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The ILAW International Lawyers Assisting Workers library concentrates on worldwide labor law. It consists of countless 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 requireds and the policies that execute them cover lots of work environment activities for about 165 million employees and 11 million offices. Following is a quick description of many of DOL's primary statutes most frequently appropriate to companies, job candidates, workers, retired people, specialists and grantees.

For authoritative information and referrals to fuller descriptions on these laws, you must seek advice from the statutes and policies themselves. The Fair Labor Standards Act recommends requirements for incomes and overtime pay, which affect most personal and public work. The act is administered by the Wage and Hour Department. It requires employers to pay covered workers 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 prohibits the work of children under age 16 during school hours and in particular tasks considered too harmful. The Wage and Hour Division likewise implements the labor standards provisions of the Immigration and Citizenship Act that use to aliens licensed to operate in the U.S. under certain nonimmigrant visa programs (H-1B, H-1B1, H-1C, H2A).

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Security and health conditions in most personal markets are managed by OSHA or OSHA-approved state programs, which also cover public sector companies. Companies covered by the OSH Act should abide by OSHA's regulations and safety and health standards. Employers likewise have a general responsibility under the OSH Act to supply their staff members with work and an office devoid of recognized, major dangers.

Compliance help and other cooperative programs are likewise available. 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 Workers' Payment Programs does not have a role in the administration or oversight of state workers' payment programs.

The Energy Worker Occupational Health Problem Payment Program Act is a payment program that provides a lump-sum payment of $150,000 and potential medical advantages to employees (or certain of their survivors) of the Department of Energy and its specialists and subcontractors as a result of cancer triggered by exposure to radiation, or specific diseases triggered by direct exposure to beryllium or silica incurred in the efficiency of duty, in addition to for payment of a lump-sum of $50,000 and potential medical benefits to people (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 Payment Act.

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8101 et seq., establishes an extensive and special employees' settlement program which pays payment for the special needs or death of a federal employee resulting from injury sustained while in the efficiency of responsibility. FECA, administered by OWCP, provides benefits for wage loss settlement for overall or partial special needs, schedule awards for long-term loss or loss of use of specified members of the body, associated medical expenses, and employment rehabilitation.

The statute also offers month-to-month benefits to a deceased miner's survivors if the miner's death was because of black lung illness. The Worker Retirement Earnings Security Act (ERISA) manages companies who offer pension or welfare benefit plans for their employees. Title I of ERISA is administered by the Worker Advantage Security Administration (EBSA) and imposes a vast array of fiduciary, disclosure and reporting requirements on fiduciaries of pension and well-being benefit plans and on others having dealings with these plans.

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Under Title IV, particular employers and plan administrators need to money an insurance system to protect certain kinds of retirement advantages, with premiums paid to the federal government's Pension Advantage 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 health care portability requirements on group plans under the Health Insurance Portability and Responsibility Act (HIPAA).

It safeguards union funds and promotes union democracy by needing labor organizations to file annual monetary reports, by needing union authorities, companies, and labor specialists to file reports concerning certain labor relations practices, and by establishing standards for the election of union officers. The act is administered by the Workplace of Labor-Management Standards.

Solutions can include task reinstatement and payment of back incomes. OSHA imposes the whistleblower defenses in most laws. Specific persons who serve in the militaries have a right to reemployment with the employer they were with when they went into service. This includes those called from the reserves or National Guard.