Prepared by the Office of the Assistant Secretary for Policy
This Guide describes the major statutes and regulations administered by the U.S. Department of Labor (DOL) that affect businesses and workers. The Guide is designed mainly for those needing "hands-on" information to develop wage, benefit, safety and health, and nondiscrimination policies for businesses.
Statutory and regulatory changes will occur over time, which may affect the information in this Guide. For the latest information on all laws check this site periodically.
I occasionally get a critique from students on my “political” views about unions. But it is hard to talk about unions without being somewhat political, at least not in today’s current environment. It is no secret that unions are political. They overwhelmingly support Democrat party candidates over Republican. They gave overwhelming monetary support to get a Democrat elected President.
Since it was first published in 1952, the American Psychiatric Association’s Diagnostic and Statistical Manual (DSM) has served as the primary reference on mental health disorders for medical practitioners, government agencies such as the Social Security and Veterans Administrations, and state and federal courts. The fourth edition, known as the DSM-IV, was published in 1994, with only minor “text revisions” in 2000.
In August of 2011, the National Labor Relations Board issued its controversial decision in Specialty Healthcare and Rehabilitation Center of Mobile, 356 NLRB 56 (Aug. 26, 2011), overruling 20 years of Board precedent and imposing a new approach for determining what constitutes an appropriate bargaining unit in non-acute health care facilities. There, the Board announced that it would apply the “community of interest” test to non-acute care settings, such as nursing homes.
It seems like such an insignificant little case, but it's really a can of exploding snakes.
An Illinois woman who was terminated after she was caught working during her lunch period has won her claim for unemployment. (The employer said that she was not terminated for working but for her behavior after she was confronted about the unauthorized work.)