24th Annual Illinois Statewide - PowerPoint Presentation

Slide1

24th Annual Illinois Statewide APA Payroll Conference“Be a Payroll Champion”

Illinois Department of LaborMinimum Wage & OvertimeOne Day of Rest in SevenIllinois Wage Payment and Collection ActExecutive, Administrative & Professional ExemptionsIllinois Child Labor LawLaJune DavisSlide2

Illinois Minimum Wage Law820 ILCS 105/1-16

Illinois Minimum Wage Law820 ILCS 105/1-16

24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

2Slide3

Illinois Minimum Wage Law820 ILCS 105/1-1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

3Coverage

Covers all Illinois employers with four or more employees

Family members are not included in sole proprietorships but are covered in

corporationsSlide4

Illinois Minimum Wage Law820 ILCS 105/1-16

Minimum WageJuly 1, 2010 increased to $8.25 in Illinois compared to federal minimum wage of $7.75

Credit of .50 given for employees under 18 years of age ($7.75

)

24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

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Illinois Minimum Wage Law820 ILCS 105/1-1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

5

New Minimum Wage

Rates

As of July 1, 2010, Illinois mw increased to $8.25 per hour

The new rate makes IL the 3

rd

highest mw paid in the nation Slide6

Illinois Minimum Wage Law820 ILCS 105/1-1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

6

Tipped

Employees

Servers, bartenders, bus help etc.

not

hostesses, management, dishwashers

Employee must be paid 60% of wage

$4.95 for 18 years of age and older

$4.65 for under 18 years of age

Reasonable

allowances for meals and/or lodgingSlide7

Illinois Minimum Wage Law820 ILCS 105/1-1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

7Overtime

Time and one half or the employee’s regular rate

must

be paid for all hours worked in excess of 40 hours of actual work

Per

work week

-defined as 168 consecutive hours fixed and permanently determined by the employerSlide8

Illinois Minimum Wage Law820 ILCS 105/1-16

Overtime continued24th Illinois Statewide Payroll Conference "Be a Payroll Champion"8

Hours actually worked (not required for vacation, sick time, holidays)

Cannot average two weeks (not over 80 hours in two weeks)

Tipped employees (Half of regular minimum wage $4.12 + 60 % of minimum wage $4.95 = $9.07 for overtime rate)Slide9

Illinois Minimum Wage Law820 ILCS 105/1-16

What is the Regular Rate?Total remuneration divided by total hours workedMust include all wages (bonuses, shift differential, incentive pay)

Each week stands alone in the calculation

24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

9Slide10

Illinois Minimum Wage Law820 ILCS 105/1-16

Exemptions from both Minimum Wage & Overtime24th Illinois Statewide Payroll Conference "Be a Payroll Champion"10

Drivers, driver’s helpers, loaders and mechanics subject to The Secretary of Transportation

Outside salesmen

Domestic workers

Certain agricultural workers

Members of religious corporations

Certain college students under work study programsSlide11

Illinois Minimum Wage Law820 ILCS 105/1-16

Sub-minimum wage allowanceLicensed by IDOL to employ handicapped workers

Licensed by IDOL to employ learners

24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

11Slide12

Illinois Minimum Wage Law820 ILCS 105/1-16

Overtime ExemptionsSalesmen and mechanics selling and servicing

automobiles, trucks or farm implements in retail establishments (example – car dealerships salesmen & mechanics exempt however office staff, parts personnel and secretaries are not)

Salesmen primarily engaged in

selling

trailers, boats, or aircraft

24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

12Slide13

Illinois Minimum Wage Law820 ILCS 105/1-16

Overtime Exemptions con’t.Agricultural Labor

Executive, Administrative and Professional employees as defined in the Fair Labor Standards Act of 1938 and the rules adopted under that Act, as both existed on March 30, 2003 but compensated at a guaranteed salary rate of $455.00 per week or higher

24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

13Slide14

Illinois Minimum Wage Law820 ILCS 105/1-16

Overtime Exemptions con’t.Certain

commissioned

employees employed in retail or service establishments as described in paragraph 7(I) of the FLSA

