![]() ![]() Retail and service establishments whose annual revenues are at least $500,000 are covered by the FLSA. Public utilities are covered by the FLSA. However, certain employees such as interstate truck drivers, and the helpers and mechanics working on those trucks, are exempt from the overtime requirements of the FLSA. Transportation companies are covered by the FLSA. ![]() The vast majority of manufacturing companies that are engaged in the production of goods for commerce are covered by the FLSA. Preschools (including child care facilities), elementary schools, secondary schools, institutions of higher education, and schools for gifted or handicapped children are covered by the FLSA. Elected officials and their personal staff members and appointees, as well as members of the legislative branch, are excluded from the FLSA’s coverage of public agencies. Special provisions apply to certain public employees, such as law enforcement and fire protection employees, including higher overtime eligibility levels and longer work periods in which to calculate overtime. Public employers are covered by the FLSA. ![]() Hospitals and institutions primarily engaged in the care of the sick, aged, mentally ill, or disabled who reside on the premises are covered by the FLSA. Each of these enterprises is addressed as follows. In addition to these commercial employers, the FLSA applies to hospitals, businesses providing medical or nursing care for residents, schools and preschools, and government agencies regardless of their sales volumes. A company must have an annual gross sales volume of at least $500,000.A company must have two or more employees who are engaged in commerce, engaged in production of goods for commerce, or are handling, selling, or otherwise working on goods or materials that have already been moved in or produced for commerce.In order to qualify as a covered enterprise, a company must meet both of the following requirements: Independent contractors and certain independent retail and service establishments are not included within the enterprise.Ī covered enterprise is subject to the FLSA with respect to all of its employees. ![]() The Fair Labor Standards Act (FLSA) applies to enterprises, or companies with related operations performed for a common business purpose, including all operations, whether or not they are performed at the same location.Įxample - Departments of a store or plant, along with all other stores and plants within a company, are included in the enterprise. Unless an employee falls into one of the exceptions listed below, the federal and Illinois wage and hour laws will apply to the employee. Even so, both the FLSA and the Illinois statutes covering wages and hours law are highly fact intensive and nuanced and this chapter provides only an overview of both the FLSA and the Illinois provisions most relevant to all employers. The minimum wage in the city of Chicago is $14.00per hour for companies with four to 20 employees $15.00 per hour for companies with 21 employees or more and $8.40 for tipped employees at companies with four to 20 employees and $9.00 for employees at companies with 21 employees or more. The Illinois law is not nearly as comprehensive as the FLSA and to this end, Illinois courts determined that the FLSA regulations and provisions offer additional guidance in determining the Illinois wages and hours laws. In particular, as of July 1, 2010, the minimum wage in Illinois is $12.00 per hour. Illinois has its own laws governing certain wage and hour requirements, with differing standards and requirements from the FLSA. The fundamental requirement of the FLSA is that covered nonexempt employees are entitled to a minimum wage of not less than $7.25 per hour and overtime pay at a rate not less than one and one-half times the regular rate of pay after 40 hours of work in a single week. The FLSA establishes standards for a minimum wage rate, maximum number of hours, overtime pay, record keeping, and youth employment standards. The Fair Labor Standards Act (FLSA) was originally enacted in 1938 to ensure employees a “fair wage for a fair day’s work,” and it has been amended several times since. ![]()
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