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Arlington Heights business law attorneysWhen you own and operate a business, it is crucial to remain in full compliance with all applicable laws and regulations. You are responsible for meeting government standards for licensing and certification, as well as safety and fire codes and a myriad of other requirements. One of the most controversial requirements—at least in recent years—has been compensation. If you employ a staff, it is your responsibility to pay them in accordance with federal, state, and local wage laws. Failing to do so could result in serious penalties, as one Chicago restaurant recently discovered.

Issues With “Training Rate”

The owner of popular Italian eatery Fabulous Freddies is on the proverbial hot seat following an investigation by the United States Department of Labor Wage and Hour Division. The investigation found that the restaurant and its owner failed to comply with the Fair Labor Standard Act (FLSA). According to several news reports, investigators from the Department of Labor found that Fabulous Freddies paid certain non-tipped workers a “training [pay] rate” of just $3.75 per hour—less than half of the $8.25 minimum wage in Illinois and still far below the $7.25 federal minimum wage.


Arlington Heights small business attorneys, paying your sales staff,Running a small business is no easy task; not only do you need to offer a unique product or service, abide by all tax laws, and cover the cost of your overhead, but you must also ensure your employees are happy. To accomplish that, you need to know how to pay them. In regards to sales staff, there are two types of compensation: salary and incentive. Which one is right or your small business? The following information may help you decide.

Laws May Dictate Your Decision

While, ideally, you want to offer a compensation package that offers employees incentive without breaking your budget, there are guidelines that must be adhered to under the law. Depending on your business and location, these laws may dictate the type of compensation you can offer. At the very least, the laws will need to be considered. As such, employers should ensure they have a firm understanding of all applicable labor laws.


paid sick leave in Chicago, Arlington Heights business lawyersBusinesses in the Chicago area have had to power through many changes over the last couple of years. A newly passed city ordinance, which will require that most employers allow their employees to earn paid sick leave, has now been added to that list of changes. The following information can help you understand the legal framework and minimum requirements.

Earned Sick Pay Ordinance Employer Requirements

The ordinance, which goes into effect on July 1, 2017, requires that all Chicago employers provide at least some sort of earned sick pay program to their employees. At a minimum, workers should be able accrue five sick days per year at a rate of one earned hour per 40 hours worked, which can be used once they have completed a six-month probationary period with the company. Employees can "cash in" this time if they are ill, need to care for a sick child or elderly parent, or in the event of a domestic violence situation. If the time goes unused, at least 2.5 of the hours can be rolled over into the next year for their use.


overtime pay guidelines in illinois, Arlington Heights business lawyersIn the realm of business law defense, pay laws are a hot topic. Whether you operate an Illinois business, or are an employee and want to make sure you are following state law procedures for overtime hours, it is important to familiarize yourself with the basics to ensure your practices are legal, fair, and that they are in line with your best interests.


First, let us take a look at exemptions. Certain workers and organizations are free from tax obligations or liability. In the case of overtime hours, Illinois laws consider the following employees to be exempt from being paid overtime:

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