Must have bona fined commission plan

More than half of wages must come from commissions

Average hourly rate must be more than 1 ½ times the federal minimum wage ($7.75 x’s 1.5 =

$11.63

) for representative period of 1 to 6 months

24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

14Slide15

Illinois Minimum Wage Law820 ILCS 105/1-16

Overtime Exemptions con’t.Employee in the stead of another employee of the same employer pursuant to a work time exchange agreement between employees

Certain

employees of not-for-profit education or residential child care institutions

24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

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Illinois Minimum Wage Law820 ILCS 105/1-16

Record Keeping 24th Illinois Statewide Payroll Conference "Be a Payroll Champion"16

Three year retention required

Name of employee

Address of employee

Birth date of employee under 18 years of age

Social Security number

Sex and occupation in which employed

Type of payment (salary) and dates of pay for each pay period

Hours worked each day and each work week (original time records)

Time of day and day of week each workweek begins

Basis for which wages are paid

Additions and deductions from wages for each pay period with explanationSlide17

Illinois Minimum Wage Law820 ILCS105/1-16

Contact:Illinois Department of Labor Fair Labor Standards Division

160 N. LaSalle St. Suite C-1300

Chicago, IL 60601

(312)793-2804

Website: www.state.il.us/agency/idol/

24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

17Slide18

Illinois Minimum Wage Law820 ILCS105/1-1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

18

Questions??Slide19

One Day of Rest in Seven820 ILCS 14024th Illinois Statewide Payroll Conference "Be a Payroll Champion"

19One Day of Rest in Seven

Illinois

Department of Labor

820 ILCS 140Slide20

One Day of Rest in Seven820 ILCS 14024th Illinois Statewide Payroll Conference "Be a Payroll Champion"

20Provisions

Day off in each week

24 hours of rest in each calendar week

Meal period

20 minutes after 5 hours of work if 7 1/2 hour of work or longerSlide21

One Day of Rest in Seven820 ILCS 14024th Illinois Statewide Payroll Conference "Be a Payroll Champion"

21One day off each week

Every employee must receive 24 consecutive hours of rest in each calendar week

Calendar week is always Sunday through SaturdaySlide22

One Day of Rest in Seven820 ILCS 14024th Illinois Statewide Payroll Conference "Be a Payroll Champion"

22Meal period required

20 minutes required within five hours of starting time for all employees required to work 7 1/2 hours or longer

additional 20 minutes in each continuous 7 1/2 hoursSlide23

One Day of Rest in Seven820 ILCS 14024th Illinois Statewide Payroll Conference "Be a Payroll Champion"

23Exception from the statute

Watchmen and security guards

Employees who work less than 20 hours per week

Agricultural employees

Governmental employees

Certain seasonal perishable products producersSlide24

One Day of Rest in Seven820 ILCS 14024th Illinois Statewide Payroll Conference "Be a Payroll Champion"

24Exception from the day off provision

Executive, administrative and professional employees as defined by the Fair Labor Standards Act

Certain supervisors defined by the NLRBSlide25

One Day of Rest in Seven820 ILCS 14024th Illinois Statewide Payroll Conference "Be a Payroll Champion"

25Exception from meal period provision

Employees whose meal periods are bargained for through the collective bargaining processSlide26

One Day of Rest in Seven820 ILCS 14024th Illinois Statewide Payroll Conference "Be a Payroll Champion"

26Exception from the day off provision

Employer request

Written

exception from IDOL prior to the work

All work must be

voluntary

even with the written permissionSlide27

One Day of Rest in Seven820 ILCS 140

Exception from the day off provision cont.24th Illinois Statewide Payroll Conference "Be a Payroll Champion"27

If requested, eight weeks granted each year without justification

Additional weeks granted if justified as to necessitySlide28

One Day of Rest in Seven820 ILCS 14024th Illinois Statewide Payroll Conference "Be a Payroll Champion"

28Record keeping

Three years retention

Hours worked each day and each week

Lunch hours, documented received

Open to inspection by IDOLSlide29

One Day of Rest in Seven820 ILCS 14024th Illinois Statewide Payroll Conference "Be a Payroll Champion"

