The labor laws affecting employment relationships are constantly changing. There have been several changes recently of which employers need to be aware:
- Illinois Governor J.B. Pritzker signed into law several amendments to the Illinois Equal Pay Act which are intended to close the wage gap between men and women. Most significantly, employers will no longer be permitted to ask job applicants or their former/current employers about salary history.
- The Governor also signed into law Senate Bill 75, requiring Illinois employers to provide sexual harassment training to all employees once a year.
- Under the new Final Overtime Rule, which takes effect on January 1, 2020, the salary threshold to meet the executive, administrative, or professional exemption will now be set at $35,568 per year or $684 per week (an increase from the current $23,660 annual/$455 weekly requirement). The Department of Labor estimates approximately 1.3 million additional workers will now be eligible for overtime. Employers should consider auditing their wage practices to ensure that all non-exempt employees are being properly paid overtime to avoid high-penalty FLSA claims.
As a result of these new laws, employers need to immediately evaluate their internal anti-harassment training policies and employee handbooks. The overtime rule should prompt a budget review to forecast financial implications; possible restructuring may be needed to minimize the hit to their finances.
The penalties for violations of the new laws are severe, so it is imperative employers begin to make any necessary adjustments immediately. Kelleher & Buckley, LLC can assist with providing viable options and making sure your workplace policies are compliant. Call 847-382-9130 or email email@example.com for more information on how we can help.