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

The U.S. Department of Labor (DOL) administers and imposes more than 180 federal laws. These mandates and the regulations that implement them cover lots of workplace activities for about 165 million workers and 11 million offices. Following is a brief description of many of DOL's primary statutes most typically relevant to businesses, task hunters, workers, senior citizens, contractors and grantees.

For authoritative information and references to fuller descriptions on these laws, you need to consult the statutes and regulations themselves. It needs companies 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 farming operations, it restricts the work of children under age 16 throughout school hours and in certain jobs deemed too unsafe. The Wage and Hour Department likewise enforces the labor requirements provisions of the Migration and Citizenship Act that apply to aliens authorized 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 most personal markets are controlled by OSHA or OSHA-approved state programs, which likewise cover public sector companies. Employers covered by the OSH Act must comply with OSHA's policies and security and health standards. Employers also have a general task under the OSH Act to offer their workers with work and a work environment totally free from recognized, severe hazards.

Compliance support and other cooperative programs are also available. If you worked for a you ought to contact the for the state in which you lived or worked. The U.S. Department of Labor's Office of Workers' Payment Programs does not have a function in the administration or oversight of state employees' compensation programs.

The Energy Employees Occupational Health Problem Settlement Program Act is a payment program that provides a lump-sum payment of $150,000 and potential medical advantages to employees (or particular of their survivors) of the Department of Energy and its contractors and subcontractors as an outcome of cancer brought on by exposure to radiation, or particular diseases brought on 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 particular of their survivors) determined by the Department of Justice to be eligible for compensation as uranium workers under area 5 of the Radiation Direct Exposure Settlement Act.

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8101 et seq., establishes an extensive and special employees' compensation program which pays compensation for the impairment or death of a federal employee resulting from injury sustained while in the efficiency of task. FECA, administered by OWCP, supplies benefits for wage loss compensation for overall or partial disability, schedule awards for long-term loss or loss of usage of specified members of the body, related medical costs, and employment rehabilitation.

The statute also offers month-to-month advantages to a deceased miner's survivors if the miner's death was because of black lung illness. The Staff Member Retirement Earnings Security Act (ERISA) controls employers who provide pension or welfare benefit strategies for their workers. Title I of ERISA is administered by the Worker Benefits Security Administration (EBSA) and imposes a large range of fiduciary, disclosure and reporting requirements on fiduciaries of pension and well-being advantage strategies and on others having negotiations with these plans.

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Under Title IV, particular companies and plan administrators should fund an insurance coverage system to secure specific kinds of retirement advantages, with premiums paid to the federal government's Pension Advantage Warranty 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 mobility requirements on group strategies under the Health Insurance Portability and Responsibility Act (HIPAA).

It safeguards union funds and promotes union democracy by requiring labor companies to submit annual monetary reports, by requiring union officials, companies, and labor experts to submit reports regarding specific labor relations practices, and by establishing standards for the election of union officers. The act is administered by the Workplace of Labor-Management Standards.

Particular individuals who serve in the armed forces have a right to reemployment with the employer they were with when they entered service. This includes those called up from the reserves or National Guard.