Labor Law Enforcement Officer I (#MDDF01)
$38,010.00 Yearly Min / $47,513.00 Yearly Mid / $57,016.00 Yearly Max

Labor Law Enforcement Officer II (#MDDF02)
$45,798.00 Yearly Min / $57,248.00 Yearly Mid / $68,698.00 Yearly Max

Labor Law Enforcement Supervisor (#MDDF03)
$58,719.00 Yearly Min / $73,399.00 Yearly Mid / $88,079.00 Yearly Max

Labor Law Enforcement Officer III (#MDDF05)
$51,858.00 Yearly Min / $64,822.00 Yearly Mid / $77,786.00 Yearly Max

This class series uses four levels in the Human Services occupational group, Labor Law Enforcement Officer occupational series and describes work investigating and resolving complaints of violations regarding labor standards, civil rights or workers' compensation laws. 

Essential functions are fundamental, core functions common to all positions in the class series and are not intended to be an exhaustive list of all job duties for any one position in the class.  Since class specifications are descriptive and not restrictive, incumbents can complete job duties of similar kind not specifically listed here.

• Investigates and resolves complaints and enforces various state labor standards and civil rights laws.


• Advises employers, employees, attorneys and other interested parties of the applicability and interpretation of the various laws; provides information to the general public regarding labor standards and civil rights laws, regulations and filing procedures.


• Gathers, examines, and interprets data such as payroll, medical and other records to determine amount due; collect wages and benefits if applicable.


• May participate in annual prevailing wage survey of contractors; provides prevailing wage determinations to governmental entities, contractors, architects, contracting agencies and others requesting information.


• Prepares case summaries, reports, and correspondence for cases.  Maintains records of complaints received and disposition of cases. 


• Keeps abreast of changes in the law, new interpretations; attends training seminars or conferences.

A class incumbent performs entry level labor standards and civil rights work requiring the application of state/federal labor standards and civil rights laws, regulations and precedent legal decisions to protect workers, educate employers, eliminate illegal employment practices, remove barriers to equal opportunity in employment and deliver benefits to qualified clients.

• Reports to a technical supervisor.
• Receives close supervision.
• Performs full investigation of less complex cases and assists higher level enforcement personnel in investigating more complex cases. 
• Prepares case summaries, reports and correspondence in less complex cases.
• Contacts are with the attorneys, claimants, the public and other state and federal agencies to respond to inquiries, handle complaints, collect evidence, and provide interpretation and application of laws, rules, regulations and legal precedents.

A class incumbent performs full performance level labor standards and civil rights work requiring the application of state/federal labor standards and civil rights laws, regulations and precedent legal decisions to protect workers, educate employers, eliminate illegal employment practices, remove barriers to equal opportunity in employment and deliver benefits to qualified clients.  Work includes conducting case intake, investigations, resolving cases through mediation and negotiation, preparing settlement agreements, and preparing cases for litigation before the related State Boards or court.

