Labor Laws For California Overtime In Chicago
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California labor laws do not require a minimum notice period for schedule changes, but some cities enforce local laws mandating advance notice and penalties for non-compliance.
Exempt employees are normally given what is referred to as “white-collar duties.” These include executive, administrative, or professional duties. We must, therefore, look at the duties an employee performs to determine if they are executive, administrative, or professional responsibilities.
The overtime minimum wage for non-tipped Employees is calculated at 1.5 times the minimum wage. The overtime wage for tipped Employees is calculated at 1.5 times the minimum wage, minus no more than the current maximum tip allowance.
Can an employer require an employee to work overtime? A. Yes, in general an employer may dictate the employee's work schedule and hours. Additionally, under most circumstances the employer may discipline an employee, up to and including termination, if the employee refuses to work scheduled overtime.
Illinois and federal wage and hour regulations do not set limits on the number of hours employees are permitted to work in a day or week. With few exceptions, the state requires employers to give workers at least 24 hours off in each calendar week.
"Full-time employee" means an individual who is employed for a basic wage for at least 35 hours each week or who renders any other standard of service generally accepted by industry custom or practice as full-time employment.
California has regulations for OT over 8 hours in a day, and then additional for the 7th consecutive day. ( ).
About the Law: If an employee does work for more than six days in a row, the first eight hours worked on the seventh day must be compensated at 1.5x the normal hourly wage. Any time worked beyond the first eight hours must be compensated at 2x the normal hourly wage.