Compliance with federal w年龄 and hour laws represents one area in 哪一个 the Association has received many inquiries. 联邦工资和工时法的要求是技术性的，经常被忽视. The following discussion provides help to ease the compliance burden.
我们还附上了有关联邦和伊利诺斯州工资小时法程序的参考资料. 请注意附件中“劳工部审计合规建议”一节。. This review is what you can expect when your dealership faces an investigation. 最重要的是要保持足够的记录, 对于每周工作超过40小时但不属于加班豁免的员工，支付加班费.
个别通知的具体问题应向您最近的工资和小时办公室或地区工资和小时办公室提出, 230年南迪尔伯恩, 芝加哥, 伊利诺斯州60604或 http://www.dol.gov/agencies/whd/contact/local-offices#il.
最低工资
联邦《正规网赌软件》要求每名雇员获得的补偿等于或超过其每周工作总小时数乘以法定最低小时率的乘积, 哪一个, as of the date of the publication of this Dealer Reference Manual, is $7.25. 然而，由于伊利诺伊州的最低工资更高，它超过了联邦最低工资. As of the date of the publication of this Dealer Reference Manual, the State minimum w年龄 is $10.00.
在撰写本文时，伊利诺伊州的最低工资是每小时10美元. 该法案于1月1日生效, 2020年，伊利诺伊州从1月1日起提高最低工资, 2020年，并在那之后定期实施，直到1月1日达到每小时15美元, 2025.
新的最低工资标准
1-1-2020 $9.25
7-1-2020 $10.00
1-1-2021 $11.00
1-1-2022 $12.00
1-1-2023 $13.00
1-1-2024 $14.00
1-1-2025 $15.00
注:芝加哥和库克县各自都有自己的最低工资条例，使这些司法管辖区的最低工资略高.
因此, 计算符合最低工资要求的情况, 员工在工作周内工作的总时数应除以员工获得的总报酬. The resulting rate should be compared with the statutory minimum rate; if the hourly rate falls below the minimum, the dealer must adopt the minimum in computing w年龄s due to employees.
加班时间计算
Unless specifically exempted by the overtime exemptions discussed below, 受联邦工资-小时法保护的雇员必须在一周工作时间超过40小时的情况下获得加班费，加班费不得低于正常工资的1.5倍. 因此, 才能计算加班时间, it is necessary to determine the employee`s regular rate of pay.
While the law does not require dealers to compensate employees on an hourly basis, “固定工资”是指每小时的工资. 收入可以按计件计酬来确定, 工资, 委员会, 或其他基础, but the overtime pay due must be computed on the basis of the hourly rate derived from such earnings.
The "regular rate" may be more than the statutory minimum (currently $10.00 per hour) but it may never be less than the minimum w年龄 required by law. It includes all remuneration paid to the employee during the workweek except for statutory exclusions, 视为不包括在正常费率之内, 例如以下内容.
- Gifts, Christmas, and special occasion bonuses such as a reward for career service.
- Discretionary bonuses w在这里 the bonus is paid solely in the employer`s discretion and not pursuant to any contract, agreement or promise causing the employee to expect the bonus regularly; 然而, 非自由支配的奖金必须包括在正常的工资率计算，无论采用何种方法来补偿员工.
- Contributions irrevocably made by the dealer pursuant to a bona fide plan for providing old-年龄, 生活, 意外或健康保险, 或退休(如没有什么结果退休).
- 经销商代表雇员支付给真正的利润分享的款项, 节俭, 或储蓄计划.
- 雇员因休假而不工作时，为其偶尔支付的款项, 假期, 疾病, 或雇主未能提供足够的工作.
- 为雇主支付的费用报销.
- 按至少1.5倍的保险费率支付周六工作的额外报酬, 星期天, 还有节假日和其他“特殊”日子. 如果保险费率低于1.5倍, 所付的额外补偿必须包括在确定正常工资率中，不能记入法定应付加班费.
因此，雇员的正常小时工资率是由任何工作周内的雇用报酬总额(法定除外除外)除以该工作周内实际工作的总时数来确定的.
下面的例子说明了上述原则及其与加班费计算的关系:
每小时工资率的员工: 如果工作时间超过40小时, overtime must be paid at the rate of time and onehalf (1 1/2) each hour worked over 40 hours.
例子: 一名员工的工资是10美元.每周工作44小时. 他至少有权得到15美元.工作时间超过40小时的，工资是10美元的1.5倍.00). His pay for the week should total $460 ($400 for the first 40 hours plus $60.4个小时的加班，00。.
受薪雇员: T在这里 is no exemption from minimum w年龄 or overtime pro愿景s simply because an employee is paid on a 工资 basis. 除非有资格获得下面讨论的豁免, a salaried employee must be paid overtime and the regular hourly rate may never be less than the minimum w年龄 required by law.
当一个受薪员工不是按周计酬时, 为了计算正常工资和加班费，必须将其转换成相当于每周工资的数额. A monthly 工资 would be multiplied by 12 and the product divided by 52 to get the weekly equivalent; if the 工资 is paid twice a month, 乘以24，再除以52. 一个简单的表单, 由联邦工资和工时部门提出, 哪一个 may be used to convert to a weekly equivalent is to multiply a:
- 半月工资0.4615, or
- 月薪0元.2308, or
- 年薪0.01923
例子: 员工的月薪为1733美元.33是每周工作40小时. 每周相当于400美元(1733美元).33 × 12个月除以52周= 400美元，或1733美元.33 x 0.2308 = 400美元)，常规工资是10美元.(400美元除以40 = 10美元.00). If the employee were to work 42 hours in a workweek, the pay should be $30.两个加班费是10美元.00 × 1 1/2 × 2小时= 30美元.除了工资之外.
T在这里 is also no federal requirement that overtime compensation be paid weekly. 一般的规则是，在某一工作周挣得的加班费必须在该工作周结束期间的正常发薪日支付.
如果正确的加班费金额直到正常工资期之后才确定, the employer must pay the overtime compensation as soon after the regular pay period as practicable. 雇主不得拖延支付超过合理计算和安排支付所需的时间, and in no event may payment be delayed beyond the next payday after such computation can be made.
豁免: 如上所述，联邦工资小时法一般适用于所有汽车经销商. 法律, 然而, 包含对特定类型的企业和特定类别的雇员从这些基本标准的各种豁免. 进一步, 经销商已经成功地确保并保持了对销售人员和技工的某些历史性豁免，不受加班规定的限制.
下面讨论的一些豁免包括最低工资和加班要求，而其他豁免只包括加班要求. 经销商被建议仔细确定哪些豁免可能适用于其经销商运营中的员工.