29Illinois Department of Labor

Fair Labor Standards Division

160 North LaSalle St. C-1300

Chicago, IL 60601

312-793-2804

http://www.state.il.us/agency/idol/Slide30

One Day of Rest in Seven820 ILCS 14024th Illinois Statewide Payroll Conference "Be a Payroll Champion"

30

Questions??Slide31

Illinois Wage Payment and Collection Act820 ILCS 115/1 - 1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

31Illinois Wage Payment and

Collection Act (820 ILCS 115/1-16

)Slide32

Illinois Wage Payment and Collection Act820 ILCS 115/1 - 1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

32What the Act provides

The Act provides

three basic areas

of protection to workers:

Regulates the

time of payment

of wages, requires employers to pay by certain dates

Prohibits unilateral

/illegal deductions,

cannot take money from your pay check

Establishes requirements for

final compensation,

what you are entitled to at terminationSlide33

Illinois Wage Payment and Collection Act820 ILCS 115/1 - 1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

33All wages must be paid within:

13 days if paid bi-weekly or semi-monthly

7 days if weekly pay

24 hours if paid daily

Wages of Executive, Administrative, and Professional employees as defined in FLSA may be paid monthlySlide34

Illinois Wage Payment and Collection Act820 ILCS 115/1 - 1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

34Payments

Must be in lawful money, check or cash

redeemable without discount

Cannot require direct deposit

Statement of deductions is requiredSlide35

Illinois Wage Payment and Collection Act820 ILCS 115/1 - 1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

35Deductions prohibited

All unilateral or

unauthorized

deductions are prohibited

unless:

required by law, example taxes

to the benefit of the employee, union due, health insurance

voluntary

written consent

of the employee

at the time

the deduction is being madeSlide36

Illinois Wage Payment and Collection Act820 ILCS 115/1 - 1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

36Not allowed to deduct for:

- damages

- shortages

- breakage

- failure to return employer

property,etc

.Slide37

Illinois Wage Payment and Collection Act820 ILCS 115/1 - 1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

37Final compensation

Required at next regular pay day;

not on day of exit

Must calculate

all earnings

including pro rata vacation, commission and bonus

Must make check available to separated employee for five days

If employee fails to pickup upon scheduled pay day, then demands after the five day limit, employer has additional five days to re-issueSlide38

Illinois Wage Payment and Collection Act820 ILCS 115/1 - 1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

38All Claims

are filed in writing by

individual employee

information is shared through the mail with employer

If employer pays, file is closedSlide39

Illinois Wage Payment and Collection Act820 ILCS 115/1 - 1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

39Claims continued:

Employer responds in dispute or disagreement,

file reviewed and a copy sent to the claimant

one of three things occur:

case is dismissed

case is set for hearing

automatic demand for payment is issuedSlide40

Illinois Wage Payment and Collection Act820 ILCS 115/1 - 1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

40Claims cont.

If Claimant does not respond to employer’s disagreement statements:

the case is dismissed!

Important to let the agency know your correct addressSlide41

Illinois Wage Payment and Collection Act820 ILCS 115/1 - 1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

41If necessary:

Informal Hearing is conducted.

Case is dismissed or,

Employer is demanded to pay.

If employer fails to pay

case is referred to Attorney General, or

case is closed.Slide42

Illinois Wage Payment and Collection Act820 ILCS 115/1 - 1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

42For information

Call: 312-793-2808

http://www.state.il.us/agency/idol/Slide43

Illinois Wage Payment and Collection Act820 ILCS 115/1 - 1624th Illinois Statewide Payroll Conference "Be a Payroll Champion"

43

Questions??Slide44

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

44Executive, Administrative and Professional Exemptions

FLSA 29 CFR 541Slide45

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

45Guaranteed Salary

Salary

not

subject to deductions

Paid the same promised salary each pay day

(can be paid semi-monthly or monthly)

Salary must be $455.00 per week

Initial and termination weeks can be prorated by day

Partial day deductions are prohibitedSlide46

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

46Guaranteed salary continued:

