Illinois Day and Temporary Labor Service Act Poster
The Day and Temporary Labor Service Act is a general labor law poster poster by the Illinois Department Of Labor. This poster is mandatory for some employers, including day and temporary labor service agencies.
This poster must be posted in a conspicuous place where all labor service employees will see it. This poster describes what day and temporary labor agencies must do to register with the state, required notices that employers must give to employees, how wages and wage deductions are dealt with respect to the law, requirements of employers with regards to recordkeeping, and employee transportation law. This poster also discusses placement fee restrictions, laws protecting workers from employer retaliation and how to report violations and make complaints.
IL All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Illinois and Federal poster requirements by clicking here .
Revised January 1, 2006 ILLINOIS DEPARTMENT OF LABOR REQUIRED POSTING FOR DAY AND TEMPORARY LABOR SERVICE AGENCIES The Day and Temporary Labor Services Act (820 ILCS 175/1 et seq) provides for the regulation of day and temporary labor agencies, establishes worker rights and protections, specifies the duties and responsibilities of day and temporary labor agencies and third party clients, sets forth penalties and enforcement procedures for violations of the law and requires third party clients that contract with day or temporary labor agencies to verify that they are registered with the Department of Labor or face monetary penalties. The following is a summary of the law, however the Act contains additional information that may affect individual cases or claims. For more information on this Act and other laws we enforce, please visit our website at: www.state.il.us/agency/idol. Registration Day and temporary labor agencies located in or transacting business in Illinois must register with the Illinois Department of Labor, provide proof of required unemployment insurance contributions and valid workers’ compensation insurance and report any lapse in workers’ compensation coverage to the Department. Registered agencies are listed on the Department’s website at:www.state.il.us/agency/idol/listings/dlagency.htm Every agency must post in the public access area of each work location or branch office a notice provided by the Department of Labor summarizing the provisions of this Act, along with the toll-free number for reporting violations and complaints. This notice shall be in English or any other language generally understood in the locale of the agency. Agencies must also post in public access areas any other state or federally mandated postings. Required Notices to Employees Day and temporary labor service agencies must provide workers with an employment notice at the time of dispatch, describing the terms and conditions of their employment, including the nature of work to be performed, the wages to be paid, the name, address and location of where the work will be performed, terms of transportation and whether meals or equipment will be provided and any costs associated with such meals and equipment. Day and temporary labor service agencies must also provide each worker with a wage notice at the time of payment that includes the name address and telephone number of each third party client for whom work was performed; the number of hours worked by the laborer at each third party client each day during the pay period; the rate of pay for all hours worked, including any premium or bonus pay; total earnings during the pay period; and all deductions made for meals, equipment, income tax and social security withholdings and any other deductions. For workers contracted to work a single day, third party clients must provide workers with a work verification form at the end of the work day that contains the date, worker’s name, work location and hours worked that day. A worker who is sent by the agency to a third party client, but is then not utilized by that client must be paid a minimum of four hours of pay at the agreed upon rate by the day and temporary labor agency. However, if that worker is given work during the same shift at another location, he or she shall be paid for two hours of pay at the agreed upon rate of pay (in addition to the pay for hours worked during that shift). Wages and Deductions The wages paid to day laborers must be in compliance with all state and federal laws, including minimum wage and overtime laws and the total amount deducted for meals and equipment may not cause a worker’s hourly wage to fall below the state or federal minimum wage. Agencies cannot make deductions from a worker’s paycheck unless the worker approves the deductions in writing on a form approved by the Department and agencies may not charge workers for cashing paychecks issued by their agency. Recordkeeping Requirements Day and temporary labor service agencies must keep and maintain for a period of three years detailed records relating to every day laborer’s work and these records must be open to inspection by the Department of Labor during normal business hours. In addition, records relating to an individual worker and any hours billed to third party clients for his or her labor must be available for review or copying by the worker within 5 days following a written request. Transportation Day and temporary labor agencies, third party clients (and their contractors or agents) are prohibited from charging workers for transportation between the agency and the designated worksite. Agencies, third party clients (and their contractors or agents) are responsible for the conduct and performance of persons providing transportation and drivers must have a valid and appropriate motor vehicle license, proof of financial responsibility as well as seats and safety belts for every passenger. Any violations of these requirements discovered by the Department shall be forwarded to appropriate law enforcement or regulatory agencies. Placement Fee Restrictions Day and temporary labor agencies cannot restrict the right of a laborer to accept a permanent position with a third party client to whom they have been referred for work. They also cannot restrict the right of third party clients to offer employment to a day and temporary laborer, however day and temporary labor agencies may charge limited placement fees to third party clients who offer employment to day laborers. Worker Retaliation Prohibited/Private Right of Action Day and temporary labor agencies and third party clients are prohibited from retaliating against workers for exercising their rights, including making a complaint, testifying or participating in an investigation under this Act. Any retaliation taken against a worker in violation of this Act shall be subject to civil penalties or a private cause of action. In addition to administrative remedies available through the Illinois Department of Labor, a person aggrieved by any violation of this Act may file suit in Illinois circuit court. To report violations or make a complaint, call our toll-free hotline at: 1-877-314-7052 Printed by the Authority of the State of Illinois W.O. 120905 1000 copies 12/05
Other Illinois Labor Law Posters 5 PDFS
There are an additional ten optional and mandatory Illinois labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.
|Poster Name||Poster Type|
|Mandatory Pregnancy In The Workplace - Illinois Human Rights Act||Workers Rights Law|
|Mandatory Workers' Compensation||Workers Compensation Law|
|Mandatory Unemployment Insurance Benefits Notice||Unemployment Law|
|Mandatory Your Rights Under Illinois Employment Laws (English)||General Labor Law Poster|
|Mandatory Your Rights Under Illinois Employment Laws (Spanish)||General Labor Law Poster|
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