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The ILAW International Attorneys Assisting Employees library focuses on worldwide labor law. It contains countless cases, reports and articles, and news covering major legal advancements 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 work environment activities for about 165 million employees and 11 million workplaces. Following is a brief description of a number of DOL's primary statutes most typically relevant to companies, job hunters, workers, retirees, specialists and beneficiaries.

For reliable information and referrals to fuller descriptions on these laws, you must consult the statutes and guidelines themselves. 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 during school hours and in certain jobs considered too unsafe. The Wage and Hour Department also implements the labor requirements provisions of the Migration and Nationality Act that apply to aliens authorized to operate in the U.S. under certain nonimmigrant visa programs (H-1B, H-1B1, H-1C, H2A).

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Security and health conditions in most personal industries are regulated by OSHA or OSHA-approved state programs, which also cover public sector companies. Companies covered by the OSH Act should comply with OSHA's policies and security and health standards. Companies likewise have a basic responsibility under the OSH Act to provide their employees with work and a work environment devoid of recognized, major threats.

Compliance help and other cooperative programs are also readily available. If you worked for a you need to get in touch with 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 workers' compensation programs.

The Energy Personnel Occupational Illness Payment Program Act is a payment program that offers a lump-sum payment of $150,000 and potential medical advantages to employees (or specific of their survivors) of the Department of Energy and its specialists and subcontractors as a result of cancer brought on by direct exposure to radiation, or specific health problems triggered by direct exposure to beryllium or silica sustained in the efficiency of task, in addition to for payment of a lump-sum of $50,000 and potential medical advantages to people (or specific of their survivors) figured out by the Department of Justice to be qualified for settlement as uranium workers under section 5 of the Radiation Direct Exposure Compensation Act.

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8101 et seq., develops an extensive and exclusive employees' settlement program which pays compensation for the impairment or death of a federal employee resulting from individual injury sustained while in the efficiency of responsibility. FECA, administered by OWCP, supplies advantages for wage loss settlement for total or partial disability, schedule awards for irreversible loss or loss of use of defined members of the body, associated medical costs, and vocational rehab.

The statute likewise provides regular monthly benefits to a departed miner's survivors if the miner's death was due to black lung illness. The Employee Retirement Income Security Act (ERISA) manages employers who offer pension or well-being benefit plans for their employees. Title I of ERISA is administered by the Staff Member Benefits Security Administration (EBSA) and enforces a vast array of fiduciary, disclosure and reporting requirements on fiduciaries of pension and well-being advantage plans and on others having transactions with these plans.

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Under Title IV, particular employers and plan administrators need to money an insurance coverage system to safeguard specific kinds of retirement benefits, with premiums paid to the federal government's Pension Advantage Guaranty Corporation. EBSA also administers reporting requirements for continuation of health-care provisions, required under the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA) and the health care mobility requirements on group plans under the Health Insurance Portability and Accountability Act (HIPAA).

It secures union funds and promotes union democracy by needing labor organizations to submit yearly financial reports, by requiring union officials, companies, and labor experts to submit reports relating to certain labor relations practices, and by establishing 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.