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The ILAW International Attorneys Assisting Workers library focuses on worldwide labor law. It includes countless cases, reports and short articles, and news covering significant legal advancements around the world.

The U.S. Department of Labor (DOL) administers and enforces more than 180 federal laws. These mandates and the regulations that implement them cover lots of workplace activities for about 165 million workers and 11 million offices.

For authoritative information and referrals to fuller descriptions on these laws, you must consult the statutes and guidelines themselves. The Fair Labor Standards Act prescribes requirements for earnings and overtime pay, which impact most private and public work. The act is administered by the Wage and Hour Division. It requires companies to pay covered employees who are not otherwise exempt at least the federal base pay 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 particular jobs deemed too unsafe. The Wage and Hour Department also enforces the labor standards provisions of the Migration and Nationality Act that use to aliens licensed to operate in the U.S. under specific nonimmigrant visa programs (H-1B, H-1B1, H-1C, H2A).

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Safety and health conditions in many personal markets are managed by OSHA or OSHA-approved state programs, which also cover public sector companies. Employers covered by the OSH Act should adhere to OSHA's guidelines and security and health requirements. Companies also have a basic duty under the OSH Act to offer their workers with work and a workplace complimentary from acknowledged, severe threats.

Compliance assistance and other cooperative programs are likewise available. If you worked for a you need to get in touch with the for the state in which you lived or worked. The U.S. Department of Labor's Office of Employees' Settlement Programs does not have a role in the administration or oversight of state employees' settlement programs.

The Energy Employees Occupational Health Problem Settlement Program Act is a payment program that offers a lump-sum payment of $150,000 and potential medical benefits to employees (or specific of their survivors) of the Department of Energy and its contractors and subcontractors as a result of cancer triggered by exposure to radiation, or certain diseases triggered by direct exposure to beryllium or silica sustained in the performance of duty, 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 qualified for compensation as uranium employees under area 5 of the Radiation Exposure Compensation Act.

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8101 et seq., develops a thorough and unique workers' compensation program which pays compensation for the special needs or death of a federal employee arising from accident sustained while in the performance of task. FECA, administered by OWCP, provides benefits for wage loss compensation for total or partial special needs, schedule awards for long-term loss or loss of usage of specified members of the body, related medical expenses, and employment rehab.

The statute also offers month-to-month benefits to a deceased miner's survivors if the miner's death was due to black lung disease. The Employee Retirement Earnings Security Act (ERISA) controls employers who offer pension or well-being advantage strategies for their employees. Title I of ERISA is administered by the Staff Member Benefits Security Administration (EBSA) and enforces a vast array 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, certain companies and plan administrators need to fund an insurance coverage system to secure particular type 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, needed under the Comprehensive Omnibus Budget Reconciliation Act of 1985 (COBRA) and the healthcare portability requirements on group plans under the Health Insurance Portability and Responsibility Act (HIPAA).

It secures union funds and promotes union democracy by needing labor companies to file annual monetary reports, by requiring union authorities, employers, and labor specialists to file reports relating to specific labor relations practices, and by developing standards for the election of union officers. The act is administered by the Office of Labor-Management Standards.

Remedies can consist of job reinstatement and payment of back wages. OSHA imposes the whistleblower securities in the majority of laws. Specific persons who serve in the armed forces have a right to reemployment with the company they were with when they got in service. This includes those called from the reserves or National Guard.