IF YOU HAVE A COMPLAINT ABOUT:

  • Employment Services at this office, or
  • An Employer
    • Any employment-related law, or
    • An employer the Employment Service program referred you to

Some examples include but are not limited to: 

  • Wages
  • Employer-Provided
  • Working Hours
  • Child Labor
  • Transportation OR Housing
  • Wrongful Termination
  • Pesticides
  • Health/Safety
  • Contract Compliance
  • Discrimination
  • Trafficking
  • Sexual Harassment
  • Workplace Crimes
  • Coercion/Assault

Any individual, employer, organization, association, or other entity can file a complaint. A complainant may choose an individual to act as their representative. Any Employment Service office can also help you to find other employment, training, and supportive services to obtain food, shelter, clothing, and other necessities.

PROTECTIONS FOR COMPLAINANTS: 

If you make a complaint or give information related to, or assist in, an investigation of a complaint, your identity will be kept confidential to the fullest extent possible under current law and as necessary to determine the complaint fairly.  Federal laws prohibit employers from retaliating (taking negative actions) against employees who report employment-related complaints. If you experience retaliation from an employer, notify the complaint representative.

Applicable Counties

  • Statewide

What to expect

Process of filing a complaint: 

  1. The Department of Labor encourages the public to bring forward legitimate complaints regarding misconduct by its employees.  To this end, a copy of “How to File a Personnel Complaint” will be posted at Department worksites and on department websites and will be given to anyone requesting this information.  A copy of this document is attached to this policy.  Complaints, regardless of nature, can be lodged in person, by mail, or by telephone.
  2. Any employee of the Department of Labor who receives a complaint about a Department employee shall, as soon as practicable, notify the Deputy Commissioner of Labor Commissioner’s Office, of the details of the complaint for evaluation and assignment.
  3. Upon receipt of a complaint, the Commissioner’s Office shall determine whether the complaint should be investigated and by whom.  Complaints of criminal conduct should be forwarded to the Bureau of Employee Relations and/or the Attorney General’s Office to ensure cooperation with appropriate law enforcement authorities.
  4. Complainants shall be made aware that it may be impossible to keep their identity confidential.
  5. Investigations of complaints shall be completed within a reasonable time.
  6. In the event a report is warranted, all relevant information obtained by the investigator shall be included.
  7. All investigations shall comply with the provisions of the applicable collective bargaining agreement.