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The ILAW International Attorneys Assisting Employees library focuses on worldwide labor law. It includes countless cases, reports and short articles, and news covering significant legal advancements around the world.

The U.S. Department of Labor (DOL) administers and imposes more than 180 federal laws. These mandates and the policies that execute them cover numerous work environment activities for about 165 million workers and 11 million work environments.

For reliable details and recommendations to fuller descriptions on these laws, you should speak with the statutes and regulations themselves. The Fair Labor Standards Act prescribes requirements for wages and overtime pay, which affect most personal and public work. The act is administered by the Wage and Hour Division. It needs employers to pay covered workers who are not otherwise exempt a minimum of the federal minimum wage and overtime pay of one-and-one-half-times the regular rate of pay.

For agricultural operations, it prohibits the employment of children under age 16 during school hours and in certain jobs deemed too hazardous. The Wage and Hour Division also imposes the labor requirements provisions of the Immigration and Nationality Act that use to aliens authorized to work in the U.S. under particular nonimmigrant visa programs (H-1B, H-1B1, H-1C, H2A).

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Security and health conditions in many private industries are regulated by OSHA or OSHA-approved state programs, which also cover public sector employers. Companies covered by the OSH Act should abide by OSHA's regulations and safety and health requirements. Companies likewise have a basic task under the OSH Act to provide their staff members with work and a workplace free from acknowledged, major threats.

Compliance support and other cooperative programs are also 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 Workers' Compensation Programs does not have a role in the administration or oversight of state workers' settlement programs.

The Energy Employees Occupational Health Problem Compensation Program Act is a compensation program that offers a lump-sum payment of $150,000 and potential medical advantages to workers (or specific of their survivors) of the Department of Energy and its professionals and subcontractors as a result of cancer caused by exposure to radiation, or particular health problems brought on by direct exposure to beryllium or silica sustained in the efficiency of responsibility, as well as for payment of a lump-sum of $50,000 and potential medical benefits to people (or certain of their survivors) determined by the Department of Justice to be eligible for settlement as uranium employees under area 5 of the Radiation Direct Exposure Payment Act.

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8101 et seq., develops a thorough and unique workers' compensation program which pays settlement for the impairment or death of a federal staff member arising from personal injury sustained while in the efficiency of responsibility. FECA, administered by OWCP, provides benefits for wage loss compensation for total or partial impairment, schedule awards for permanent loss or loss of usage of defined members of the body, related medical expenses, and occupation rehab.

The statute likewise supplies regular monthly benefits to a deceased miner's survivors if the miner's death was because of black lung disease. The Staff Member Retirement Earnings Security Act (ERISA) regulates companies who use pension or well-being advantage strategies for their staff members. Title I of ERISA is administered by the Employee Benefits 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 transactions with these plans.

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Under Title IV, certain employers and plan administrators should money an insurance system to protect certain sort of retirement advantages, with premiums paid to the federal government's Pension Advantage Warranty Corporation. EBSA likewise administers reporting requirements for extension of health-care provisions, required under the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA) and the healthcare mobility requirements on group strategies under the Medical Insurance Mobility and Responsibility Act (HIPAA).

It protects union funds and promotes union democracy by requiring labor companies to file yearly monetary reports, by needing union officials, companies, and labor specialists to submit reports regarding certain 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 employer they were with when they entered service. This includes those called up from the reserves or National Guard.