白领豁免: 联邦工资-小时法明确规定，最低工资和加班费都不适用于真正的行政人员雇用的任何雇员, 行政, or professional capacity or in the capacity of an outside salesper儿子.
是否 an employee falls within the meaning of these terms is not to be determined by the employee`s title or compensation, but rather by the actual activities of the employee and whether he/she meets the tests under the law. 因此, an employee may not become an "executive" merely by being given the title of "Assistant Man年龄r"; conversely, 雇员的工作头衔不是行政性质的，这一事实并不会控制他/她是否属于行政雇员豁免范围.
根据联邦工资小时法的规定，每项豁免都有严格的定义，建议经销商在申请豁免之前仔细检查其确切的条款和条件. The following are brief summaries of the basic requirements for the executive, 行政, 专业和外部销售人员豁免:
执行员工: 符合下列行政人员资格要求的雇员可免除联邦工资-小时法的最低工资和加班规定:
- If the employee is compensated on a 工资 basis of not less than $684 per week;
- 他/她的主要职责包括对其雇员所在企业或其惯常认可的部门或分支机构的管理;
- He/she customarily and regularly directs the work of two or more full time employees t在这里in; and
- He/she has the authority to hire or fire other employees or his/her suggestions and recommendations as to the hiring, 发射, 进步, 促销活动, or any other change of status of other employees must be given particular weight.
The executive exemption would typically apply to the sales man年龄r, 地区经理, 服务经理, 如果员工符合以上测试要求，可担任车间领班. 这也适用于服务编写者, 服务顾问, 服务经理, 或者服务销售人员，他们的主要职责是记录车辆的状况，并写一份报告，说明所需的零部件和机械工作.
进一步, 如果办公室经理的主要职责是簿记而不是办公室的管理，他就没有资格获得这项豁免.
行政员工: 雇员如符合下列行政地位的条件，可免除最低工资和加班的法律规定.
- He/she is compensated on a 工资 or fee basis of not less than $684 per week;
- His/her primary duty is the performance of office or nonmanual work directly related to man年龄ment or general business operations of the employer or the employer`s customers; and
- His/her primary duty includes the exercise of discretion and independent judgment with respect to matters of significance.
行政豁免通常适用于符合上述测试的行政助理或履行明确豁免职责(如执行雇主的信用政策)的办公室经理, 管理公司的交通, 采购, 和其他需要习惯和定期行使裁量权和判断的负责办公室工作.
这项豁免将不适用, 然而, 给一个主要职责是簿记的办公室经理, 工资的准备, or sending out monthly statements of account; nor would it apply to a per儿子 performing routine clerical duties such as a secretary.
此外，美国地区经销商审计.S. 工资和工时部门对财务和保险(“F和I”)员工使用行政豁免提出了质疑. 劳工部认为“F and I”员工的工作是例行的文书和销售工作，缺乏必要的自由裁量权和独立判断，这是满足行政豁免的联邦法规所要求的.
If, 然而, “F和I”员工的主要职责是决定是否给予信贷, 豁免可以成功地断言，因为法规已经承认信贷经理是一个员工满足行政豁免要求的“典型”例子.
专业人员:一个员工可以免除最低工资和加班费的法律规定，只要满足以下要求作为一个有学问的专业人员.
- He/she is compensated on a 工资 or fee basis of not less than $684 per week;
- His/her primary duty is the performance of work requiring advanced knowledge, 定义为主要是智力性质的工作，包括需要行使裁量权和判断力的工作;
- The advanced knowledge must be in a field of science or learning; and
- The advance knowledge must be customarily acquired by a prolonged course of specialized intellectual instruction.
The learned professional exemption would typically apply to controllers, 会计师, and attorneys who meet the above tests who perform clearly exempt duties. 这项豁免不适用于主要职责为簿记的办公室经理, 工资的准备, 或者每月寄账单.
白领工资门槛
最高10%的工资门槛可以通过支付非自由支配的奖金和激励措施来满足, 包括佣金. 非自由支配奖金是作为激励更有效地工作和留在经销商承诺的补偿. 裁量奖金:是否颁发奖金或奖金金额完全由雇主裁量决定，但不满足白领豁免的工资门槛.
7(我)免税
每周, Section 7(i) of the Fair Labor Standards Act provides an overtime exemption for an employee of a retail or service establishment "if (1) the regular rate of pay is in excess of one and one-half times the minimum hourly w年龄 and (2) more than half his compensation for a representative period (not less than one month) represents 委员会s on 货物 and services. In determining the proportion of compensation representing 委员会s, 适用真实佣金率取得的一切收入，不论其计算的佣金是否超过提款金额或担保金额，均应视为货物或服务的佣金.". 这种豁免一般适用于F&我经理.
店员:外 如果员工有资格成为外部销售人员, he/she is exempt from the minimum w年龄 and overtime requirements of the law. The term "outside salesper儿子" for purposes of the exemption means any employee:
- 谁的主要职责是销售, or obtaining orders or contracts for services or for the use of facilities for 哪一个 a consideration will be paid by the client or customer; and
- Who is customarily and regularly eng年龄d away from the employer`s place or places of business.
例子: 一名员工在外面做销售，也和一名每周工作40小时的内部销售人员一起在地板上做销售. 因为内部销售被视为非免税工作, he/she may not work more than 8 hours per week on the floor if he/she wishes to maintain his/her outside salesper儿子 status.
销售人员和机修工的加班费免除
对于主要从事销售或维修汽车的销售人员或机械师，联邦工资小时法的加班费要求完全豁免, 卡车, 或农具, 如果他/她受雇于主要从事向最终购买者销售此类车辆或工具的业务的非制造业机构.
这项豁免的颁布是国会对汽车经销商雇用的销售人员和机械师报酬激励方法的含蓄承认.
加班豁免适用于:
- Regardless of the annual 痛单位lar volume of sales of the dealership; and
- 是否 the salesper儿子 or mechanic works in the dealership`s principal building or in physically separate buildings or areas; and
- 是否, 通过在经销商的主楼工作, his/her work relates to the work of physically separate buildings or areas, so long as he/she is employed in a department 这是 functionally operated as part of the dealership.
因此, a mechanic in the service department who repairs both new vehicles and trade-ins, later sold at a physically separate used car lot operated by the dealership, 可以免除.
