Last month we covered the penalty provisions under the Prevailing Wage Act. In the final part of our four-part series, we will discuss two common traps that employers fall into concerning the Act: the narrow hauling exception and the seemingly private project that is partially funded with public funds.
Last month we covered the notice, posting, and reporting requirements under the Prevailing Wage Act. This month, we will cover the topic of greatest concern for employers; the penalties for violation of the Act. Specifically, we will cover penalties for first and second violations of the Act, the notice penalty, and the reporting penalty.
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.