It’s been over a decade since the US Department of Labor (DOL) abandoned its long practice of issuing opinion letters in response to employer questions on Fair Labor Standards Act (FLSA) application. Back in 2009, DOL changed that historic approach to resolving issues relating FLSA and began suing employers as the primary approach to enforcing FLSA provisions and exacting punishment on violators. Furthermore, it ceased issuing opinion letters on questions raised by employers and resorted to “general guidance” on issues of its choosing. In addition, violations of the FLSA and these “general guidance” were met with the new practice of assessing pre-litigation liquidated damages on the allegation of FLSA violations. The result was devastating financially for many employers and fear-inducing for many others. Now, as a result of the Trump administration approach to reducing regulatory burdens on businesses as mandated by Executive Order 13924, DOL is again welcoming employer questions on the application of the FLSA and issuing corresponding opinion letters. Further DOL, with the release of Field Assistance Bulletin 2020-2 at the end of last month, announced that except in the case of an egregious violation, it will no longer employ the practice of assessing pre-litigation liquidated damages on employers alleged to have violated the Fair Labor Standards Act.