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The ILAW International Attorneys Assisting Employees library concentrates on international labor law. It contains thousands of cases, reports and articles, and news covering significant legal developments worldwide.

The U.S. Department of Labor (DOL) administers and enforces more than 180 federal laws. These requireds and the regulations that execute them cover lots of office activities for about 165 million workers and 11 million offices. Following is a quick description of many of DOL's primary statutes most typically applicable to businesses, task candidates, employees, senior citizens, contractors and beneficiaries.

For authoritative info and references to fuller descriptions on these laws, you must seek advice from 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 farming operations, it restricts the work of children under age 16 during school hours and in specific tasks considered too harmful. The Wage and Hour Department also enforces the labor standards arrangements of the Immigration and Nationality Act that use 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 personal 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 regulations and safety and health requirements. Employers also have a basic responsibility under the OSH Act to provide their staff members with work and a work environment totally free from acknowledged, serious risks.

Compliance help and other cooperative programs are also readily available. If you worked for a you ought to call 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 function in the administration or oversight of state employees' payment programs.

The Energy Employees Occupational Illness Compensation Program Act is a compensation 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 specialists and subcontractors as an outcome of cancer caused by exposure to radiation, or specific health problems triggered by direct exposure to beryllium or silica incurred in the efficiency of task, along with for payment of a lump-sum of $50,000 and prospective medical advantages to individuals (or specific of their survivors) determined by the Department of Justice to be eligible for settlement as uranium workers under section 5 of the Radiation Direct Exposure Settlement Act.

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8101 et seq., establishes an extensive and unique employees' payment program which pays settlement for the special needs or death of a federal staff member arising from injury sustained while in the efficiency of duty. FECA, administered by OWCP, supplies advantages for wage loss payment for total or partial impairment, schedule awards for permanent loss or loss of use of defined members of the body, related medical costs, and employment rehab.

The statute also supplies monthly advantages to a departed miner's survivors if the miner's death was because of black lung disease. The Employee Retirement Earnings Security Act (ERISA) manages employers who offer pension or well-being benefit strategies for their employees. Title I of ERISA is administered by the Worker Benefits Security Administration (EBSA) and enforces a large range of fiduciary, disclosure and reporting requirements on fiduciaries of pension and well-being advantage strategies and on others having negotiations with these plans.

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Under Title IV, specific companies and strategy administrators must money an insurance coverage system to secure specific sort of retirement benefits, with premiums paid to the federal government's Pension Benefit Warranty Corporation. EBSA also administers reporting requirements for continuation of health-care provisions, needed under the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA) and the health care mobility requirements on group plans under the Health Insurance Coverage Portability and Accountability Act (HIPAA).

It protects union funds and promotes union democracy by needing labor organizations to submit yearly financial reports, by needing union officials, 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 Office of Labor-Management Standards.

Particular persons 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.