Schedule H - United States Department of Labor - dol 2025

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The purpose of the form is to provide the IRS and DOL with information about the plans operation and compliance with government regulations. In general, all employers who adopt and sponsor a retirement plan governed by ERISA such as profit-sharing and 401(k) plans, must file a Form 5500 annually with the DOL.
The United States Department of Labor (DOL) is a Cabinet-level federal department that has three overall functionsprotecting the rights of workers, job seekers and retirees, providing job training and supplying statistics related to employment, prices and income.
To foster, promote, and develop the welfare of the wage earners, job seekers, and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.
If you have questions or concerns, you can contact us at 1-866-487-9243 or visit .dol.gov/whd. You will be directed to the nearest WHD office for assistance.
The U.S. Department of Labors Wage and Hour Division (WHD) is responsible for enforcing some of the nations most comprehensive federal labor laws on topics including the minimum wage, overtime pay, recordkeeping, child labor, family and medical leave, migrant and seasonal worker protections, lie detector tests,
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Answer: The Department of Labor (DOL) fosters and promotes the welfare of the job seekers, wage earners, and retirees of the United States by improving their working conditions, advancing their opportunities for profitable employment, protecting their retirement and health care benefits, helping employers find workers,
Schedule H (Form 5500) must be attached to a Form 5500 filed for a pension benefit plan or a welfare benefit plan that covered 100 or more participants as of the beginning of the plan year and a Form 5500 filed for an MTIA, CCT, PSA, 103-12 IE, or GIA.
Section 11(a) of the FLSA authorizes representatives of the Department of Labor to investigate and gather data concerning wages, hours, and other employment practices; enter and inspect an employers premises and records; and question employees to determine whether any person has violated any provision of the FLSA.

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