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The U.S. Department of Labor (DOL) administers and imposes more than 180 federal laws. These mandates and the guidelines that execute them cover many office activities for about 165 million employees and 11 million workplaces. Following is a quick description of many of DOL's principal statutes most frequently relevant to services, task seekers, workers, retirees, specialists and beneficiaries.

For authoritative details and recommendations to fuller descriptions on these laws, you need to consult the statutes and regulations themselves. The Fair Labor Standards Act recommends requirements for salaries and overtime pay, which impact most personal and public employment. The act is administered by the Wage and Hour Department. It requires companies to pay covered employees who are not otherwise exempt at least the federal base pay and overtime pay of one-and-one-half-times the regular rate of pay.

For agricultural operations, it prohibits the work of kids under age 16 throughout school hours and in specific jobs deemed too harmful. The Wage and Hour Division also enforces the labor standards provisions of the Migration and Citizenship Act that apply to aliens authorized to work in the U.S. under certain nonimmigrant visa programs (H-1B, H-1B1, H-1C, H2A).

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Security and health conditions in the majority of private markets are regulated by OSHA or OSHA-approved state programs, which likewise cover public sector employers. Employers covered by the OSH Act need to adhere to OSHA's policies and security and health requirements. Employers also have a basic responsibility under the OSH Act to supply their employees with work and a work environment devoid of recognized, serious risks.

Compliance support and other cooperative programs are also available. If you worked for a you need to call the for the state in which you lived or worked. The U.S. Department of Labor's Office of Workers' Payment Programs does not have a function in the administration or oversight of state employees' payment programs.

The Energy Personnel Occupational Illness Compensation Program Act is a payment program that supplies a lump-sum payment of $150,000 and prospective medical benefits to workers (or particular of their survivors) of the Department of Energy and its professionals and subcontractors as a result of cancer brought on by direct exposure to radiation, or particular health problems triggered by exposure to beryllium or silica sustained in the efficiency of responsibility, in addition to for payment of a lump-sum of $50,000 and potential medical benefits to individuals (or certain of their survivors) determined by the Department of Justice to be qualified for compensation as uranium workers under section 5 of the Radiation Exposure Settlement Act.

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8101 et seq., establishes a thorough and special workers' settlement program which pays compensation for the impairment or death of a federal worker resulting from individual injury sustained while in the efficiency of duty. FECA, administered by OWCP, provides benefits for wage loss settlement for total or partial disability, schedule awards for irreversible loss or loss of use of defined members of the body, associated medical expenses, and occupation rehabilitation.

The statute also offers regular monthly advantages to a deceased miner's survivors if the miner's death was due to black lung illness. The Employee Retirement Earnings Security Act (ERISA) regulates companies who use pension or well-being benefit prepare for their employees. Title I of ERISA is administered by the Employee Advantage Security Administration (EBSA) and enforces a wide variety of fiduciary, disclosure and reporting requirements on fiduciaries of pension and welfare advantage strategies and on others having dealings with these plans.

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

It protects union funds and promotes union democracy by needing labor organizations to submit yearly monetary reports, by requiring union officials, employers, and labor experts to submit reports regarding specific labor relations practices, and by establishing standards for the election of union officers. The act is administered by the Office of Labor-Management Standards.

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