Illinois Right To Work Laws With 7.5 Percent Lower Wages In Massachusetts - USLF Multistate Employment Law Handbook - Guide
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Douglas's analysis found, to the contrary, that right-to-work states have modestly higher average wages than non-right-to-work states. The study analyzes and reproduces the results from a widely cited 2015 Economic Policy Institute report. That report concluded that wages were 3% to 9% lower in right-to-work states.
Advocates argue these laws protect individual freedom in the workplace, promote effective unions, and bring economic growth. On the other hand, critics argue that right-to-work laws limit and undermine unions, decrease wages and benefits and compromise safety in the workplace.
This means that employees cannot be scheduled for more than six (6) days in a row and employers are required to provide one 24-hour rest period within seven consecutive days. This rule applies to all full-time workers in Illinois, with just a few exceptions which we will discuss later in this article.
Numerous studies have shown the negative impact of “right-to-work” laws on communities — playing out through lower wages, reduced health care coverage, and heightened rates of poverty that force many into a reliance on public assistance.
Specifically (and consistent with previous research), we find that RTW laws sharply raise a state's manufacturing share of employment by approximately 28%, or 3.23 percentage points.
Because Massachusetts is an "at will employment" state, your employer can make changes to your responsibilities and compensation at any time, unless you have an employment contract that says otherwise. However, these must be changes going forward.
Key findings: Data show that states with so-called “right-to-work” (RTW) laws have lower unionization rates, wages, and benefits compared with non-RTW states.
In Illinois an employer cannot work you more than 6 days straight without your consent or getting a waiver from the state to do so in some kind of emergency.
Recorded Future, Inc., et al., the United States District Court for the District of Massachusetts held that the Massachusetts Wage Act and the Massachusetts Fair Employment Practices Law (the state's anti-discrimination statute, M.G.L. c. 151B) may apply even if an employee works and resides outside of Massachusetts.
Senate Bill 3146 changes this. It establishes that non-exempt employees in Illinois must have at least one day of rest in each successive seven-day time period, no matter where those days are on a calendar week.