This Handbook provides an overview of federal laws addressing employer-employee rights and obligations. Information discussed includes wages & hours, discrimination, termination of employment, pension plans and retirement benefits, workplace safety, workers' compensation, unions, the Family and Medical Leave Act, and much more in 25 pages of materials.
Illinois Right To Work Law For Quizlet In Pima
Category:
State:
Multi-State
County:
Pima
Control #:
US-002HB
Format:
Word;
PDF;
Rich Text
Instant download
Description
Free preview
Form popularity
FAQ
While your employer may request a doctor's note any time you take a sick day from work, you must have taken off three consecutive days where an illness was cited as the reason for taking leave from work.
The collective bargaining Freedom Act ensures that Illinois and all of its communities will never be a Right to Work state. From the start, Right to Work was an idea cooked up by radical forces to lower wages, slash benefits, and hurt our working families.
New Illinois wage, employment, and welfare laws in 2024 Wages for non-tipped workers will increase to $14 per hour, while tipped workers will see a new minimum wage of $8.40 per hour. Employees under 18 who work less than 650 hours per year will see a minimum wage hike to $12.
New meal and rest break requirements: Requires employees be given a 20-minute break if working a 12-hour shift or longer, and at least 24 consecutive hours of rest in every consecutive 7-day period, clarifying the day of rest requirements for workers whose schedules don't align with a Sunday to Saturday calendar week.
Effective July 1, 2024, the Freelance Worker Protection Act (FWPA) provides new protections for “independent contractors” who contract with any (non-governmental) person or entity to provide products or services in Illinois, or with an entity located in Illinois, worth at least $500 (either in a single contract or in ...
"Adequate consideration" means (1) the employee worked for the employer for at least 2 years after the employee signed an agreement containing a covenant not to compete or a covenant not to solicit or (2) the employer otherwise provided consideration adequate to support an agreement to not compete or to not solicit, ...
"Adequate consideration" means (1) the employee worked for the employer for at least 2 years after the employee signed an agreement containing a covenant not to compete or a covenant not to solicit or (2) the employer otherwise provided consideration adequate to support an agreement to not compete or to not solicit, ...
The Illinois Freedom to Work Act, which went into effect on January 1, 2022, regulates the enforceability of post-employment restrictive covenants such as non-competition, non-solicitation, and confidentiality agreements as never before.
This Act is intended to assist employers in protecting their workforces, customers, guests, and property by limiting access to workplace venues by potentially violent individuals. (Source: P.A. 98-430, eff.
First, the Act makes it unlawful for an employer or prospective employer to request, require, or coerce any employee or prospective employee to provide a user name and password or other related account information for the purpose of gaining access to the employee's or prospective employee's personal online accounts, ...