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Illinois Hours of Work: What you need to know

In Illinois, 8 hours is defined as a legal day's work in all occupations, except farming, unless there is a special contract or agreement to the contrary (IL Comp Stat. Ch. 820 Sec. 145/1). This provision, however, does not prevent employees from working any amount of overtime or extra hours. Employers must pay employees overtime of 1 1 / 2 times their regular rate after working 40 hours in a workweek (IL Comp Stat. Ch. 820 Sec. 105/4(a)).
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“Hours worked” means all the time an employee is required to be on duty, or on the employer's premises, or at other prescribed places of work, and any additional time he or she is required or permitted to work for the employer.
An employee's meal periods and time spent on-call away from the employer's premise are compensable hours worked when such time is spent predominantly for the benefit of the employer, rather than for the employee.
Time spent traveling for the employer's benefit (for example, in response to an emergency call back to work outside normal work hours, or at the employer's special request to perform a particular and unusual assignment, or as a part of the employee's primary duty, or in substitution of his or her ordinary duties during normal hours) is compensable work time.
Additional details on limited hours of work for minors is available.

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

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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