但是，要获得豁免，必须满足下列所有要求:
- 销售人员或机修工必须“主要参与”.e., spend over 50% of his/her time in selling or servicing 汽车s, 卡车, 或农具. 因此, as long as an employee spends over 50% of his/her time in exempt work, he/she is entirely exempt from the overtime pro愿景s even though he/she may perform other non-exempt work subject to overtime; and
- The dealership must be "primarily eng年龄d" in the business of selling 汽车s, 卡车, 或者农具给最终买家. 这适用于经销商, 术语“主要参与”意味着经销商每年超过一半的销售额或生意必须来自汽车销售, 卡车, 或农具; and
- The salesper儿子 or mechanic must be employed in a department 这是 functionally operated as part of the dealership.
The above tests for exemption also apply to salesper儿子s selling 预告片. 豁免, 然而, 不适用于维修拖车的技工，也不适用于主要从事销售拖车的机构雇用的技工.
活动房屋是否符合豁免所指的“拖车”，取决于其设计和制造的功能. 关键的因素是，移动房屋的设计和制造是作为一种交通工具或移动运输工具，还是一个永久的住宅. 任何类型的活动房屋都可被视为“拖车”。, if they are designed to be transported from place to place as a trailer, e.g., 它们有自己的轮子和悬挂系统，可以被拖在动力车辆后面，停车后可以很容易地放置，然后很容易地拆卸和移动到另一个地区.
以下是与联邦工资小时法加班规定相关的术语“销售人员”和“技工”的简要总结:
店员: 销售人员是为汽车销售而雇佣的员工，主要从事销售或获得销售订单或合同, 预告片, 卡车, 或农具. 伴随或与员工的销售或招揽工作一起进行的工作, 包括附带的交付和托收, 是否被视为在豁免范围内.
工资和工时司也承认这一点, 在一般情况下, 服务销售人员属于这种加班豁免范围. While this represents a change from previous interpretive regulations, 这与许多联邦法院的判决一致. 以下是美国劳工部关于服务销售人员的声明:
"Our present position is that employees variously described as service writer, 服务顾问, 服务经理或服务销售人员的主要职责是记录车辆的状况，并写一份报告，说明修复所需的零件和机械工作，他们有资格获得这种豁免."
主要从事汽车租赁的雇员, 然而, is not deemed a salesper儿子 within the meaning of the overtime exemption. 劳动部认为，租赁机构不能享受加班豁免，理由是它们不向最终买家出售车辆，尽管承租人可能在租赁协议期满时有权购买车辆. 然而, 在租赁协议到期时进行的与车辆销售有关的工作可能在此豁免范围内.
力学: 机械师是主要从事机械工作的员工，包括“准备就绪”的机械师, 汽车, 卡车, 或者农具机械, 车身或挡泥板力学, 二手车整理力学, 和肇事者力学.
“机修工”一词不包括主要从事诸如洗涤等非机械工作的雇员, 清洁, 绘画, 抛光, 轮胎改变, 安装座套, 调度, 润滑, 抗锈的, 或者其他非机械的功. 然而, if the employee spends over 50% of his/her time in exempt mechanical work (such as replacing mufflers and tail pipes, 更换闸瓦及调试工作), he/she would qualify for the overtime exemption as he/she would be primarily eng年龄d as a mechanic.
类似的, 美国劳工部规定，车身油漆工不被视为机械工，除非他们同时从事机械工和油漆工的工作，并花费超过一半的时间修理或更换车身和装饰部件，以便为涂装车辆做准备.
佣金雇员加班费豁免
除了给予销售人员和机械师加班要求的特殊豁免之外, 联邦工资小时法有一项一般性规定，在某些情况下对主要靠佣金支付并受雇于零售或服务机构的雇员提供加班费豁免.
本条款不限于销售人员，也适用于任何因销售或服务而获得佣金补偿的员工. 因此, 这一加班豁免的基础可用于经销商员工的佣金激励基础上补偿，如车身油漆工, 润滑油的男人, 以及“F and I”员工.
为了使雇员有资格获得豁免，必须满足下列测试:
- The dealership must qualify as a "retail or service establishment". 经销商应满足这一要求，除非批发销售额超过其年总销售额的25%, 舰队销售, 根据正式招标或大量销售完成的销售, or any combination of these types of sales; and
- The employee`s regular rate of pay must exceed 150% of the applicable minimum hourly rate for the work week the exemption is being sought; and
- 雇员必须从商品或服务的佣金中获得其在一个代表期内(不少于一个月)的报酬的一半以上.
如果员工以佣金为基础支付工资, 他/她从这种佣金中领取薪金或提款并不会剥夺他/她的加班费豁免，除非他/她的佣金很少或从不等于或超过提款或保证的数额. 在这种情况下, 该委员会计划将不被视为是真实的，豁免将不适用. 如果雇员收到的是固定工资和提成，那么这种豁免也不适用, 那只占他/她总收入的50%或更少.
对销售人员预付款和结算期的建议
销售人员通常是按提成的方式雇用的. 然而, 当对符合加班费条件的销售人员进行补偿时，免交加班费, 经销商必须采取一种工资安排，保证此类员工在结算期间每小时工作的最低工资不低于雇主通过佣金或补贴的方式支付.
如上所述, the law does not require payment of minimum w年龄 at any specific time as long as some regular pay period (such as weekly, 两周一次的, 或按月)，员工在支付期间的所有工作时间都能得到“及时支付”的最低工资. 工资和工时部门已经声明, 然而, 超过一个月的结算期的有效性可能会受到质疑，因为这种结算期是否企图规避联邦工资小时法的规定.
因为最低工资支付没有具体的时间要求, 因此，经销商只需每周预付一定金额或“提款”给他们的销售人员，然后每周定期与他们结清佣金, 两周一次的, 或者三周或四周的基础. 在哪里经销商已经确定了一个结算期, 在结算期间从佣金收入中提款，不需要提供提款所涵盖的支付期间部分的最低工资.
然后，经销商可以贷记提款或预付佣金，当员工在赚取佣金的期间结束时结算到期金额, as long as the settlement results in payment of the minimum w年龄 for all hours comprising the settlement period.
对销售人员佣金的建议
如果你的销售人员平均收入是2美元,平均4周期间，佣金为$ 000, 你的最低工资将在这段时间内得到保障, 假设他/她在此期间工作不超过200小时. (200 x $10.00 = $3,000)
销售人员工资表的例子:
|
工作时间 |
由于最低工资 | 佣金收入 | 欠销售员 | |
| 星期我 | 45 | $450 | $530 | |
| 星期2 | 50 | $500 | $550.00 | |
| 星期3 | 55 | $550 | $500 | |
| 星期4 | 50 | $500 | $455.00 | |
| 200 | $2,000 | $2,035 | $2,000 |
在上图中，销售人员赚了35美元.00 more in 委员会s over the 4-week period than you were obligated to pay him in minimum w年龄. 因此，你要支付佣金. In the event 委员会s would have been less than the minimum w年龄 obligation, 你得补上差价. 要求每个销售人员提交并签署每周工作时间表，经销商应将其保存在员工档案中. 本例假设一个4周的结算期.
