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

The U.S. Department of Labor (DOL) administers and implements more than 180 federal laws. These mandates and the regulations that implement them cover lots of work environment activities for about 165 million employees and 11 million work environments. Following is a brief description of a number of DOL's primary statutes most commonly appropriate to businesses, job candidates, employees, senior citizens, contractors and beneficiaries.

For authoritative details and recommendations to fuller descriptions on these laws, you should seek advice from the statutes and guidelines themselves. It requires companies 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 farming operations, it prohibits the work of kids under age 16 during school hours and in particular tasks deemed too harmful. The Wage and Hour Division likewise enforces the labor standards arrangements of the Immigration and Citizenship Act that use to aliens licensed to work 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 personal industries are controlled 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 guidelines and security and health requirements. Companies also have a basic duty under the OSH Act to provide their workers with work and an office devoid of recognized, severe hazards.

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

The Energy Personnel Occupational Health Problem Compensation Program Act is a settlement 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 specialists and subcontractors as a result of cancer caused by direct exposure to radiation, or certain health problems brought on by direct exposure to beryllium or silica sustained in the performance of duty, in addition to for payment of a lump-sum of $50,000 and prospective medical benefits to individuals (or certain of their survivors) identified by the Department of Justice to be qualified for settlement as uranium employees under section 5 of the Radiation Direct Exposure Compensation Act.

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8101 et seq., develops a thorough and special workers' settlement program which pays compensation for the special needs or death of a federal employee resulting from individual injury sustained while in the efficiency of task. 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 defined members of the body, associated medical expenses, and occupation rehab.

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

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Under Title IV, specific employers and plan administrators should fund an insurance coverage system to secure specific kinds of retirement advantages, with premiums paid to the federal government's Pension Advantage Guaranty Corporation. EBSA also administers reporting requirements for extension of health-care provisions, needed under the Comprehensive Omnibus Spending Plan Reconciliation Act of 1985 (COBRA) and the healthcare mobility requirements on group strategies under the Health Insurance Portability and Responsibility Act (HIPAA).

It safeguards union funds and promotes union democracy by needing labor companies to file annual financial reports, by needing union officials, employers, and labor consultants to file reports relating to 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.

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