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

The U.S. Department of Labor (DOL) administers and implements more than 180 federal laws. These requireds and the policies that implement them cover numerous office activities for about 165 million workers and 11 million work environments. Following is a quick description of a lot of DOL's principal statutes most typically suitable to companies, task hunters, workers, senior citizens, professionals and grantees.

For authoritative details and referrals to fuller descriptions on these laws, you must consult the statutes and guidelines themselves. It requires 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 agricultural operations, it restricts the employment of kids under age 16 during school hours and in certain tasks deemed too unsafe. The Wage and Hour Division also implements the labor requirements provisions of the Immigration and Citizenship Act that apply to aliens authorized 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 many private industries are regulated by OSHA or OSHA-approved state programs, which also cover public sector companies. Employers covered by the OSH Act need to adhere to OSHA's regulations and safety and health standards. Companies also have a general task under the OSH Act to provide their employees with work and a work environment free from acknowledged, major risks.

Compliance help and other cooperative programs are also readily available. If you worked for a you need to contact the for the state in which you lived or worked. The U.S. Department of Labor's Office of Workers' Settlement Programs does not have a role in the administration or oversight of state employees' settlement programs.

The Energy Personnel Occupational Illness Payment Program Act is a payment program that supplies 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 specialists and subcontractors as a result of cancer brought on by direct exposure to radiation, or certain diseases triggered by direct exposure to beryllium or silica incurred in the performance of task, along with for payment of a lump-sum of $50,000 and prospective medical benefits to people (or particular of their survivors) determined by the Department of Justice to be qualified for payment as uranium employees under area 5 of the Radiation Direct Exposure Compensation Act.

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8101 et seq., establishes a detailed and special workers' payment program which pays payment for the special needs or death of a federal staff member resulting from personal injury sustained while in the performance of task. FECA, administered by OWCP, offers benefits for wage loss settlement for overall or partial disability, schedule awards for irreversible 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 departed miner's survivors if the miner's death was because of black lung disease. The Worker Retirement Income Security Act (ERISA) controls companies who offer pension or welfare benefit plans for their workers. Title I of ERISA is administered by the Employee Benefits Security Administration (EBSA) and enforces a large variety of fiduciary, disclosure and reporting requirements on fiduciaries of pension and welfare benefit plans and on others having negotiations with these strategies.

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Under Title IV, specific companies and strategy administrators should money an insurance coverage system to protect particular type of retirement advantages, with premiums paid to the federal government's Pension Advantage Guaranty Corporation. EBSA also administers reporting requirements for continuation of health-care arrangements, required under the Comprehensive Omnibus Spending Plan Reconciliation Act of 1985 (COBRA) and the health care portability requirements on group strategies under the Medical Insurance Portability and Responsibility Act (HIPAA).

It protects union funds and promotes union democracy by needing labor companies to submit yearly monetary reports, by requiring union authorities, companies, and labor consultants to submit reports relating to particular labor relations practices, and by establishing requirements for the election of union officers. The act is administered by the Workplace of Labor-Management Standards.

Treatments can include task reinstatement and payment of back wages. OSHA enforces the whistleblower protections in most laws. Certain persons who serve in the militaries have a right to reemployment with the company they were with when they entered service. This consists of those contacted from the reserves or National Guard.