801.42—Civil money penalties—assessment.
(a)
A civil money penalty in an amount not to exceed $10,000 for any violation may be assessed against any employer for:
(1)
Requiring, requesting, suggesting or causing an employee or prospective employee to take a lie detector test or using, accepting, referring to or inquiring about the results of any lie detector test of any employee or prospective employee, other than as provided in the Act or this part;
(2)
Taking an adverse action or discriminating in any manner against any employee or prospective employee on the basis of the employee's or prospective employee's refusal to take a lie detector test, other than as provided in the Act or this part;
(3)
Discriminating or retaliating against an employee or prospective employee for the exercise of any rights under the Act;
(4)
Disclosing information obtained during a polygraph test, except as authorized by the Act or this part;
(6)
Resisting, opposing, impeding, intimidating, or interfering with an official of the Department of Labor during the performance of an investigation, inspection, or other law enforcement function under the Act or this part; or
(b)
In determining the amount of penalty to be assessed for any violation of the Act or this part, the Administrator will consider the previous record of the employer in terms of compliance with the Act and regulations, the gravity of the violations, and other pertinent factors. The matters which may be considered include, but are not limited to, the following:
(5)
If the violations resulted from the actions or inactions of an examiner, the steps taken by the employer to ensure the examiner complied with the Act and the regulations in this part, and the extent to which the employer could reasonably have foreseen the examiner's actions or inactions;
(6)
The explanation of the employer, including whether the violations were the result of a bona fide dispute of doubtful legal certainty;
(8)
Commitment to future compliance, taking into account the public interest and whether the employer has previously violated the provisions of the Act or this part.