• Supervisor reviews work upon completion and provides advice or direction as needed.
• Plans and conducts complex investigations, including on-site investigations and large-scale enforcement field operations with other state/federal law enforcement agencies, to resolve formal and informal complaints of violations which may involve information from confidential sources or incumbent's observations.  Investigations include conducting interviews with claimant, employer, and witnesses; gathering, analyzing and interpreting evidence, testimony and records (such as personnel, payroll, and medical records), preparing subpoenas, administering oath and taking testimony on record, and applying relevant laws or regulations to determine if a violation has occurred; determines sufficiency of evidence.
• Resolves cases through mediation and negotiations to conciliate cases with employers based on the complainant's desired resolution and relief available under the law. Prepares settlement agreement in accordance with legal standards.
• Prepares cases for litigation by the Department of Justice or before the related State Boards.  Assists Deputy Attorney General prior to hearing and testifies as to facts, evidence, and results of investigation. May represent clients in Justice of Peace Court proceedings. 
• May conduct and participate in annual prevailing wage survey of contractors; compiles and analyzes data; determines rates which must be used on public works construction projects if applicable.
• Drafts legally sufficient charges of discrimination and/or ensures the technical and legal accuracy of wage claims if applicable. Prepares reports of findings including summary of charges, undisputed facts, documentation of evidence and description of analysis in accordance with state/federal labor standards and civil rights laws, rules, and legal precedents. 
• Conducts comprehensive research and/or legal research on topics relating to labor standards laws, civil rights laws, or workers compensation laws. Reviews cases that set new legal precedents, and changes in state/federal laws, regulations, and guidelines.  
• May process requests for prevailing wage determinations including gathering all relevant data, analyzing information, applying statute and regulations to determine the appropriate prevailing wage classification/category and preparing written response, citing findings and supporting evidence.
• May oversee and monitor Statewide program of child labor law issues; reviews child labor permits to detect violations including excess/prohibited hours or hazardous occupations; investigates violations.
• May assist in conducting training, providing informational seminars, and advising employers, employees, unions, employee and employer organizations, legislators, attorneys, and other interested parties of the applicability and interpretation of the various laws governing labor standards, civil rights, and workers’ compensation.
• Makes recommendations of civil and administrative penalties assessments of employer to supervisory levels during/after investigation which includes the review of past investigations.

A class incumbent performs advanced level labor standards and civil rights work requiring the application of state/federal labor standards and civil rights laws, regulations and precedent legal decisions to protect workers, educate employers, eliminate illegal employment practices, remove barriers to equal opportunity in employment and deliver benefits to qualified clients.  Class incumbents at this level provide expert advice and consultation.

• Receives minimal supervision.  Work is reviewed upon completion.
• Provides investigative assistance including information/documentation to Divisions within the Department of Labor, other State and Federal Department of Labor agencies in which a Memorandum of Understanding has been executed.
• Oversees training of Labor Law Enforcement Officers.
• Designs and implements team investigations, provides technical guidance to other staff members regarding the research of labor/civil rights and worker’s compensation records and Federal/State rules, regulations and case histories in specific areas of labor laws and standards.
• Assists the Supervisor/Administrator with strategic planning, development, promotion, and implementation of a proactive educational program for regulatory reform.
• Assists staff in wage investigations where a significant wage liability exists that may involve multiple legal issues.
• Responsible for the proper application, interpretation, and enforcement of State and Federal labor laws.  
• May ensure that construction employers properly classify independent contractors and individuals who perform work for employer-provided remuneration.
• Conducts training, providing informational seminars, and advising employers, employees, unions, employee and employer organizations, legislators, attorneys, and other interested parties of the applicability and interpretation of the various laws governing labor standards, civil rights, and workers’ compensation.
• Conducts briefings for large corporations, small business, State of Delaware entities and non-profit organizations. Educate leadership/management teams on how to properly handle internal complains while simultaneously inform staff on what may or may not be considered a violation on behalf of the employer.
• Contacts are with the public, community groups, civic organizations, federal, state and municipal agencies, private employers, employee and employer organizations and the legal community to gather facts, present information and resolve problems.  

A class incumbent performs supervisory level labor standards and civil rights work requiring the application of state/federal labor standards and civil rights laws, regulations and precedent legal decisions to protect workers, educate employers, eliminate illegal employment practices, remove barriers to equal opportunity in employment and deliver benefits to qualified clients. At this level employees are overseeing labor law enforcement work, ensuring compliance of all cases.

