public Law 100-71.