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The ILAW International Lawyers Assisting Employees library focuses on international labor law. It contains countless cases, reports and articles, and news covering significant legal developments around the globe.

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 work environment activities for about 165 million workers and 11 million work environments. Following is a quick description of much of DOL's primary statutes most commonly applicable to companies, task hunters, employees, retired people, professionals and grantees.

For reliable details and referrals to fuller descriptions on these laws, you ought to consult the statutes and guidelines themselves. The Fair Labor Standards Act recommends requirements for salaries 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 employees who are not otherwise exempt at least the federal minimum wage and overtime pay of one-and-one-half-times the routine rate of pay.

For agricultural operations, it restricts the work of children under age 16 throughout school hours and in specific tasks deemed too hazardous. The Wage and Hour Division likewise implements the labor requirements provisions of the Migration and Nationality Act that use 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 controlled by OSHA or OSHA-approved state programs, which also cover public sector employers. Companies covered by the OSH Act must comply with OSHA's regulations and safety and health requirements. Companies also have a general duty under the OSH Act to provide their workers with work and a workplace devoid of acknowledged, major dangers.

Compliance assistance and other cooperative programs are also offered. 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 Workplace of Employees' Settlement Programs does not have a function in the administration or oversight of state employees' payment programs.

The Energy Worker Occupational Illness Settlement Program Act is a payment program that offers 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 specialists and subcontractors as an outcome of cancer triggered by direct exposure to radiation, or particular illnesses triggered by exposure to beryllium or silica sustained in the efficiency of task, along with for payment of a lump-sum of $50,000 and potential medical benefits to people (or certain of their survivors) figured out by the Department of Justice to be eligible for compensation as uranium employees under area 5 of the Radiation Exposure Payment Act.

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8101 et seq., establishes a comprehensive and unique workers' settlement program which pays payment for the disability or death of a federal worker arising from accident sustained while in the efficiency of task. FECA, administered by OWCP, offers advantages for wage loss payment for total or partial disability, schedule awards for long-term loss or loss of use of defined members of the body, associated medical costs, and vocational rehabilitation.

The statute likewise provides monthly benefits to a deceased miner's survivors if the miner's death was due to black lung illness. The Staff Member Retirement Income Security Act (ERISA) manages companies who provide pension or well-being advantage prepare for their workers. 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 plans and on others having transactions with these plans.

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Under Title IV, specific companies and strategy administrators must money an insurance coverage system to protect particular kinds of retirement advantages, with premiums paid to the federal government's Pension Benefit Guaranty Corporation. EBSA also administers reporting requirements for extension of health-care provisions, needed under the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA) and the health care portability requirements on group strategies under the Health Insurance Coverage Mobility and Accountability Act (HIPAA).

It safeguards union funds and promotes union democracy by needing labor companies to submit annual monetary reports, by needing union authorities, companies, and labor experts to submit reports concerning 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 individuals who serve in the armed forces have a right to reemployment with the company they were with when they entered service. This consists of those called up from the reserves or National Guard.