As you may recall from my previous articles, the Illinois Prevailing Wage Act requires employers to pay the prevailing wage rate to employees employed in any public works. Recently, many companies have received surveys from the Illinois Department of Labor (IDOL) asking what each company pays its workers for prevailing wage and non-prevailing wage work. Additionally, for years, IDOL investigations into violations of the Act increased and became commonplace. But it appears that such investigations have tapered off to an almost non-existent state. So what is going on with the Illinois Prevailing Wage Act? It appears that the Prevailing Wage Act is under attack and certain developments may provide an explanation why.
With the recent amendments of the Illinois Prevailing Wage Act (IPWA) and the decision of the Third District of the Illinois Appellate Court in the case of Department of Labor v. Sackville Construction Inc., 402 Ill.App.3d 195 (3 rd District 2010), all companies who are receiving public funds, and not just those in the construction industry, need to be cognizant of how the Illinois Department of Labor (IDOL) is proceeding to enforce the IPWA.
This is Part II of a four-part series about the Illinois Prevailing Wage Act. Last month we addressed two Illinois Prevailing Wage Act issues: coverage under the Act and determining the appropriate prevailing wage rate. While the main requirement under the Prevailing Wage Act is the payment of the prevailing wage for all work performed on a public works project, the Act contains other important requirements that employers must follow. These additional requirements are the subject of this article.
This is Part I of a four-part series about the Illinois Prevailing Wage Act. The Illinois Prevailing Wage Act requires employers to pay the prevailing wage rate to employees employed in any public works. Employers have experienced a dramatic increase in the Illinois Department of Labor's investigations under the Act. For employers engaged in public works, proactive compliance is prudent.
Every spring, Illinois companies stop and enjoy the blooming flowers, the fresh cut grass, and sun's warmth - but only for a second as spring also brings an increase in Illinois Department of Labor prevailing wage audits. So as we begin to enjoy the smells of spring, take a moment to make sure your company is in compliance.
Once again, the Illinois Prevailing Wage Act has been amended! During the largest downturn in the U.S. economy, Illinois businesses who perform public work have more hurdles to jump through or risk being disbarred!