Drawing account salesper儿子s can be handled with proper mutual understanding, 和记帐, 因此，您的记录反映他们已支付所需的最低工资，并显示余额作为预支佣金，以赚取每星期, 并按正常结算周期结算.
注:向销售人员提供一名演示人员不能被视为最低工资的一部分.
各种各样的需求
所有的人都, 除行政管理人员外, 每天必须记录工作时间吗, showing the time worked each day by starting time and quitting time. 这适用于销售人员. Preferably all time reports for the day or week should be signed by the employee.
圣诞节奖金可以与工资计算分开支付.
Incentive bonuses paid for a given effort must be considered as a part of basic w年龄 or 工资 for the period involved, 这就需要重新计算加班费.
童工禁令
在一般情况下, 联邦工资小时法规定，除非另有规定，所有职业的最低就业年龄为16岁. 法律, 然而, contains the following exceptions and conditions:
雇用14至16岁未成年人: 法规允许雇用14至16岁的未成年人从事数量有限的职业，在不影响其学业的时期和不影响其健康和福祉的条件下工作. 工作时间特别限于:
- 在学校以外的时间工作，时间在7小时之间.m. 和7 p.m.除了夏季(6月1日至劳动节)，晚上的工作时间为9点.m.; and
- Employment for not more than 3 hours a day nor more than 18 hours a week when school is in session; and
- 在休学期间，每日工作时间不超过8小时，每周工作时间不超过40小时.
进一步, permissible work must be deemed nonhazardous and is restricted in retail establishments to work 例如以下内容:
- Office and clerical work (including the operation of office machines);
- 出纳和销售;
- 组装的订单, 包装和搁架部件(但不包括涉及起重设备或任何动力驱动机械的操作或照管);
- Errand and delivery work by foot, bicycle, and public 运输;
- Clean-up work, including the use of vacuum cleaners and floor waxers;
- 保养场地(但不包括使用电动割草机或割草机);
- 汽车清洗、清洗、抛光;
- 分配汽油和机油(但不使用坑), racks and lifting apparatus or the inflation of any tires mounted on a rim equipped with a removable retaining ring).
雇用16至17岁未成年人: 16岁的时候, 未成年人可以被雇佣在任何时间和任何时间内从事任何职业，但被劳工部宣布为危险的职业除外.
W在这里 the occupation is considered particularly hazardous (as for example, 任何涉及在公共道路上驾驶或在出租车外的公共道路上驾驶机动车辆以协助运输或运送货物的职业)，雇员必须至少18岁. 然而, 美国劳工部裁定，17岁以上的未成年人驾驶汽车或卡车并不特别危险，前提是满足以下所有条件:
- 汽车或卡车不超过6,车辆总重量(包括卡车)000磅, 底盘与润滑剂, 水和满油箱或油箱燃料, 再加上驾驶室或驾驶室的重量, 车身和专用底盘及车身设备, and payload); and
- The driving is restricted to daylight hours and within 30 miles of the place of employment; and
- The operation of the 汽车 or 卡车 is only occasional and inci牙科 to the child`s employment;
(Driving is "occasional and inci牙科" if it is limited to no more than 1/3 of the minor's work in any workday and not to exceed 20% of the minor's work time in any workweek when performed); and - 儿童驾驶员持有与他/她所从事的工作相关的有效的州驾驶执照, 是否完成了州批准的驾驶教育课程, and has no record of moving violations at the time of hire; and
- The vehicle is equipped with a seat belt or similar device for the driver and for each helper and the employer has instructed each child that such belts or other devices must be used; and
- 驾驶不涉及车辆的拖拽, 路线交货, 出租财产的运输, 货物, 或乘客, 任何紧急或时间敏感的交付, 或每日超过2次往返于雇主主要工作地点接送非雇主雇员的旅客.
因此, 17岁以下的未成年人在经销场所驾驶符合上述定义的汽车或卡车，用于礼貌服务等目的, 存储, 维修是允许的.
雇用18岁或以上的雇员: 年满18岁的员工可以从事任何工作, 是否危险, 在任何一段时间内无限小时.
父母的豁免: 一个家长, 或者一个代替父母的人, 是否可雇用自己的子女或由他/她监护的16岁以下子女从事任何职业，但不从事被认为对16至18岁儿童的健康或福祉特别有害或有害的职业. 豁免 applies only in cases w在这里 the child is exclusively employed by his/her 父s, i.e.，而不是简单地协助父母为其雇主工作.
Additional information can be found on the Department of Labor website, 点击这里.
劳动部审计合规建议
调查开始了. Most investigations are done by prior appointment; 然而, 有些可能在没有任何预先警告的情况下进行. 通常，一个或多个劳工部调查人员会出现在雇主的办公室，表明他们被指派对工资记录进行审计, 以确定雇主是否遵守《正规网赌软件》(《正规网赌软件》的规定), 联邦最低工资和加班工资法.
是否应提供所要求的工资单数据? If an employer refuses to voluntarily supply its payroll records, 或未给予代理人合理配合, 他/她正在犯一个严重的错误. 劳工部长有广泛的传讯权力来检查所有受《正规网赌软件》的规定约束的人的账簿和记录. 如果有必要的话, 秘书可以获得联邦法院的命令，强制出示就业记录和工资账簿. 不遵守这样的法院命令可能会导致罚款，以及公众尴尬. Possibly more significant is the fact that an uncooperative employer creates a hostile attitude in the investigators, 激励他们更加努力地揭露《正规网赌软件》的规定的违法行为，并为合理的解决创造一个不利的氛围.
雇主为何要接受调查? Employers are always curious to know why they were selected for investigation. 美国劳工部(Labor Department)的规定禁止合规检查员透露举报人的姓名或透露信息来源. 在绝大多数情况下, 然而, it is safe to assume that the investigation was launched by a complaint filed by a disgruntled employee or former employee, 或者是工会.
当调查完成后. The investigation may last one day or less or several weeks or more, depending on how many employees are involved and on the conditions of the employer`s payroll records.
