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Illinois Jury Duty/ Court Appearance: What you need to know

An employee must be given time off from work when called to serve on jury duty, provided the employee shows the summons to his or her employer within 10 days of the date it was issued (IL Comp. Stat. Ch. 705 Sec. 310/10.1(a)).
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This rule applies regardless of the shift the employee works. This means, for example, that an employer may not require an employee assigned to the night shift to work at night while serving on jury duty during the day.
An employer may not discharge, threaten, or otherwise coerce an employee who is called to serve as a juror. An employee may not be penalized with loss of seniority, insurance coverage, or other benefits offered by the employer because of absence due to jury duty. Violation of this provision is considered contempt of court. An employee who is discharged in violation of this law may sue the employer for lost wages, reinstatement, and attorneys’ fees (IL Comp. Stat. Ch. 705 Sec. 310/10.1(b)).
An employer may not discharge, threaten, or otherwise punish an employee because the employee is subpoenaed to testify as a witness in a criminal proceeding. Violation of this provision is considered contempt of court (IL Comp. Stat. Ch. 725 Sec. 5/115-18).
Note: The Illinois Victims' Economic Security and Safety Act prohibits discrimination against individuals who attend, participate in, or prepare for criminal or civil court proceedings relating to domestic or sexual violence in which the employee or a family or household member was a victim or who requested leave for such a purpose (IL Comp. Stat. Ch. 820 Sec. 180/130).
Jurors are paid a per diem sum and travel expenses determined by the county.
Private employers. Illinois law does not require ...

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We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave


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