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The ILAW International Lawyers Assisting Employees library focuses on international labor law. It includes thousands of cases, reports and short articles, and news covering significant legal advancements around the globe.

The U.S. Department of Labor (DOL) administers and imposes more than 180 federal laws. These mandates and the guidelines that implement them cover many workplace activities for about 165 million workers and 11 million work environments. Following is a brief description of much of DOL's principal statutes most frequently suitable to services, task seekers, workers, retired people, contractors and beneficiaries.

For authoritative information and referrals to fuller descriptions on these laws, you should consult the statutes and guidelines themselves. It requires companies 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 routine rate of pay.

For agricultural operations, it prohibits the employment of kids under age 16 during school hours and in certain jobs deemed too dangerous. The Wage and Hour Department likewise imposes the labor standards provisions of the Migration and Citizenship Act that use to aliens authorized to operate in the U.S. under particular nonimmigrant visa programs (H-1B, H-1B1, H-1C, H2A).

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Security and health conditions in most personal markets are regulated by OSHA or OSHA-approved state programs, which likewise cover public sector companies. Employers covered by the OSH Act need to abide by OSHA's regulations and security and health requirements. Employers also have a basic task under the OSH Act to supply their workers with work and a work environment totally free from recognized, serious hazards.

Compliance support 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 Workplace of Workers' Compensation Programs does not have a role in the administration or oversight of state workers' compensation programs.

The Energy Personnel Occupational Illness Payment Program Act is a compensation program that provides a lump-sum payment of $150,000 and potential medical advantages to workers (or specific of their survivors) of the Department of Energy and its specialists and subcontractors as an outcome of cancer triggered by direct exposure to radiation, or certain health problems triggered by exposure to beryllium or silica sustained in the performance of duty, along with for payment of a lump-sum of $50,000 and potential medical advantages to people (or particular of their survivors) determined by the Department of Justice to be eligible for compensation as uranium employees under area 5 of the Radiation Exposure Payment Act.

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8101 et seq., establishes a thorough and unique workers' payment program which pays payment for the disability or death of a federal worker resulting from personal injury sustained while in the efficiency of duty. FECA, administered by OWCP, provides benefits for wage loss settlement for total or partial special needs, schedule awards for irreversible loss or loss of usage of specified members of the body, related medical expenses, and employment rehabilitation.

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

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Under Title IV, particular companies and plan administrators should fund an insurance coverage system to secure certain sort of retirement advantages, with premiums paid to the federal government's Pension Benefit Warranty Corporation. EBSA likewise administers reporting requirements for extension of health-care arrangements, needed under the Comprehensive Omnibus Budget Plan Reconciliation Act of 1985 (COBRA) and the health care portability requirements on group strategies under the Medical Insurance Mobility and Responsibility Act (HIPAA).

It protects union funds and promotes union democracy by requiring labor companies to submit annual financial reports, by needing union authorities, employers, and labor consultants to submit reports concerning certain labor relations practices, and by developing requirements 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 employer they were with when they went into service. This consists of those called up from the reserves or National Guard.