如果发现违规. 如果调查人员认为存在违规行为, 不要试图和他/她争论. 当雇主试图与工资和工时调查人员争论他或她自己的情况时, 雇主经常严肃对待, 这些破坏性的陈述可能会被用来对他或她不利.
建议. If the investigators inform you that their inspection discloses violations, immediately request a conference with them at 哪一个 your counsel should be present. 告诉调查人员在没有律师的情况下你不想进一步讨论此事.
会议. 在这样的会议上, the Labor Department 年龄nts will disclose the exact nature of the violations they claim to have found. They will probably suggest methods of achieving future compliance with the 《正规网赌软件》的规定. 如果劳工部的代理人声称欠薪是由于现在或以前的雇员, they will request payment of the back w年龄s during this conference.
在这种情况下, 他们应该, 在大多数情况下, 要求, 向雇主提供下列正规的网赌软件:
“拖欠工资汇总表”. 这个汇总列表, 以字母顺序, 那些有权拖欠工资的雇员, 连同他们的地址, 调查涵盖的日期和应付的总金额. 一定要提供一份这样的摘要. 如雇主不同意，调查人员可拒绝, 在那个时候, 同意在未来遵守《正规网赌软件》的规定. 除非雇主完全了解这一承诺可能产生的影响，否则不应作出未来遵守承诺的保证.
如果拖欠工资. 当劳工部调查人员说欠员工工资时，许多雇主都有一个错误的印象, 除了付钱，别无选择. 他们将要求支付欠薪等同于美国国税局(Internal Revenue Service)的缺税通知或联邦贸易委员会(Federal Trade Commission)的“停止和终止令”。. This misunderstanding has frequently cost employers large sums of money that they might have saved. 不像其他众多的联邦机构, 劳工部没有权力在工资和工时方面发布停止令. The Department of Labor cannot order anyone to make back w年龄 payments. 只有法院才能强迫支付欠下的工资.
When a Labor Department 年龄nt tells an employer that he or she owes back w年龄s, all that the 年龄nt is saying is that in the Department`s opinion, 拖欠的工资到期了. 如果调查人员提出欠薪要求, the employer is NOT automatically obligated to make the payments. 如果雇主觉得调查人员搞错了, 他或她通常有机会把这个问题提交给劳工部的高级官员, and ultimately he or she can defend his or her position in a court of law.
根据事实和经验, w年龄 and hour investigators may arrive at mistaken conclusions about the payment of back w年龄s. 以下是一些劳工部人员经常犯的错误:
- 不准确的计算. 在他们的工资记录考试中, 工资和工时代理人将工资单资料誊写到正式的“计算表”上。. These computation sheets show exactly how much is alleged to be due to an employee and how the figure was computed. 代理人将允许雇主检查并复制计算表.
- 诉讼时效. The statute of limitations for innocent violations of the 《正规网赌软件》的规定 is 2 years. 根据《正规网赌软件》的规定修正案，对于故意违反，诉讼时效为3年. The statute of limitations does NOT stop running because of an investigation. 阻止法令实施的唯一情况是向法院提起诉讼或雇主签署书面放弃协议. 如果调查人员要求退还任何一段被法定时效禁止的时间的工资, 他们不需要报酬.
- 豁免. 《正规网赌软件》的规定规定了一些全部或部分豁免. 例如, 该法案允许完全豁免“外部销售人员”。, 和“执行”, “行政”和“专业”员工必须满足特定定义明确和严格解释的测试. 类似的, 例如，某些类别的员工可以免除加班(但不包括最低工资), 州际公路卡车司机. W年龄 and hour investigators often neglect to allow such exemptions. (在伊利诺伊州，这些豁免并不适用于最低工资标准).
- 报道. 并不是每个员工都受《正规网赌软件》的规定的保护. 出于同样的原因，一些公司完全或部分免除了《正规网赌软件》的规定的覆盖. 再一次, investigators customarily assert cover年龄 on a broad brush basis, 为了报道而歪曲事实. 调查人员的注意力应指向任何可能证明雇主或其雇员不受《正规网赌软件》的规定约束的事实或情况.
假设在与代理的会议之后, he or she persists with the view that the employees are entitled to back w年龄s. 事情就这样结束了吗? 一般来说，答案是否定的. After discussions with the field investigator have been completed, the employer may normally take the case up to higher levels of authority in the Labor Department.
- 外地办事处主管. 如果雇主及其律师未能成功说服实地调查员了解他们与他或她可能存在的任何意见分歧, 和调查员的顶头上司开会, 外地办事处主管, 应该要求. 外勤办公室主管通常与公司位于同一地理位置附近. 经常, field office supervisors are highly experienced per儿子nel who are far more knowledgeable than the investigative staff. 外地办事处主管经常驳回或修改调查人员的调查结果, and may properly compromise claims if t在这里 is a rea儿子able basis for doing so.
- 区域主任或其代表. 如果雇主不与现场主管协商, 通常有机会就所涉及的特定地理区域与工资和工时司的区域主任进行磋商. The regional offices are located in major cities throughout the United States. If it is inconvenient to confer per儿子ally with the Regional Director, 可以提交书面摘要和论点. 然而, 经验表明，个人讨论在取得预期结果方面更为有效. 去区域办事处出差的费用通常是一项很好的投资.
- 的国家机关. 工资和工时部门的主要总部, 的国家机关, 位于华盛顿, D.C. 因为国家办公室是非常高层的, its officials have the widest authority to compromise and settle cases. Those unable to resolve their controversies at the Regional Office, 可以要求将他们的案件提交国家办公室进行行政裁决吗, 这是管理程序的最后一步. 一般来说，这样的请求都会被批准. Once clearance is given to present a case to Washington, it may be done in writing and/or in per儿子. 个人会议几乎总是更有效，产生的结果要好得多.
警告: 行政程序通常需要几个月甚至几年的时间. Consideration by 的国家机关 is the most time-consuming step. 因此, before clearance is given for consideration of your case by 的国家机关, the Regional Director may ask that you waive the statute of limitations. 换句话说, 地区办公室可能会要求您签署一份文件，该文件将使诉讼时效失效，并允许劳工部起诉您，要求退还这些欠薪，无论需要多长时间才能得到华盛顿的裁决. You should not agree to sign such a waiver without first consulting your counsel. 不明智地放弃诉讼时效可能是一个严重和代价高昂的错误.
在与劳动部门讨论结束后.
在行政程序结束后, what happens if t在这里 is a refusal to pay any back w年龄s that are claimed? 这个关键问题的答案通常取决于雇主将来是否愿意遵守《正规网赌软件》的规定.
