Labor Laws In California Overtime In Chicago
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ODRISA requires employers to provide employees with at least 24 hours of rest in every “consecutive seven-day period.” It also requires meal periods of at least 20 minutes every 7.5 hours worked (and an additional 20-minute meal period for employees who work shifts of 12 hours or longer).
The Illinois overtime legislation mandates that overtime in Illinois is set at 1.5 times the regular hourly wage for workers who exceed 40 hours a week. Since the regular Illinois minimum wage is $14.00 per hour, Illinois' overtime minimum wage is $21.00 per hour (one and a half times the minimum wage).
The overtime wages are calculated by dividing the weekly salary by 40 (or a bi-monthly salary by 80) to get the regular hourly rate and then multiplying that by 1.5 to get the overtime rate.
California has regulations for OT over 8 hours in a day, and then additional for the 7th consecutive day. ( ).
The overtime minimum wage for non-tipped Employees is calculated at 1.5 times the minimum wage. The overtime wage for tipped Employees is calculated at 1.5 times the minimum wage, minus no more than the current maximum tip allowance.
Your employer may dictate your work schedule, and in some instances, that can include overtime hours. It is not uncommon for an employee to be terminated or seriously disciplined if they refuse to work overtime hours. Under California state law, employers have this right if an employee refuses to work overtime hours.
Can an employer require an employee to work overtime? A. Yes, in general an employer may dictate the employee's work schedule and hours. Additionally, under most circumstances the employer may discipline an employee, up to and including termination, if the employee refuses to work scheduled overtime.
California labor laws do not require a minimum notice period for schedule changes, but some cities enforce local laws mandating advance notice and penalties for non-compliance.
