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The ILAW International Lawyers Assisting Workers 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 enforces more than 180 federal laws. These requireds and the regulations that implement them cover numerous office activities for about 165 million employees and 11 million work environments. Following is a quick description of a number of DOL's primary statutes most typically relevant to services, job hunters, employees, senior citizens, contractors and beneficiaries.

For authoritative details and referrals to fuller descriptions on these laws, you must speak with the statutes and policies 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 Division. It requires companies to pay covered workers who are not otherwise exempt a minimum of the federal base pay and overtime pay of one-and-one-half-times the regular rate of pay.

For agricultural operations, it restricts the work of children under age 16 during school hours and in particular jobs considered too unsafe. The Wage and Hour Department likewise imposes the labor standards arrangements of the Migration and Nationality Act that apply to aliens licensed 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 the majority of private industries are regulated by OSHA or OSHA-approved state programs, which also cover public sector companies. Companies covered by the OSH Act should abide by OSHA's policies and safety and health standards. Employers also have a general duty under the OSH Act to provide their staff members with work and a workplace free from acknowledged, serious hazards.

Compliance support and other cooperative programs are likewise available. If you worked for a you must 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' settlement programs.

The Energy Personnel Occupational Disease Compensation Program Act is a payment program that provides a lump-sum payment of $150,000 and prospective medical advantages to employees (or certain of their survivors) of the Department of Energy and its specialists and subcontractors as a result of cancer triggered by exposure to radiation, or particular diseases caused by exposure to beryllium or silica sustained in the efficiency of task, as well as for payment of a lump-sum of $50,000 and prospective medical advantages to individuals (or certain of their survivors) determined by the Department of Justice to be eligible for compensation as uranium employees under section 5 of the Radiation Direct Exposure Compensation Act.

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8101 et seq., develops a comprehensive and exclusive employees' settlement program which pays payment for the impairment or death of a federal employee resulting from injury sustained while in the efficiency of responsibility. FECA, administered by OWCP, offers advantages for wage loss compensation for overall or partial disability, schedule awards for permanent loss or loss of use of defined members of the body, related medical costs, and employment rehab.

The statute also provides month-to-month benefits to a deceased miner's survivors if the miner's death was due to black lung illness. The Employee Retirement Earnings Security Act (ERISA) manages companies who offer pension or welfare benefit prepare for their employees. Title I of ERISA is administered by the Staff Member Benefits Security Administration (EBSA) and enforces a large range of fiduciary, disclosure and reporting requirements on fiduciaries of pension and well-being benefit strategies and on others having negotiations with these strategies.

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Under Title IV, specific companies and plan administrators should money an insurance coverage system to safeguard certain sort of retirement benefits, with premiums paid to the federal government's Pension Benefit Guaranty Corporation. EBSA also administers reporting requirements for continuation of health-care provisions, required under the Comprehensive Omnibus Budget Plan Reconciliation Act of 1985 (COBRA) and the health care mobility requirements on group plans under the Medical Insurance Mobility and Responsibility Act (HIPAA).

It secures union funds and promotes union democracy by requiring labor companies to file yearly monetary reports, by needing union authorities, companies, and labor consultants to submit reports regarding specific labor relations practices, and by developing requirements for the election of union officers. The act is administered by the Office of Labor-Management Standards.

Remedies can consist of task reinstatement and payment of back wages. OSHA imposes the whistleblower defenses in many laws. Particular persons who serve in the militaries have a right to reemployment with the employer they were with when they got in service. This includes those contacted from the reserves or National Guard.