如果将来有协议要遵守的话. 如果有一个未来遵守《正规网赌软件》的规定的协议, 雇主也许能够说服部门放弃对欠薪的索赔. This solution is reserved primarily for cases w在这里 t在这里 is some doubt concerning cover年龄 or other legal issues. 在某些情况下，是拒付工资, 美国劳工部可能不会采取进一步的官方行动，但它将致函员工，通知他们有权追讨欠薪.
After the employee is notified by the Department of Labor that he/she is entitled to back w年龄s, 雇员(不是劳工部)有两种选择:
(1) The EMPLOYEE may hire his/her own lawyer and file a 私人 lawsuit against the company. 在这种诉讼, the employee can ask for twice the amount of back w年龄s plus the attorney`s fee and court costs. 在这种情况下，劳工部 WILL NOT COOPERATE WITH THE EMPLOYEE AND IT WILL NEITHER SUPPLY EVIDENCE NOR ANY ASSISTANCE IN THIS PRIVATE LAWSUIT. People who still work for the company (as opposed to former employees) are usually reluctant to start such suits. 有时，雇主可能希望承担一个经过计算的风险，即雇员不会因欠薪而提起诉讼.
(2)员工可以要求劳动部长提起诉讼. 虽然这些要求是经常提出的，秘书并不总是尊重他们. 秘书不同意在所有案件中提起诉讼的原因是，除非涉及的法律问题是重要的，否则部门的政策反对提起诉讼.
然而, 秘书将经常对任何雇主提出禁令行动，禁止未来的违法行为，并要求退还工资作为禁令救济的一部分.
如果将来没有协议要遵守的话 《正规网赌软件》的规定. 如果雇主仍然觉得他或她不受《正规网赌软件》的规定的约束, 或者拒绝接受未来的服从, the case will be sent at once to the Office of the Solicitor of Labor for appropriate court action. “适当的法院行动”通常意味着律师办公室将迅速向联邦法院提起诉讼，寻求对雇主的禁令. These injunctions are obtained in almost all of the cases started by the Solicitor. 该禁令将禁止雇主在未来违反《正规网赌软件》的规定——如果他或她无视禁令而这样做, 联邦法院可能会施以重罚和其他惩罚.
美国残疾人法案
The Americans with Disabilities Act (ADA) was signed into federal law during the Fall of 1992. 残疾人士, it provides civil rights protections against discrimination in employment, 运输, 公共设施, 州和地方政府服务, 和电信. 这些保护与根据种族提供给其他群体的保护相当, 性, 国家的起源, 年龄, 和宗教.
ADA分为两个独立的领域:就业和公共设施/公共通道.
The following effective dates with respect to ADA requirements apply:
就业法规
- 1992年7月26日, -雇员人数超过25人的雇主.
- 1994年7月26日, -适用于15 - 24名雇员的雇主.
公共设施
- 1992年1月26日, ——一般.
- New facilities designed and constructed for first occupancy after January 26, 1993, 必须是可访问的, 这是, 符合所有ADA架构指南.
就业
就业法规, 由平等就业机会委员会(EEOC)发出, 在所有就业实践中，歧视“合格的残疾人”是违法的. 《正规的网赌软件》将残疾人定义为身体或精神上有缺陷，严重限制一项或多项主要生活活动的人.
例子: 这将包括影响行走的身体残疾, 会说话的, 听力, 或工作, 精神发育迟滞, 精神病史, 缓解中的疾病(如癌症), 艾滋病, 酗酒, 和缺陷. 请注意，目前使用非法药物或酗酒的残疾人不受保护.
Employers must rea儿子ably accommodate the disabilities of qualified employees. 合理的安置包括对工作或工作环境的修改或调整，使有残疾的合格申请人或雇员能够履行必要的工作职能.
例子: 这可能包括重组一份工作, 修改工作安排, 或者购买或改装设备.
寻求住宿的个人必须是合格的，雇主必须知道残疾. 如果雇主会给雇主的业务经营带来不适当的困难，他们不必作出让步, 例如需要很大困难或花费的行动.
关于职前实践, employers may not inquire whether or to what extent an individual is disabled. Employers may, 然而, ask an applicant whether he or she can perform specific job functions. Employers may also establish qualification standards that exclude individuals who pose a direct threat (significant risk) to the health and safety of others; 然而, the existence of such risk must be based on 医疗ly supportable evidence that t在这里 is a genuine risk in the work place.
公共设施
The ADA 公共设施 requirements are addressed in regulations issued by the United States Department of Justice. 这些规定本质上要求公共设施(包括经销商)对残疾人开放. 企业必须合理地改变政策, 实践, 以及避免歧视的程序.
例子: Rea儿子able accommodations might include the pro愿景 of auxiliary aids, 比如辅助收听设备, 为听障人士准备的书面材料, 或者为视障人士提供大型印刷品.
如果该规定会给业务造成不应有的负担或导致业务的根本改变，则无需进行此类修改. 另外, 如果个人对他人的健康和安全构成直接威胁，并且不能通过修改程序或提供辅助艾滋病缓解这种威胁，公共住所可将其排除在外.
清除现有设施内的障碍 限制进入的物理障碍只有在能够轻易消除的情况下才必须消除，消除的定义是容易完成和能够在没有太多困难或费用的情况下进行. Modifications that would fundamentally alter business operations or service are not required.
例子: Readily achievable modifications might include removal of boxes limiting access to a doorway, 增加的步骤, 放下电话, 或者在只需要常规加固墙体的地方安装抓斗.
T在这里 are no requirements that businesses make radical structural changes to existing facilities, 比如拆除墙壁或抬高天花板. 如果移除不容易实现, alternative steps may be necessary if those alternatives are readily achievable.
例子: 替代方案可能包括协助从高高的架子上或路边投递物品.
新设施(1993年1月26日以后)
关于公共设施和新设施, any new dealership facilities that opened for business after January 26, 1993年必须符合ADA建筑指南.
执法和处罚
The ADA employment requirements are enforced by the Equal Employment Opportunity Commission. 受侵害的个人可以向平等就业机会委员会提出投诉. 他们也可以提起私人诉讼. 对这些人可用的补救措施包括雇佣, 恢复, 促销活动, 欠薪, 法院命令停止歧视, 以及支付律师费.
《正规的网赌软件》规定的公共设施要求由美国司法部长和司法部执行. 个人可以向美国政府投诉.S. Attorney General who is authorized to bring a lawsuit in 哪一个 courts may award money dam年龄s and impose civil penalties. Penalties may not exceed $50,000 for the first violation and $100,000 for any subsequent violations. Individuals may also file 私人 lawsuits seeking injunctive relief (i.e., 法院下达的禁止企业提供便利设施的命令, 提供辅助艾滋病或服务, 或者修改政策)和律师费. 在私人诉讼中，金钱赔偿可能不会被判.
