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The ILAW International Attorneys Assisting Employees library concentrates on global labor law. It contains thousands of cases, reports and short articles, and news covering significant legal developments around the globe.

The U.S. Department of Labor (DOL) administers and imposes more than 180 federal laws. These mandates and the policies that implement them cover many workplace activities for about 165 million employees and 11 million work environments. Following is a short description of a lot of DOL's primary statutes most frequently suitable to organizations, job hunters, workers, retirees, specialists and grantees.

For authoritative details and references to fuller descriptions on these laws, you need to seek advice from the statutes and regulations themselves. The Fair Labor Standards Act prescribes requirements for incomes and overtime pay, which impact most personal and public employment. The act is administered by the Wage and Hour Department. It needs employers to pay covered workers who are not otherwise exempt at least the federal base pay and overtime pay of one-and-one-half-times the routine rate of pay.

For agricultural operations, it forbids the work of kids under age 16 during school hours and in certain tasks deemed too unsafe. The Wage and Hour Division also implements the labor standards provisions of the Migration and Citizenship Act that apply to aliens licensed to operate in the U.S. under specific 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 likewise cover public sector employers. Employers covered by the OSH Act should abide by OSHA's guidelines and security and health requirements. Companies also have a general responsibility under the OSH Act to provide their employees with work and a work environment devoid of recognized, severe hazards.

Compliance assistance and other cooperative programs are likewise available. If you worked for a you should call the for the state in which you lived or worked. The U.S. Department of Labor's Workplace of Workers' Payment Programs does not have a function in the administration or oversight of state workers' settlement programs.

The Energy Personnel Occupational Illness Payment Program Act is a compensation program that supplies a lump-sum payment of $150,000 and potential medical benefits to workers (or certain of their survivors) of the Department of Energy and its professionals and subcontractors as a result of cancer triggered by exposure to radiation, or specific health problems triggered by exposure to beryllium or silica incurred in the efficiency of task, as well as for payment of a lump-sum of $50,000 and potential medical benefits to individuals (or certain of their survivors) identified by the Department of Justice to be qualified for compensation as uranium employees under section 5 of the Radiation Direct Exposure Compensation Act.

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8101 et seq., establishes a comprehensive and special workers' compensation program which pays settlement for the impairment or death of a federal employee arising from personal injury sustained while in the efficiency of task. FECA, administered by OWCP, provides advantages for wage loss settlement for overall or partial impairment, schedule awards for permanent loss or loss of usage of specified members of the body, related medical costs, and trade rehab.

The statute likewise provides monthly advantages to a deceased miner's survivors if the miner's death was due to black lung disease. The Worker Retirement Earnings Security Act (ERISA) controls employers who offer pension or well-being advantage plans for their staff members. Title I of ERISA is administered by the Staff Member Benefits Security Administration (EBSA) and imposes a large range of fiduciary, disclosure and reporting requirements on fiduciaries of pension and well-being benefit strategies and on others having dealings with these strategies.

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Under Title IV, specific employers and plan administrators should money an insurance system to safeguard certain kinds of retirement advantages, with premiums paid to the federal government's Pension Advantage Guaranty Corporation. EBSA also administers reporting requirements for extension of health-care arrangements, required under the Comprehensive Omnibus Spending Plan Reconciliation Act of 1985 (COBRA) and the healthcare portability requirements on group strategies under the Medical Insurance Portability and Responsibility Act (HIPAA).

It protects union funds and promotes union democracy by requiring labor organizations to submit yearly financial reports, by needing union officials, companies, and labor experts to file reports regarding specific labor relations practices, and by establishing standards for the election of union officers. The act is administered by the Office of Labor-Management Standards.

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