• Labor laws were enacted to protect employers and employees.test preperation image by Bradlee Mauer from Fotolia.com
  
  Federal labor laws in the United States are determined by the U.S. Department of Labor. Labor laws are written to protect employees from overwork, poor working conditions and under payment. Labor laws also protect employers from unreasonable demands by employees. States must follow federal laws, but they may also write their own labor laws. The state of Missouri has several labor laws that protect both employers and employees.
  
  

Child Labor

• Federal child labor laws require that each state place restrictions on when and where children may work. These laws keep children safe and ensure that employment does not interfere with their education. In Missouri, anyone under the age of 16 is considered a child and child labor laws regulate their employment. Children must obtain a labor permit before they may legally work. Children with work permits are only permitted to work three hours on school days and eight hours on non-school days. In addition, children may not work before 7:00 a.m. or after 9:00 p.m. Children may not perform jobs involving hard labor or heavy machinery.
  
  

Minimum Wage

• Federal minimum wage is mandated by the U.S. Department of Labor and may change from year to year. States may set their own minimum wages but are required to pay at least the federal minimum wage. The state of Missouri requires all employers to pay workers at least minimum wage, with the exception of tipped workers. Employers are allowed to reduce the wage of tipped workers in order to make up for excess compensation due to gratuities.
  
  

Worker's Compensation

• Worker's compensation refers to the compensation workers receive after being injured on the job. If an employee is injured on the job, the employer must pay the cost of her medical care until she has recovered, as well as the cost of any necessary rehabilitation. Depending on the severity of the injury, a worker may be unable to continue work in the future. If this is the case, the former employer is required to pay the employee a wage. While an employee is recovering, her employer is required to review the extent her injuries at pre-determined intervals.