Full day deductions allowed only if:

With Leave Plan:

Employee

voluntarily

absent for a full day

Sick, and has exhausted a sick or leave plan

Without Leave Plan:

If no leave plan in place, can not deduct for sickness

If one hour is worked the whole week is payableSlide47

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

47Executive Exemption

Must meet

all

criteria

Primary Duty must be management

Supervises two full time employees

Authority to hire and fire or recommend

Customarily and regularly exercise discretionary powers

Guaranteed salary of more than $455.00 per weekSlide48

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

48Primary duty must be management:

Hired to function as the manager

More than 50% of time spent supervising

Recognized as the supervisor

Job title is not significant

What do they actually do?Slide49

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

49Supervise two or more employees:

Two full-time employees or part time equivalent

Must be 80 hours of labor

Can be three or four part as long as it is 80 hours

Must be direct supervisionSlide50

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

50Authority to hire and fire or recommend:

Must have exercised that authority

Must be part of the evaluation process

Must have ability to set rates of pay

Some weight has to be given to their recommendationsSlide51

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

51Customarily and regularly exercise discretionary powers:

Make independent decisions

Set schedules

Call for service work if there is a breakdown

Answer the phone

Call for help

Ability to fix what is broken

Not very well definedSlide52

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

52Administrative Exemption

Criteria for determination:

Office or non-manual work directly related to management policies or general business operations; OR

Academic instruction or training carried out in the administration of a school system or educational establishment; AND Slide53

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

53Criteria continued:

Customarily exercise discretion and use independent judgement

Assist a proprietor or bona fide executive

Perform work only under general supervision along specialized or technical lines that require special training

Execute special assignments

Spend no more than 20% of time (40% in retail or service establishment) on non-exempt work

Must be paid on a salary or fee basis of $455.00 per weekSlide54

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

54Who are these employees?

Thinkers and planners

Advisory specialists, buyers, purchasing agents

Wage rate analysts

Safety directors

Human Resource managers

People that make decisions that affect profit and lossSlide55

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

55Who are they in schools?

Academic administrative employees

Principals and heads of departmentsSlide56

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

56Who are they NOT???

Bank tellers, bookkeepers

Secretaries

Shipping and receiving clerks

Accounts receivable and payable staff

Payroll staff

Building management and maintenanceSlide57

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

57Key Issues

Perform no

production work

of any kind

They are not the people who

do not fit

the other exemptionsSlide58

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

58Professional Exemptions

Learned

Artistic

TeachingSlide59

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

59Learned Professions

Knowledge of an advanced type, four year degree or its equivalency

Field of science of learning

Examples – attorneys, doctors, registered nurses, architects, and engineers

Technologists

not

techniciansSlide60

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

60Artistic Professions

Creative work requiring imagination or invention

Talent, entertainment industry personnel, radio and television talents, actors and musiciansSlide61

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

61Teaching Professionals

Certified or recognized

Educational institution or school systemSlide62

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

62Other criteria

Exercise discretion and judgement

Work is predominantly intellectual and varied – as distinguishable from routine or mechanical

Not more than 20% of time is spent on activities not essentially a part of the professional duties

Salary or fee of $455.00 per weekSlide63

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

63Exemptions from the salary test:

Holder of a valid license in the practice of law or medicine and engaged in the practice

Medical interns or residents

Teachers in schools or education institutionsSlide64

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

64“Salary test” waived

Limited to highly skilled computer analysts, programmers, software engineers and specialists, etc.

If employee is compensated at 6 ½ times the minimum wage in effect at the time of the change

$4.25 x’s 6 ½ = $27.63 per hourSlide65

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

65For further information:

Contact info: Illinois

Dept

of Labor

Fair Labor Standards

312-793-2804

Website:

www.state.il.us/agency/idol/

Slide66

Executive, Administrative and Professional ExemptionsFLSA 29 CFR 54124th Illinois Statewide Payroll Conference "Be a Payroll Champion"

66

Questions??Slide67

Illinois Child Labor Law820 ILCS 205/1 et seq.24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

67Illinois Child Labor Law

820

ILCS 205/1 et seq.

