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The ILAW International Attorneys Assisting Employees library concentrates on worldwide labor law. It includes thousands of cases, reports and articles, and news covering significant legal advancements worldwide.

The U.S. Department of Labor (DOL) administers and enforces more than 180 federal laws. These mandates and the guidelines that implement them cover many office activities for about 165 million employees and 11 million offices. Following is a quick description of much of DOL's principal statutes most typically applicable to organizations, task applicants, workers, retired people, professionals and grantees.

For reliable information and recommendations to fuller descriptions on these laws, you must consult the statutes and policies themselves. The Fair Labor Standards Act recommends requirements for incomes and overtime pay, which affect most personal and public work. The act is administered by the Wage and Hour Department. It needs employers to pay covered staff members 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 restricts the employment of kids under age 16 during school hours and in particular tasks deemed too hazardous. The Wage and Hour Department likewise implements the labor standards provisions of the Migration and Nationality Act that use to aliens authorized to operate 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 most personal markets are controlled by OSHA or OSHA-approved state programs, which likewise cover public sector companies. Companies covered by the OSH Act should adhere to OSHA's regulations and safety and health requirements. Employers also have a general task under the OSH Act to supply their employees with work and a work environment devoid of recognized, serious threats.

Compliance support and other cooperative programs are also readily available. If you worked for a you need to contact the for the state in which you lived or worked. The U.S. Department of Labor's Workplace of Employees' Settlement Programs does not have a role in the administration or oversight of state workers' compensation programs.

The Energy Employees Occupational Health Problem Settlement Program Act is a settlement program that supplies a lump-sum payment of $150,000 and prospective medical advantages to employees (or specific of their survivors) of the Department of Energy and its specialists and subcontractors as a result of cancer triggered by exposure to radiation, or certain health problems caused by exposure to beryllium or silica incurred in the performance of responsibility, in addition to for payment of a lump-sum of $50,000 and prospective medical benefits to people (or particular of their survivors) identified by the Department of Justice to be eligible for settlement as uranium employees under area 5 of the Radiation Exposure Payment Act.

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8101 et seq., develops a thorough and exclusive workers' payment program which pays settlement for the disability or death of a federal staff member arising from injury sustained while in the performance of duty. FECA, administered by OWCP, offers advantages for wage loss compensation for total or partial impairment, schedule awards for long-term loss or loss of usage of defined members of the body, associated medical costs, and vocational rehab.

The statute likewise offers regular monthly advantages to a departed miner's survivors if the miner's death was due to black lung illness. The Staff Member Retirement Income Security Act (ERISA) controls companies who use pension or welfare advantage prepare for their workers. Title I of ERISA is administered by the Worker 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 negotiations with these plans.

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Under Title IV, certain companies and plan administrators must fund an insurance coverage system to protect specific kinds of retirement benefits, with premiums paid to the federal government's Pension Benefit Warranty Corporation. EBSA likewise administers reporting requirements for continuation of health-care arrangements, needed under the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA) and the healthcare mobility requirements on group strategies under the Health Insurance Coverage Mobility and Responsibility Act (HIPAA).

It safeguards union funds and promotes union democracy by requiring labor organizations to file annual monetary reports, by needing union authorities, employers, and labor specialists to submit reports relating to specific labor relations practices, and by developing standards for the election of union officers. The act is administered by the Workplace of Labor-Management Standards.

Certain individuals who serve in the armed forces have a right to reemployment with the employer they were with when they entered service. This consists of those called up from the reserves or National Guard.