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The ILAW International Attorneys Assisting Workers library focuses on worldwide labor law. It contains countless cases, reports and articles, and news covering major legal advancements all over the world.

The U.S. Department of Labor (DOL) administers and enforces more than 180 federal laws. These mandates and the policies that execute them cover numerous workplace activities for about 165 million workers and 11 million offices. Following is a quick description of many of DOL's primary statutes most commonly relevant to organizations, job applicants, employees, retirees, professionals and beneficiaries.

For reliable information and references to fuller descriptions on these laws, you ought to speak with the statutes and guidelines themselves. The Fair Labor Standards Act recommends standards for wages and overtime pay, which affect most private and public work. The act is administered by the Wage and Hour Department. It requires employers to pay covered staff members who are not otherwise exempt at least the federal minimum wage and overtime pay of one-and-one-half-times the routine rate of pay.

For farming operations, it restricts the work of children under age 16 throughout school hours and in specific jobs considered too unsafe. The Wage and Hour Department also imposes the labor standards provisions of the Migration and Citizenship Act that use to aliens licensed to operate in the U.S. under specific nonimmigrant visa programs (H-1B, H-1B1, H-1C, H2A).

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Safety and health conditions in many personal markets are controlled by OSHA or OSHA-approved state programs, which also cover public sector employers. Companies covered by the OSH Act must adhere to OSHA's guidelines and security and health requirements. Companies likewise have a basic duty under the OSH Act to supply their staff members with work and a work environment devoid of recognized, serious hazards.

Compliance support and other cooperative programs are likewise readily available. If you worked for a you should contact the for the state in which you lived or worked. The U.S. Department of Labor's Office of Employees' Payment Programs does not have a role in the administration or oversight of state employees' compensation programs.

The Energy Employees Occupational Disease Compensation Program Act is a compensation program that provides a lump-sum payment of $150,000 and prospective medical benefits to employees (or certain of their survivors) of the Department of Energy and its contractors and subcontractors as a result of cancer caused by exposure to radiation, or particular health problems caused by direct exposure to beryllium or silica sustained in the performance of task, as well as for payment of a lump-sum of $50,000 and prospective medical benefits to individuals (or specific of their survivors) determined by the Department of Justice to be qualified for payment as uranium employees under section 5 of the Radiation Direct Exposure Settlement Act.

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8101 et seq., develops a thorough and unique workers' settlement program which pays settlement for the impairment or death of a federal staff member resulting from accident sustained while in the performance of duty. FECA, administered by OWCP, offers advantages for wage loss compensation for overall or partial impairment, schedule awards for long-term loss or loss of use of specified members of the body, related medical costs, and occupation rehab.

The statute also supplies regular monthly benefits to a deceased miner's survivors if the miner's death was due to black lung illness. The Staff Member Retirement Income Security Act (ERISA) manages employers who provide pension or well-being advantage prepare for their employees. Title I of ERISA is administered by the Staff Member Advantage Security Administration (EBSA) and enforces a large range of fiduciary, disclosure and reporting requirements on fiduciaries of pension and welfare advantage plans and on others having dealings with these plans.

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Under Title IV, specific companies and strategy administrators need to fund an insurance coverage system to safeguard specific sort of retirement advantages, with premiums paid to the federal government's Pension Benefit Guaranty Corporation. EBSA likewise administers reporting requirements for extension of health-care arrangements, needed under the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA) and the health care portability requirements on group strategies under the Medical Insurance Mobility and Responsibility Act (HIPAA).

It protects union funds and promotes union democracy by needing labor organizations to submit annual financial reports, by needing union officials, employers, and labor experts to file reports relating to specific labor relations practices, and by developing standards for the election of union officers. The act is administered by the Office of Labor-Management Standards.

Specific persons who serve in the armed forces have a right to reemployment with the company they were with when they went into service. This consists of those called up from the reserves or National Guard.