History

• The history of U.S. federal labor laws dates back to the early 20th century. Early labor laws included the Clayton Act of 1914, the Railway Labor Act of 1926, the Davis-Bacon Act of 1931 and the Norris-LaGuardia act of 1932, according to a Congressional Digest article. Many of these acts were a response to late 19th century and early 20th century labor movements and offered protection for unions and early minimum wage provisions for interstate and federal contracts. These early laws led to modern worker's benefits laws.
  
  

Worker's Compensation

• Federal law requires that employers participate in worker's compensation insurance. Although the method and form of that compensation can vary by state, the base requirement is a federal regulation. Worker's compensation is a program through which a person receives payments while recovering from work-related injuries.
  
  

Unemployment Insurance

• Like worker's compensation, unemployment insurance is administered by individual states. Unemployment insurance offers cash payments to people who have lost their job, generally through no fault of their own. Because different states administer unemployment insurance differently, the net effect can vary from state to state. For example, in some states people who are fired can receive unemployment payments. In other states, people who are fired are prohibited from receiving payments.
  
  

Disability Insurance

• Another benefit available to employees is a disability benefit via the Social Security Administration (SSA). The SSA offers several programs, including Social Security Disability Insurance (SSDI) and Supplemental Security Insurance (SSI). Generally, you must have worked for five of the past 10 years to qualify for SSDI, Harp.org explains. SSDI payments are indexed based the value of your Social Security contributions and generally range from $200 to $1,600. SSI is a welfare program that applies to people who meet SSA disability guidelines. SSI can help increase income for people whose SSDI payments are inadequate.
  
  

Family and Medical Leave Act

• Another benefit required by federal law is 12 weeks of unpaid leave under the Family and Medical Leave Act (FMLA) to care for family members and medical issues, according to Justia.com. These issues can include birth or a serious health issue. Once the leave ends, the employer is required to allow the employee to return to his or her original job or an equivalent job.
  
  

COBRA

• COBRA, or the Consolidated Omnibus Reconciliation Act, allows former employees to keep health insurance active for up to 18 months after leaving a company, whether voluntarily, through layoff, or through termination. COBRA requires that the former employees pay the entire cost of the insurance premiums as well as a 2 percent administrative surcharge.
  
  

Considerations

• Employment benefits and benefit law can vary greatly, depending on the state in which you live and your own personal circumstances. It is often a good idea to contact various federal agencies for specific advice, including the Department of Labor and the Social Security Administration. In some cases, you might consult an employment attorney for advice on a unique situation.