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The ILAW International Attorneys Assisting Workers library focuses on worldwide labor law. It consists of countless cases, reports and posts, 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 guidelines that implement them cover many work environment activities for about 165 million employees and 11 million offices. Following is a quick description of much of DOL's primary statutes most frequently appropriate to companies, task seekers, employees, retirees, contractors and grantees.

For authoritative details and referrals to fuller descriptions on these laws, you should consult the statutes and regulations themselves. It needs employers to pay covered staff members who are not otherwise exempt at least the federal minimum wage and overtime pay of one-and-one-half-times the regular rate of pay.

For agricultural operations, it restricts the work of children under age 16 throughout school hours and in certain tasks considered too dangerous. The Wage and Hour Department likewise implements the labor requirements provisions of the Migration and Nationality Act that apply 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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Safety and health conditions in most private industries are controlled by OSHA or OSHA-approved state programs, which likewise cover public sector employers. Companies covered by the OSH Act must comply with OSHA's policies and security and health standards. Employers likewise have a general task under the OSH Act to provide their employees with work and an office devoid of recognized, severe dangers.

Compliance support and other cooperative programs are also offered. If you worked for a you should contact 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' payment programs.

The Energy Worker Occupational Disease Compensation Program Act is a settlement program that provides 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 professionals and subcontractors as an outcome of cancer brought on by exposure to radiation, or specific health problems triggered by exposure to beryllium or silica incurred in the performance of duty, in addition to for payment of a lump-sum of $50,000 and potential medical advantages to individuals (or particular of their survivors) figured out by the Department of Justice to be eligible for payment as uranium workers under section 5 of the Radiation Direct Exposure Payment Act.

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8101 et seq., develops a comprehensive and exclusive employees' compensation program which pays payment for the impairment or death of a federal employee resulting from injury sustained while in the performance of task. FECA, administered by OWCP, supplies advantages for wage loss compensation for total or partial disability, schedule awards for permanent loss or loss of use of specified members of the body, related medical costs, and trade rehabilitation.

The statute also provides monthly advantages to a deceased miner's survivors if the miner's death was because of black lung illness. The Worker Retirement Income Security Act (ERISA) manages companies who offer pension or well-being advantage plans for their workers. Title I of ERISA is administered by the Staff Member Advantage Security Administration (EBSA) and imposes a wide variety of fiduciary, disclosure and reporting requirements on fiduciaries of pension and well-being benefit strategies and on others having dealings with these plans.

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Under Title IV, specific companies and strategy administrators should money an insurance system to safeguard particular kinds of retirement advantages, with premiums paid to the federal government's Pension Advantage Warranty Corporation. EBSA likewise administers reporting requirements for extension of health-care arrangements, required under the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA) and the healthcare mobility requirements on group strategies under the Medical Insurance Portability and Accountability Act (HIPAA).

It protects union funds and promotes union democracy by needing labor organizations to submit annual financial reports, by requiring union officials, employers, and labor specialists to submit reports concerning particular labor relations practices, and by developing requirements for the election of union officers. The act is administered by the Workplace of Labor-Management Standards.

Specific 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.