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The ILAW International Attorneys Assisting Employees library focuses on global labor law. It consists of thousands of cases, reports and short articles, and news covering significant legal advancements around the globe.

The U.S. Department of Labor (DOL) administers and enforces more than 180 federal laws. These mandates and the guidelines that execute them cover lots of work environment activities for about 165 million workers and 11 million work environments. Following is a quick description of a number of DOL's principal statutes most typically suitable to companies, job candidates, employees, retirees, contractors and grantees.

For authoritative information and references to fuller descriptions on these laws, you should seek advice from the statutes and policies themselves. The Fair Labor Standards Act prescribes requirements for earnings and overtime pay, which affect most personal and public employment. The act is administered by the Wage and Hour Department. It requires 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 routine rate of pay.

For agricultural operations, it forbids the employment of children under age 16 throughout school hours and in certain tasks considered too dangerous. The Wage and Hour Division likewise enforces the labor standards arrangements of the Migration and Nationality Act that use 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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Safety and health conditions in most private industries are managed by OSHA or OSHA-approved state programs, which also cover public sector companies. Employers covered by the OSH Act must abide by OSHA's policies and safety and health requirements. Employers also have a basic responsibility under the OSH Act to supply their employees with work and a workplace complimentary from acknowledged, serious hazards.

Compliance help and other cooperative programs are likewise readily 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 Workplace of Workers' Payment Programs does not have a role in the administration or oversight of state employees' settlement programs.

The Energy Employees Occupational Disease Compensation Program Act is a payment program that provides a lump-sum payment of $150,000 and potential medical benefits to employees (or certain of their survivors) of the Department of Energy and its professionals and subcontractors as a result of cancer triggered by exposure to radiation, or particular diseases triggered by exposure to beryllium or silica incurred in the performance of task, in addition to for payment of a lump-sum of $50,000 and prospective medical benefits to individuals (or particular of their survivors) identified by the Department of Justice to be qualified for compensation as uranium workers under section 5 of the Radiation Direct Exposure Settlement Act.

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8101 et seq., establishes an extensive and special employees' settlement program which pays payment for the impairment or death of a federal staff member arising from individual injury sustained while in the performance of duty. FECA, administered by OWCP, provides benefits for wage loss compensation for overall or partial special needs, schedule awards for irreversible loss or loss of usage of defined members of the body, associated medical expenses, and professional rehabilitation.

The statute also offers monthly advantages to a deceased miner's survivors if the miner's death was due to black lung illness. The Staff Member Retirement Income Security Act (ERISA) controls companies who offer pension or welfare benefit plans for their staff members. Title I of ERISA is administered by the Employee Benefits Security Administration (EBSA) and enforces a broad variety of fiduciary, disclosure and reporting requirements on fiduciaries of pension and well-being benefit plans and on others having negotiations with these plans.

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Under Title IV, certain companies and strategy administrators need to fund an insurance system to secure particular sort of retirement advantages, with premiums paid to the federal government's Pension Benefit Warranty Corporation. EBSA also administers reporting requirements for extension of health-care provisions, required under the Comprehensive Omnibus Spending Plan Reconciliation Act of 1985 (COBRA) and the healthcare mobility requirements on group strategies under the Medical Insurance Mobility and Responsibility Act (HIPAA).

It protects union funds and promotes union democracy by needing labor organizations to file annual monetary reports, by needing union authorities, companies, and labor consultants to file reports regarding certain labor relations practices, and by establishing requirements for the election of union officers. The act is administered by the Office of Labor-Management Standards.

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