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The ILAW International Lawyers Assisting Workers library focuses on international labor law. It includes countless cases, reports and articles, and news covering major legal developments around the globe.

The U.S. Department of Labor (DOL) administers and imposes more than 180 federal laws. These requireds and the policies that execute them cover many office activities for about 165 million employees and 11 million workplaces. Following is a quick description of many of DOL's primary statutes most commonly appropriate to businesses, job candidates, workers, retired people, specialists and grantees.

For reliable information and recommendations to fuller descriptions on these laws, you must seek advice from the statutes and policies themselves. It needs employers 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 regular rate of pay.

For agricultural operations, it prohibits the work of kids under age 16 throughout school hours and in particular tasks deemed too harmful. The Wage and Hour Division also imposes the labor standards provisions of the Migration and Nationality Act that apply to aliens licensed to work in the U.S. under specific 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 employers. Companies covered by the OSH Act should abide by OSHA's regulations and security and health standards. Employers also have a basic duty under the OSH Act to offer their staff members with work and a work environment complimentary from acknowledged, major risks.

Compliance assistance and other cooperative programs are also offered. 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 Employees' Compensation Programs does not have a function in the administration or oversight of state workers' payment programs.

The Energy Worker Occupational Illness Compensation Program Act is a compensation program that offers 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 an outcome of cancer triggered by exposure to radiation, or certain health problems triggered by exposure to beryllium or silica sustained in the performance of task, along with for payment of a lump-sum of $50,000 and prospective medical advantages to individuals (or particular of their survivors) figured out by the Department of Justice to be qualified for payment as uranium workers under section 5 of the Radiation Direct Exposure Settlement Act.

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8101 et seq., develops a comprehensive and exclusive employees' compensation program which pays payment for the special needs or death of a federal employee resulting from accident sustained while in the efficiency of duty. FECA, administered by OWCP, provides advantages for wage loss compensation for total or partial disability, schedule awards for permanent loss or loss of usage of defined members of the body, related medical expenses, and professional rehabilitation.

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

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Under Title IV, specific companies and plan administrators need to fund an insurance system to protect certain 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 arrangements, needed under the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA) and the healthcare mobility requirements on group strategies under the Medical Insurance Portability and Accountability Act (HIPAA).

It protects union funds and promotes union democracy by requiring labor organizations to file yearly monetary reports, by needing union authorities, companies, and labor consultants to submit reports regarding particular labor relations practices, and by developing standards for the election of union officers. The act is administered by the Office of Labor-Management Standards.

Particular individuals who serve in the armed forces have a right to reemployment with the company they were with when they got in service. This consists of those called up from the reserves or National Guard.