Illinois Department of Labor

Fair Labor Standards DivisionSlide68

Illinois Child Labor Law820 ILCS 205/1 et seq.24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

68Protects minors ONLY until their 16th

birthday

The Fair Labor Standards Act, federal law, continues to protect minors until the age of 18 years from certain hazardous occupations if the employer is covered by the Act.Slide69

Illinois Child Labor Law820 ILCS 205/1 et seq.24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

69Three basic areas of protection

Certifies the age of the worker

Restricts the hours of work allowed

Prohibits certain types of workSlide70

Illinois Child Labor Law820 ILCS 205/1 et seq.24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

70Employment and Age Certificates

Both are issued by the local school or the Regional Office of Education

Employment Certificates (work permits) issued for those under 16 years of age and expire annually

Age Certificates for ages 16 to 20 years and valid for the term of employmentSlide71

Illinois Child Labor Law820 ILCS 205/1 et seq.24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

71Procedure for securing certificate:

Minor

must

be accompanied by a parent or guardian and must appear at the schoolSlide72

Illinois Child Labor Law820 ILCS 205/1 et seq.24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

72Documents Required

Letter of intent to employ from the employer stating the type of work and hours to be worked.

Birth certificate

Physical fitness examination current within one year

Principal’s statement, if work is during the school year, verifying that the minor is in good academic standing.Slide73

Illinois Child Labor Law820 ILCS 205/1 et seq.24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

73Hours of work restrictions:

Not

before

7:00 AM

Not

after

7:00 PM (except June 1

st

through Labor Day when minor is allowed to work

until

9:00 PM)

Not more than 3 hours per day when school is in session

Not more than 8 hours per day when school is not in session

Not more than 24 hours per week when school is in sessionSlide74

Illinois Child Labor Law820 ILCS 205/1 et seq.24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

74Hours of work (continued):

Not more than 48 hours per week when school is not in session

Not more than 8 hours per day combining school and work

Not more than six days in one week

Scheduled meal period of at least 30 minutes required after five hours of workSlide75

Illinois Child Labor Law820 ILCS 205/1 et seq.24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

75Hazardous Occupations

Work is not allowed in the 26 listed prohibited areas

No exceptions!!!!!!!Slide76

Illinois Child Labor Law820 ILCS 205/1 et seq.24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

76List of hazardous occupations

Numerous amusement facilities like bowling alleys, pool halls, exhibition parks, skating rinks, plus messenger services

In the oiling / cleaning of machinery

Mines and quarries

Stone cutting or polishing

Hazardous factory work

Manufacturing or use of explosives

Plants manufacturing iron or steel

Operation of machinery used in rolling of metal stock

In or about sawmills or lath

Power driven woodworking machines

Freight elevators / hoisting machines and cranes

In spray painting, exposure to lead or its components as well as other dyes and chemicalsSlide77

Illinois Child Labor Law820 ILCS 205/1 et seq.24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

77Hazardous Occupations cont.

In any place that alcoholic drinks are served or sold for

consumption

on the premises (some exceptions allowed)

In oil refineries

In laundry or dry cleaning

Radioactive substances

Any gas filling or service station

In any construction work

In roofing operations

In excavating operations

In logging operations

Public and private utilities and related services

Meat slaughtering, processing, and packaging

Working on elevated surfaces

In security positions as well as any that requires the use of carrying a firearm

Those that involve the handling or storage of any biohazard substanceSlide78

Illinois Child Labor Law820 ILCS 205/1 et seq.24th Illinois Statewide Payroll Conference "Be a Payroll Champion"

78Illinois Department of Labor

Child Labor Hotline 800-645-5784

www.state.il.us/agency/idol/

Questions??Slide79

24th Illinois Statewide Payroll Conference "Be a Payroll Champion"79

Contact:

Illinois Department of Labor

Fair Labor Standards Division

160 N. LaSalle St. Suite C-1300

Chicago, IL 60601

(312)793-2804

Website: www.state.il.us/agency/idol/