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The ILAW International Attorneys Assisting Employees library concentrates on worldwide labor law. It includes thousands of cases, reports and articles, and news covering major legal advancements around the world.

The U.S. Department of Labor (DOL) administers and enforces more than 180 federal laws. These requireds and the guidelines that implement them cover lots of office activities for about 165 million employees and 11 million offices. Following is a brief description of many of DOL's principal statutes most commonly applicable to businesses, task candidates, workers, retired people, professionals and grantees.

For reliable details and references to fuller descriptions on these laws, you should seek advice from the statutes and policies themselves. The Fair Labor Standards Act prescribes standards for earnings and overtime pay, which impact most personal and public employment. The act is administered by the Wage and Hour Division. It requires companies to pay covered staff members who are not otherwise exempt a minimum of the federal base pay and overtime pay of one-and-one-half-times the regular rate of pay.

For farming operations, it prohibits the employment of children under age 16 throughout school hours and in specific tasks deemed too harmful. The Wage and Hour Department also implements the labor standards provisions of the Migration and Nationality Act that apply to aliens licensed to work in the U.S. under certain nonimmigrant visa programs (H-1B, H-1B1, H-1C, H2A).

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Safety and health conditions in a lot of private industries are regulated by OSHA or OSHA-approved state programs, which likewise cover public sector employers. Companies covered by the OSH Act must comply with OSHA's regulations and security and health requirements. Employers also have a basic duty under the OSH Act to offer their employees with work and an office devoid of acknowledged, major hazards.

Compliance assistance and other cooperative programs are likewise available. If you worked for a you need to 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 function in the administration or oversight of state workers' settlement programs.

The Energy Personnel Occupational Disease Settlement Program Act is a settlement program that provides a lump-sum payment of $150,000 and prospective medical advantages to employees (or particular of their survivors) of the Department of Energy and its professionals and subcontractors as a result of cancer brought on by exposure to radiation, or particular illnesses brought on by direct exposure to beryllium or silica incurred in the efficiency of responsibility, in addition to for payment of a lump-sum of $50,000 and potential medical benefits to individuals (or particular of their survivors) identified by the Department of Justice to be qualified for compensation as uranium employees under area 5 of the Radiation Direct Exposure Compensation Act.

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8101 et seq., establishes a thorough and exclusive employees' payment program which pays compensation for the impairment or death of a federal worker arising from injury sustained while in the efficiency of task. FECA, administered by OWCP, provides advantages for wage loss compensation for overall or partial impairment, schedule awards for long-term loss or loss of usage of specified members of the body, associated medical expenses, and employment rehabilitation.

The statute also supplies monthly advantages to a departed miner's survivors if the miner's death was because of black lung illness. The Employee Retirement Income Security Act (ERISA) regulates employers who use pension or well-being advantage plans for their workers. Title I of ERISA is administered by the Staff Member Advantage Security Administration (EBSA) and enforces a wide variety of fiduciary, disclosure and reporting requirements on fiduciaries of pension and welfare advantage strategies and on others having transactions with these strategies.

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Under Title IV, particular companies and plan administrators should money an insurance coverage system to secure specific 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 provisions, required under the Comprehensive Omnibus Budget Plan Reconciliation Act of 1985 (COBRA) and the health care mobility requirements on group strategies under the Medical Insurance Portability and Responsibility Act (HIPAA).

It safeguards union funds and promotes union democracy by needing labor companies to submit yearly financial reports, by requiring union authorities, employers, and labor specialists to file reports concerning particular labor relations practices, and by establishing standards 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 went into service. This includes those called up from the reserves or National Guard.