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The ILAW International Attorneys Assisting Employees library concentrates on worldwide labor law. It contains countless cases, reports and short articles, and news covering major legal developments all over the world.

The U.S. Department of Labor (DOL) administers and implements more than 180 federal laws. These mandates and the regulations that implement them cover numerous office activities for about 165 million employees and 11 million workplaces.

For reliable info and referrals to fuller descriptions on these laws, you must consult the statutes and guidelines themselves. The Fair Labor Standards Act prescribes requirements for wages and overtime pay, which impact most personal and public employment. The act is administered by the Wage and Hour Department. It requires 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 regular rate of pay.

For farming operations, it forbids the employment of children under age 16 during school hours and in specific jobs deemed too dangerous. The Wage and Hour Department likewise imposes the labor standards provisions of the Migration and Nationality 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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Safety and health conditions in many personal industries are regulated by OSHA or OSHA-approved state programs, which also cover public sector employers. Companies covered by the OSH Act need to adhere to OSHA's guidelines and security and health standards. Employers also have a general task under the OSH Act to offer their staff members with work and a workplace devoid of acknowledged, serious hazards.

Compliance help and other cooperative programs are likewise available. If you worked for a you must call 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 employees' payment programs.

The Energy Employees Occupational Disease Compensation Program Act is a compensation program that offers a lump-sum payment of $150,000 and potential medical advantages 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 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 particular of their survivors) figured out by the Department of Justice to be qualified for settlement as uranium workers under area 5 of the Radiation Direct Exposure Compensation Act.

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8101 et seq., develops a detailed and unique workers' payment program which pays settlement for the disability or death of a federal worker resulting from accident sustained while in the efficiency of task. FECA, administered by OWCP, offers benefits for wage loss payment for total or partial special needs, schedule awards for permanent loss or loss of use of defined members of the body, related medical expenses, and trade 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 disease. The Staff Member Retirement Earnings Security Act (ERISA) controls employers who provide pension or welfare benefit strategies for their staff members. Title I of ERISA is administered by the Staff Member Benefits Security Administration (EBSA) and imposes a vast array of fiduciary, disclosure and reporting requirements on fiduciaries of pension and welfare advantage plans and on others having negotiations with these strategies.

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Under Title IV, specific companies and strategy administrators need to fund an insurance coverage system to safeguard specific type of retirement benefits, with premiums paid to the federal government's Pension Advantage Warranty Corporation. EBSA also administers reporting requirements for continuation of health-care provisions, needed under the Comprehensive Omnibus Budget Plan Reconciliation Act of 1985 (COBRA) and the health care portability requirements on group strategies under the Health Insurance Portability and Accountability Act (HIPAA).

It secures union funds and promotes union democracy by needing labor companies to submit yearly monetary reports, by needing union officials, companies, and labor specialists to submit 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.

Treatments can consist of job reinstatement and payment of back earnings. OSHA implements the whistleblower protections in many laws. Certain 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 phoned from the reserves or National Guard.