Use the catalog below to access apps provided by the U.S. Federal Executive Branch. Types of apps available include widgets, gadgets, tools, and RSS feeds. Click on the name of an app to view additional metadata about it. By accessing these apps, you agree to the Data Policy. The Government Apps catalog provides hyperlinks which may lead to agency tools or agency web pages that allow you to mine datasets.
- Broadcasting Board of Governors
- Commodity Futures Trading Commission
- Corporation for National and Community Service
- Court Services and Offender Supervision Agency
- Department of Agriculture
- Department of Commerce
- Department of Defense
- Department of Education
- Accommodation, Food Services, and Other Services
- Arts, Recreation, and Travel
- Banking, Finance, and Insurance
- Births, Deaths, Marriages, and Divorces
Weekly Fatality Reports Weekly Fatality Reports Labor Force, Employment, and Earnings
Form 5500 Annual Return/Report Datasets Form 5500 Annual Return/Report Datasets Population
H-1B Program Historical Data H-1B Program Historical Data Labor Force, Employment, and Earnings
A Labor Condition Application (LCA) is used by employers as supporting evidence for the petition for an H-1B visa. Only first issuance H-1B visas are subject to the legislated numeric limitation. DOL disclosure data does not indicate the employer's intended use for the LCA. Data for the 2010 Fiscal Year is extracted from the iCert system. Data for the 2009 Fiscal Year is extracted from the iCert system and the eFile system Prior to the 2009 Fiscal Year employers have had the option to file H-1B applications via the LCA E-File online system or via the automated fax system. H-1B data is available for both systems as separate files. Over 90 percent of H-1B applications were e-filed in FY 2004. The data are available for download by fiscal year (October to September) in Microsoft Access or comma delimited text format. To speed up the download process the data are in ZIP files, however the files are still very large, and can take 2 hours or more to download using a dial-up connection. A ZIP file utility is necessary to extract the files.
H-2A Program Historical Data H-2A Program Historical Data Labor Force, Employment, and Earnings
Data Transparency at MSHA Data Transparency at MSHA Other
Employees' Compensation Appeals Board Decisions Employees' Compensation Appeals Board Decisions Labor Force, Employment, and Earnings
Contains Final Decisions of the Employees' Compensation Appeals Board under the Federal Employees' Compensation Act with respect to claims of federal employees injured in the course of their employment. The Board has final authority to determine the liability of the Federal government with respect to the disability or death of employees injured in the scope of their employment. There is no further administrative or judicial appeal of ECAB decisions. The Board consists of three permanent judges appointed by the Secretary of Labor, one of whom is designated as Chief Judge and Chairman of the Board.
Office of Foreign Labor Certification Disclosure Data Office of Foreign Labor Certification Disclosure Data Labor Force, Employment, and Earnings
This page allows the public to access the latest quarterly and annual disclosure data in easily accessible formats for the purpose of performing in-depth longitudinal research and analysis. OFLC case disclosure data are available for download on a Federal Fiscal Year cycle covering the October 1 through September 30 period in Microsoft Access (mdb) file format. Select data fields for each case record are extracted from foreign labor certification application tables within OFLC case management systems based on the most recent date a determination decision was issued. Each data set is cumulative, containing unique records identified by the applicable OFLC case number, and any noticeable typographical or other data anomalies may be due to internal data entry or other external customer errors in completing the application form. Important Notice: Employer-specific case information that appears on FLCDataCenter.com was provided to ETA by employers who submitted foreign labor certification applications. These are not employer responses to the Bureau of Labor Statistics' Occupational Employment Statistics (BLS-OES) survey. The BLS-OES program provides estimates used to assist in setting the wage levels in the FLC wage library. However, the BLS does not provide ETA with the wage rates reported to BLS by individual businesses. The identity of respondents and the information that they report to BLS is kept in strict confidence in accordance with BLS Data Integrity Guidelines and with the Confidentiality Information Protection and Statistical Efficiency Act (CIPSEA) of 2002. Latest Quarterly Updates Beginning October 1, 2010 (FY 2011), OFLC is posting cumulative quarterly case disclosure data covering the permanent and temporary labor certification programs as well as the new prevailing wage program. The following case disclosure files cover determination decisions issued between October 1 and December 31, 2010. A small percentage of determination decisions are subject to change in subsequent quarterly releases due to appeal or redetermination decisions on employer applications.
Wage Hour Opinion Letters Wage Hour Opinion Letters Labor Force, Employment, and Earnings
The requirements of the laws enforced by the Wage and Hour Division (WHD) are set by statutes and regulations. WHD opinion letters explain these requirements and how they apply to particular circumstances. Opinion letters constitute WHD's interpretation of the requirements discussed in the context of a specific factual situation.