其他的例子
要求在支付支票时使用驾驶执照作为唯一身份证明手段的政策可能对视障人士是歧视.
只要政策允许销售人员或其他员工阅读价格信息或根据要求口头提供价格信息，经销商就不需要有盲文价格信息.
A dealership may need to rearrange facilities to permit wheelchair access.
Dealerships are not required to retrofit their facilities to install elevators, 除非这种安装很容易实现, 在大多数情况下是不太可能的. Elevators are generally not required in facilities under 3 stories or with fewer than 3000 square feet per floor.
Dealerships are not required to provide access to employee-only work areas.
以下的例子可能被司法部认为是容易实现的修改. 这份清单并不打算详尽无遗, 而是提供了很容易实现的障碍消除的例子. 是否有任何这些措施, 或其他, are readily achievable for a particular dealership facility must necessarily be determined on a case-by-case basis:
- 安装坡道
- 在人行道和入口的路缘拐弯
- 重新定位的货架上
- Rearranging tables, chairs, vending machines, display racks, and other furniture
- 重新定位电话
- 在电梯控制按钮上添加凸起标记
- 安装闪光警灯
- 不断扩大的门
- 安装偏置铰链以加宽门道
- Eliminating a turnstile or providing an alternative accessible path
- 安装无障碍门硬件
- 在厕所隔间安装扶手
- 重新布置卫生间隔板，增加机动空间
- 在水槽下安装盥洗室管道，以防烫伤
- 安装凸起的马桶盖
- 安装浴室镜子
- 重新摆放浴室里的纸巾盒
- 创建指定的无障碍停车位
- 在现有的无法使用的饮水机上安装一个方便使用的纸杯饮水机
- 去除高桩、低密度地毯
1993年《联邦家庭和医疗休假法
根据1993年联邦家庭和医疗休假法案, 任何在75英里范围内拥有至少50名员工的雇主，都必须为员工提供无薪休假，以照顾新生儿或新收养的孩子, 照顾身患重病的家庭成员, 对于员工自身的严重疾病, or for a "qualifying exigency" arising out of the active military duty or call to active military duty status of a spouse, 儿子, 女儿, 或父母 or to care for a covered servicemember with a serious injury or 疾病.
法律适用于谁?
该法律适用于75英里范围内员工人数超过50人的任何雇主，要求雇主为员工提供无薪休假，以照顾新生儿或新收养的孩子, 照顾身患重病的家庭成员, 对于员工自身的严重疾病, or for a "qualifying exigency" arising out of the active military duty or call to active military duty status of a spouse, 儿子, 女儿, 或父母, or to care for a covered servicemember with a serious injury or 疾病.
法律的规定是什么?
以下资料概述了法律的要求及其对雇主的潜在影响.
必须给予12周假期
在任何12个月期间，雇主必须给予雇员12周的(无薪)假期(26周的无薪军事护理假期), 涉及下列一个或多个原因:
- 因为分娩和照顾孩子在分娩后的头12个月. The employer can require that the leave be taken all at one time.
- Because of a child`s placement with the employee for adoption or foster care, 在实习的前12个月内. The employer can require that the leave be taken all at one time.
- To care for a spouse, child 或父母 who has a serious health condition. This leave may be taken intermittently or on a reduced time basis (e.g., by working fewer days in a week or by working fewer hours in a day), 但只有在由于医疗原因需要这样的时间表时.
- 照顾配偶, 儿子, 女儿, 父, 或受保护的军人在执行任务期间受重伤或患病，致使其在医学上不适合履行职务的近亲, 年级, 排名, 或评级.
- 由于雇员配偶所产生的资格紧急情况, 儿子, 女儿, 或父母正在服现役，或被告知即将被召唤或命令在国民警卫队或预备役服现役(不是在正规的武装部队).
“严重健康状况”的定义是指涉及(1)住院治疗的健康状况, 临终关怀, 或者寄宿医疗机构, 或(2)由保健提供者继续提供包括下列任何一项或多项的治疗;
(1)丧失工作能力的时期(i.e., 无法工作, 因健康状况严重而参加学校或其他日常活动, 所以治疗系统, or recovery t在这里from) of more than 3 consecutive calendar days, 以及与同一情况有关的任何后续治疗或丧失工作能力的时期, 还包括:
- 由医疗保健提供者进行2次或更多的治疗, 由护士或医生助理在卫生保健提供者的直接监督下进行, 或由卫生保健服务提供者(e.g., physical therapist) under orders of, or on referral by, a healthcare provider; or
- 至少一次由保健提供者进行治疗，结果在保健提供者的监督下形成持续治疗方案.
(2) Any period of incapacity due to pregnancy or for prenatal care.
(3)因慢性严重健康状况而丧失工作能力的任何时期或对这种丧失工作能力的治疗.
雇主可以要求医疗保健提供者提供有关家庭成员状况的证明, 包括提供者提供的雇员需要照顾家庭成员的证明和所需时间的估计.
因员工自身健康状况严重, 员工不能履行他或她的工作. 就像家庭成员生病一样, this leave can be taken intermittently or on a reduced time basis if 医疗ly necessary to do so.
The employer can require certification from a health care provider about the employee`s condition, including certification that the employee is unable to perform the functions of his or her job.
雇员可选择, 或者雇主可能会要求, 员工可以替代任何带薪假期, 带薪事假, 支付家庭休假, 或(在严重健康状况下)12周期间的部分或全部带薪医疗/病假, 如果这样的带薪假期是可用的.
The employee is expected to give the employer at least 30 days advance notice of such leave, 在一定程度上提前通知是可行的. 也, 如果请假是为了计划的医疗, 员工应安排待遇，以尽量减少对雇主的干扰.
必须将员工返回相同或同等职位
如果雇员在离职后返回，雇主必须同意将雇员退回到相同或同等的职位及雇佣福利. 如果员工返回工作岗位, 除假期或假期津贴外，员工不得损失假期前累积的任何福利.
包括“就业好处”, 但不限于, 团体人寿保险, 健康保险, 残障保险, 病假, 年假, 教育福利, 和养恤金，不论这些是否构成《雇员就业津贴法》所涵盖的福利，也不论这些福利是由惯例提供的还是通过书面政策提供的.