• Supervision is exercised over at least two or merit full-time positions. The elements of supervision include planning, assigning, reviewing, evaluating, coaching, training, recommending hire/fire and discipline.
• Provides technical guidance to staff regarding the methods of handling cases and makes decision on the most complex or unusual cases.
• Reviews case records and monthly reports prepared by staff for conformance to investigative procedures, accuracy of content, timelines, and validity of findings, and returns incorrect documents to staff for revision.
• Conducts investigations in the most difficult cases; analyzes data to determine whether a statutory violation occurred; determines the most appropriate measures to enforce compliance.
• May review Industrial Accident Board decisions/awards issued prior to disbursement to ensure correct citations/legal issues to verify correct award amounts controls and monitors the second injury and contingency fund regarding petitions to terminate to reduce the number of claimants receiving benefits from the fund.
• Analyzes and evaluates operations to identify challenges and make recommendations such as implementing new/revised internal procedures or rules to facilitate effectiveness; oversees the implementation of such changes; oversees resolution of risk management issues.
• Participates in strategic planning and ensures goals and objectives are met.
• Researches and analyzes the impact of proposed/existing State and Federal legislation on agency operations; prepares reports of findings and recommendations.

The intent of the listed knowledge, skills and abilities is to give a general indication of the core requirements for all positions in the class series; therefore, the KSA’s listed are not exhaustive or necessarily inclusive of the requirements of every position in the class.

• Knowledge of State and Federal labor standards, civil rights or workers compensation laws, rules, regulations, precedent setting court decisions and administrative decisions.
• Knowledge of labor relations, employment and labor practices.
• Knowledge of legislative, administrative and regulatory provision covering public employee organizations.
• Skill in effective oral and written communication with all segments of the population.
• Skill in conducting interviews and investigations.
• Ability to interpret, explain and apply labor laws, rules, regulations, policies and procedures.
• Ability to understand and interpret statistical data.
• Ability to establish and maintain effective working relationships with associates, claimants, employers and the public.
• Ability to give a clear, logical, and quick response in a consultative situation.

• Knowledge of the principles and methods of casework management.
• Knowledge of the techniques, principles and practices of mediation, conciliation and negotiation of discrimination and other labor complaints.
• Knowledge of the effects of discrimination and employment problems on the social and economic well-being of individuals
• Knowledge of legal terminology, rules of the court and rules of evidence.
• Skill in conducting interviews, inspections and investigations including methods and techniques of gathering and analyzing evidence.
• Skill in conducting negotiations, conciliations and in facilitating resolutions to disputes between adversarial parties.
• Skill in planning, organizing and implementing effective on-site inspections.
• Ability to interpret, explain and apply labor standards, civil rights and workers compensation laws, rules, regulations policies and procedures. 
• Ability to conduct conciliation/mediation sessions.
• Ability to understand and interpret employment and medical records.
• Ability to secure and analyze facts and make sound recommendations. 
• Ability to maintain records and prepare reports.
• Ability to establish and maintain effective working relationships with other employees, representatives of other governmental agencies, private sector employers and the public.

• Knowledge of the principles, practice, and techniques of law enforcement.
• Knowledge of applicable State and Federal unemployment insurance statutes concerning misclassification of Knowledge of applicable state and federal misclassification of worker statutes.
• Knowledge of organizational leadership/Management.
• Skill in public speaking and teaching methods and techniques.
• Skill in recognizing subtle, real, and informational evidence.
• Skill in advanced statistical methods.
• Skill in presenting training courses which includes a variety of training methods.
• Ability to establish and maintain effective working relationships with other Department of Labor divisions, state/federal agencies, community organizations and the public.
• Ability to assign and review/monitor work of staff.
• Ability to train staff.

• Knowledge of the principles and practices of supervision.
• Knowledge of policy and procedure development.
• Skill in planning and coordinating a variety of enforcement activities.
• Skill in recommending process or customer service improvements, solutions, or enhancements.
• Skill in anticipating and resolving challenges and risks and improving compliance.
• Skill in organizing and conducting effective meetings.  
• Ability to apply past practices and experience to resolve increasingly complex challenges and sensitive matters.
• Ability to set unit priorities, performance standards and monitor outcomes.   
• Ability to train staff in all Offices within the Division of Industrial Affairs.