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The ILAW International Lawyers Assisting Employees library focuses on worldwide labor law. It includes thousands of cases, reports and short articles, and news covering major legal advancements all over the world.

The U.S. Department of Labor (DOL) administers and implements more than 180 federal laws. These mandates and the policies that implement them cover numerous work environment activities for about 165 million workers and 11 million workplaces. Following is a quick description of many of DOL's principal statutes most typically appropriate to services, task seekers, employees, retirees, contractors and grantees.

For authoritative details and referrals to fuller descriptions on these laws, you ought to consult the statutes and regulations themselves. The Fair Labor Standards Act recommends 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 companies to pay covered employees 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 restricts the employment of children under age 16 during school hours and in certain jobs considered too unsafe. The Wage and Hour Division also implements the labor requirements provisions of the Immigration and Nationality Act that use to aliens licensed to operate 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 the majority of private markets are managed by OSHA or OSHA-approved state programs, which likewise cover public sector companies. Employers covered by the OSH Act should abide by OSHA's guidelines and security and health standards. Employers likewise have a general duty under the OSH Act to supply their staff members with work and an office totally free from acknowledged, major dangers.

Compliance help and other cooperative programs are also offered. 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' Compensation Programs does not have a role in the administration or oversight of state employees' payment programs.

The Energy Personnel Occupational Health Problem Compensation Program Act is a compensation program that supplies a lump-sum payment of $150,000 and potential medical advantages to employees (or certain of their survivors) of the Department of Energy and its specialists and subcontractors as an outcome of cancer brought on by exposure to radiation, or certain health problems triggered by exposure to beryllium or silica sustained in the performance of duty, in addition to for payment of a lump-sum of $50,000 and potential medical benefits to people (or certain of their survivors) identified by the Department of Justice to be eligible for payment as uranium employees under section 5 of the Radiation Exposure Compensation Act.

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8101 et seq., develops a comprehensive and special employees' settlement program which pays settlement for the special needs or death of a federal worker arising from accident sustained while in the efficiency of task. FECA, administered by OWCP, supplies benefits for wage loss compensation for total or partial impairment, schedule awards for irreversible loss or loss of usage of defined members of the body, related medical costs, and vocational rehabilitation.

The statute likewise provides regular monthly advantages to a departed miner's survivors if the miner's death was due to black lung illness. The Worker Retirement Income Security Act (ERISA) manages companies who provide pension or well-being benefit prepare for their staff members. Title I of ERISA is administered by the Employee Benefits Security Administration (EBSA) and enforces a broad variety of fiduciary, disclosure and reporting requirements on fiduciaries of pension and welfare advantage strategies and on others having transactions with these plans.

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Under Title IV, specific employers and plan administrators should money an insurance coverage system to protect specific kinds of retirement advantages, with premiums paid to the federal government's Pension Benefit Warranty Corporation. EBSA likewise administers reporting requirements for continuation of health-care arrangements, required under the Comprehensive Omnibus Spending Plan Reconciliation Act of 1985 (COBRA) and the health care mobility requirements on group plans under the Health Insurance Mobility and Accountability Act (HIPAA).

It safeguards union funds and promotes union democracy by needing labor companies to file annual monetary reports, by needing union authorities, employers, and labor consultants to submit reports relating to particular labor relations practices, and by developing requirements for the election of union officers. The act is administered by the Workplace 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 entered service. This includes those called up from the reserves or National Guard.