该法案, 然而, provides for certain conditions under 哪一个 an employer does not have to guarantee job restoration: 如果该员工是一名受薪员工，在给定的工作地点或75英里半径内，是薪酬最高的10%之一, 如果员工的缺勤会“对雇主的经营造成重大和严重的经济损害”，则可以拒绝恢复工作."
医疗保险必须继续吗
雇主必须继续提供医疗保险(例如.g., 医疗, 牙科, 愿景, 听力, 医疗保健支出账户)的员工在休假期间, 在同样的基础上，如果这个人一直在积极地工作. 员工在休假后因健康状况或其他员工无法控制的原因未返回工作岗位, the employer is allowed to charge the employee retroactively for the full premium cost of the health care cover年龄.
该法案明确指出, 然而, 该法的目的不是要求雇主在休假期间给予应计年资或就业福利(医疗保健要求除外)，也不是要求雇主给予雇员如果没有休假就不会享有的任何新权利. 例如, 如果员工不休假就会被解雇, 雇员复职的权利不会因为这项立法而更大.
哪些员工是可排除的?
The requirements generally apply to all employees of the employer, 除非雇主无须批准此假期，否则:
- An employee with less than 12 months of total service with the employer.
- 工作时间少于1小时的雇员,250 hours of service with the employer in the previous 12 months. These hours are to be counted in the same way as used for Fair Labor Standards Act (exempt/nonexempt overtime) purposes.
- An employee who works at a given worksite that has fewer than 50 employees, if the total number of employees within a 75-mile radius of that worksite is also less than 50. (这是为了认识到员工的缺席和后来的工作岗位恢复将在较小的地点造成的业务困难).
What are the Consequences for Noncompliance with the Family and Medical Leave Act?
An employer who denies these rights to an employee is liable for dam年龄s in the amount of lost w年龄s and benefits. 如果没有工资或福利的损失, dam年龄s are based on the amount of actual monetary loss by the employee, 高达相当于12周工资的数额. Unless the employer can show good faith, a court can, in its discretion, award double dam年龄s. 还可以提供恢复等公平的救济.
关于《正规的网赌软件》及其对经销商的适用性的任何问题，请致电(800)252-8944咨询IADA法律顾问.
就业DISCRIMINATION-PREGNANCY
Recent amendments to the Illinois Human Rights Act prohibit discrimination against a per儿子 on the basis of pregnancy. 雇主不得因雇员或未来雇员怀孕或与怀孕有关的健康状况而拒绝雇用或根据雇用条款行事. 雇主必须为所有怀孕雇员提供与怀孕有关的医疗条件类似的、为残疾雇员提供的条件, unless the employer can show that the accommodation would impose an undue hardship on the employer. 适用于怀孕及相关情况, rea儿子able accommodations include more frequent restroom and water breaks, 休息休息, 私人, 没有浴室的空间来表达母乳, 协助体力劳动, temporary transfer to a less strenuous or less hazardous position, 修改后的工作时间表, 从分娩中恢复的时间, 因为怀孕而不得不离开, 分娩, or 医疗 or common conditions resulting from pregnancy or 分娩.
孩子丧亲之痛法
The Child Bereavement Leave Act requires employers with at least 50 employees within a 75-mile radius, the same definition of employer as under the Family and Medical Leave Act of 1993, 为雇员提供不超过两星期(10个工作天)的无薪丧假，让雇员参加其子女的葬礼或类似的服务, to make arrangements necessitated by the death of the employee's child, 或者为员工的孩子的死哀悼. In the event of the death of more than one child within a 12-month period, the employee is entitled to up to 6 weeks of unpaid leave within a 12-month period. Leave taken under the Child Bereavement Act is not in addition to leave permitted by the Family and Medical Leave Act of 1993. 有权享受带薪休假的雇员可以用该休假代替该法案规定的休假. An employer may not take any adverse action against an employee who takes leave under the Act. 违反该法案的雇主将被处以民事罚款，初犯最高500美元，最高1美元,第二次或以后的犯罪，罚款五千.
就业资格认证
截至2013年3月8日，美国政府宣布了一项新政策.S. 律政司入境及入境处要求雇主使用新的I-9正规的网赌软件(就业资格核实). The following is intended to update members about the requirements of I-9.
为何必须核实新雇员的雇用资格
根据联邦法律的某些规定, 你必须核实任何你雇佣的人的身份和雇佣资格，并填写和保留一份正规的网赌软件I-9, 可以在哪个网站找到 在这里. You should make sure you have a completed Form I-9 for everyone you have hired since November 6, 1986.
除了, the law obliges employers not to discriminate against individuals on the basis of 国家的起源 or citizenship, 或者要求为特定的个人提供更多或不同的验证文件.
如何核实新雇员的就业资格
在填写正规的网赌软件I-9时，法例规定雇主须:
You do not need to complete a Form I-9 for: per儿子s hired before November 7, 1986, who are continuing in their employment; per儿子s who are independent contractors; or per儿子s who provide labor to you who are employed by a contractor providing contract services.
Reverification of Employment Authorization for Current Employees
When an employee`s work authorization expires, you must reverify his or her employment eligibility. 你可使用正规的网赌软件I-9第3条或, if Section 3 has already been used for a previous reverification update, 使用新的正规的网赌软件I-9. 如果你使用新的正规的网赌软件, 你应该把员工的名字写在Section 1, 完成第三节, 并将新表单与原始表单保持一致. 员工必须提供一个文档，以显示其初始雇佣授权的扩展或新的工作授权.
未成年人(18岁以下)
如果未成年人不能出示可接受的身份证明文件, 正规的网赌软件I-9应按下列方式填写.
- 确保你的员工在开始工作时填写正规的网赌软件I-9的第1部分;
- 审查证明每位雇员身份和工作资格的文件，并在受雇后3个工作日内完整填写正规的网赌软件第2条. 员工可以从正规的网赌软件1-9后面的列表中选择他们想要提交的文件;
- Retain the Form I-9 for 3 years after the date the per儿子 begins work or 1 year after the per儿子`s employment is terminated, 无论以后;
- 将正规的网赌软件I-9递交入境归化局人员查阅, 劳工部(DOL)或移民相关不公平就业做法特别顾问办公室(OSC)的要求. 雇主将获最少3天提前通知.
- 父母或合法监护人必须填写第1部分，并在留字处填写“18岁以下个人”;
- 父母或法定监护人必须填写“准备人员/翻译人员认证”栏;
- 请在第二部分填写“18岁以下个人”, B名单, in the space after the words "document #"; and
- 该未成年人必须提交一份表C文件，以显示其受雇资格. You should record the required information in the appropriate space in Section 2.