Benefits Review Board Decisions Benefits Review Board Decisions Labor Force, Employment, and Earnings
Office of Administrative Law Judges Decisions Office of Administrative Law Judges Decisions Labor Force, Employment, and Earnings
This dataset includes Office of Administrative Law Judges decisions arising from over 80 labor-related statutes and regulations, including grants administration relating to training of the unskilled and economically disadvantaged; civil rights; alien labor certifications and attestations; Black Lung and Longshore workers' compensation program areas; whistleblower cases; complaints involving corporate fraud, nuclear, environmental, pipeline safety, aviation and commercial trucking statutes; minimum wage disputes; enforcement actions involving the working conditions of migrant farm laborers; disputes involving child labor violations hearings on mine safety variances; OSHA formal rulemaking proceedings; contract disputes; civil fraud in federal programs; employee polygraph tests; certain recordkeeping required by ERISA; standards of conduct in union elections.
OSHA Gulf Oil Spill Sampling Data for Assessing Worker Exposures OSHA Gulf Oil Spill Sampling Data for Assessing Worker Exposures Labor Force, Employment, and Earnings
Following its sampling plan, OSHA industrial hygienists are monitoring workers engaged in the oil spill clean up in the Gulf of Mexico for exposure to hazardous chemicals and conditions. These data tables provide sample results for chemicals, noise, and heat stress index measurements. Samples to assess airborne concentrations of oil, weathered oil, oil dispersants, cleaning agents and other materials as identified are taken. When evaluating worker exposure, direct reading instruments and shift-long sampling is performed in the actual breathing zone of workers. OSHA has also sampled areas that are periodically frequented by workers but the samples are not taken from the breathing zone of workers. Finally, OSHA has sampled directly over tar balls, inside bags containing contaminated materials, and other locations that do not represent worker exposure but provide information on the types of chemicals that may be coming off contaminated materials.
PERM Program Historical Data PERM Program Historical Data Labor Force, Employment, and Earnings
H-2B Program Historical Data H-2B Program Historical Data Labor Force, Employment, and Earnings
VETS-100 Program Data VETS-100 Program Data Labor Force, Employment, and Earnings
Title 38, United States Code, Section 4212(d) requires that federal contractors report at least annually the numbers of employees in the workforce by job category and hiring location, and the number of such employees, by job category and hiring location, who are qualified covered veterans. Federal contractors must report the total number of new hires during the period covered by the report and the number of such employees who are qualified covered veterans. Additionally, federal contractors must report on the maximum and minimum number of employees during the period covered by the report. The VETS-100A Report is completed by all nonexempt federal contractors and subcontractors with a contract or subcontract entered into or modified on or after December 1, 2003, in the amount of $100,000 or more with any department or agency of the United States for the procurement of personal property and non-personal services. The VETS-100 Report, meanwhile, is completed by all nonexempt federal contractors and subcontractors with a contract or subcontract entered into or before December 1, 2003, in the amount of $25,000 or more with any department or agency of the United States for the procurement of personal property and non-personal services. Services include but are not limited to the following services: utility, construction, transportation, research, insurance, and fund depository, irrespective of whether the government is the purchaser or seller.Single-establishment employers must file one completed VETS-100 and/or VETS-100A Report. All multi-establishment employers (i.e., those doing business at more than one hiring location) must file (A) a VETS-100 and/or VETS-100A Report covering the principal or headquarters office: (B) a separate VETS-100 and/or VETS-100A Report for each hiring location employing 50 or more persons: and (C) EITHER, (i) a separate VETS-100 and/or VETS-100A Report for each hiring location employing fewer than 50 persons, OR (ii) consolidated reports that cover hiring locations within one State that have fewer than 50 employees. Each state consolidated report must also list the name and address of the hiring locations covered by the report. Data must be provided for all regular full-time and part-time employees who were disabled veterans, other protected veterans, Armed Forces service medal veterans, or recently separated veterans employed as of the ending date of the selected payroll period. Do not include employees specifically excluded as indicated in 41 CFR 61-300.2(b)(2). Employees must be counted by qualified covered veteran status for each of the occupational categories (e.g., Other Protected Veteran) included on the VETS-100 and VETS-100A forms. In addition, the number of regular full-time and part-time employees who were hired, both veterans and non-veterans, as well as those who were hired by veteran category, and who were included in the payroll for the first time during the 12-month period preceding the ending date of the selected payroll period must also be provided. Some reported veterans, either employees or new hires, will fall into more than one of the qualified covered veteran categories. For example, a veteran may be both a disabled veteran and an other protected veteran. In such cases the veteran must be counted in each category.