Pursuant to Public Act 101-0177 the Illinois Equal Pay Act now bans employers and employment agencies from asking about applicants’ past wage and compensation histories. This law takes effect on September 29, 2019. Employers can be penalized for asking the applicant or the applicant’s current or former employers for wage or salary history. If they have not yet done so, employers should review their employment applications to make sure they do not ask for salary and wage history. They should also train those involved in hiring on the new law. For more information you may contact the Illinois Department of Labor at the Equal Pay Hotline 866-372-4365.
Frequently Asked Questions on Wage History Ban

1. Can employers ask for salary history or use salary history when determining whether to offer a job or when determining how much to pay the job applicant?
   No. It is unlawful for an employer to request or require a wage or salary history from a job applicant as a condition of being considered for employment or as a condition of employment.
2. Can employers ask about employment benefits that have been provided in the past to a job applicant during the application process?
    No. It is also unlawful for an employer to request or require a job applicant to disclose benefits or other compensation received at any current or former employer as a condition of being considered for employment or as a condition of employment.
3. Who is covered by the law?
   Illinois job applicants. This includes applicants to part-time and full-time positions, temporary or permanent, whether hourly or salary. The law however does not cover independent contractors.
4. Can employers use recruiters to determine applicants' salary histories?
   No. Recruiters, employment agencies, staffing agency or any other agent of an employer may not screen applicants based on their current or prior wages or salary histories, benefits or other compensation.
5. Can an employer ask a current or former employer of the job applicant for the applicant’s wage history?
   No. It is unlawful for an employer or their agent to ask for a wage or salary history, benefits or other compensation from an applicant’s employer or former employers when conducting verification or reference checks.
6. What if the employee already works for the company where he or she is applying?
   The prohibition does not apply if a job applicant’s salary history is a matter of public record or if the applicant is a current employee applying with the same employer.
7. Can an employer prohibit employees from discussing their salaries?
   No. An employer cannot prohibit its employees from disclosing their own salaries, benefits or other compensation to other individuals.
8. Can job applicants volunteer salary history information?
    Yes. Applicants may voluntarily disclose their prior wage or salary history including benefits or other compensation. The employer shall not consider or rely on the voluntary disclosures as a factor in determining whether to offer a job applicant employment, in making an offer of compensation, or determining future wages, salary or benefits.
9. Can employers provide a salary range to an applicant or discuss with an applicant their salary and benefits expectations?
   Yes. An employer can provide information about the wages, benefits, compensation, or salary offered in relation to a position. The employer can also engage in discussions with an applicant about the applicant’s expectations with respect to wage or salary or benefits.
10. Who do I contact if I have questions about the new law?
    You should call the Illinois Department of Labor at the Equal Pay Hotline 866-372-4365.

Step 1) Begin- Give us your accounting documents.

• Bank Statements, Receivables, Payables, Inventory, etc.

Step 2) Accounting–  We process your information, reconcile and file.

Step 3) Statements– We prepare the Financial Statements.

• Balance Sheets, Income Statements, Ledgers

Step 4) investigation– Accountant Review of Financials.

• Tax Planning- Proactive planning can potentially minimize your tax burden.

Step 5) Consulting-  Business Strategist Review.

• Analysis of Goals, Operations, Marketing, Trends,

Step 1) Begin Again- Meet With You and Discuss Findings.

• Regular Accountability through Timely, Accurate Financial Reporting

 

What is a "Typical Situation" people are in when they realize they need help?
 

• They are growing and are unsure if they are legally complaint.
• Employees appear to be unhappy or have high turnover of staff and don't know what to do.
• They feel they have been "winging it" for too long and want to formalize processes.

What is something someone might say that would lead me to think of you?
 

• “If I could do this without employees I would.”
• “I feel like I've lost control of what people are doing - one person wants one thing and the other something else. I don't know what to do.”
• “My employees need someone to talk to that isn't me. Why do people come to me with their issues.”

What (Specifically) do they do?

Uncomplicate the people side of business. Help business owners success through and with their employees.

How do they do it?

Sitting down with the business owners to understand their needs and concerns. Create an action plan in order to achieve goals. Provide on-site support as needed so we are the go-to person for the employees and the owner. 

Matching Ideas with Resources 

​Other successful business owners have told us that one or more of the following are their biggest business concerns. Recently, the GOA (Great O'Hare Association) conducted a survey through it's Business Advocacy Committee asking the same question: Rank Legislative Issues in Order of Highest Concern for You.

GLM askes their clients the following question to learn more about what the business owner is thinking.

Which concern(s) do you have about your business?

• Rising labor costs (Employee)
• Health Insurance
• Workers Comp
• Government Regulations
• Declining Sales (Strategy)
• Taxes (Financial)
• Fighting Fires (Process)
• Tight Cash Flow (Financial)
• Errors, Mistakes, Quality (Process)
• Productivity & Attitude (Employees)
• Equipment Capacity (Equipment)
• Customer Demands (Strategy)
• Not having anyone to talk with (Owner Partner Issues)
• Other:                                                                            

The GOA Survey showed that Taxes is the largest concern (over 45% or those survey choose it) for business owners and GLM clients agree.                                                                                                       

Other successful business owners tell us they have a good relationship with their accounting firm. They indicate this has occurred through a unique process that allows them to spend more time working on other key elements of their job.  They say the result is increased results without increasing the number of hours they work.

Perhaps you may want to see some of the same results in your business. If you do, please contact us.

If you are also looking to stay in the loop on local, state and federal business regulations and taxes, you may want to get involved in the Local Business Association and Elk Grove Chamber of Commerce, the GOA. Learn more at www.theGOA.com 

The 2019 Business to Business Expo is here & the theme is.... WOODSTOCK!

Great (FREE!) networking opportunity. Visit the exhibitors' booths and mingle with the other attendees.

Come and visit the GLM booth, mention you saw this Blog and get a free gift! (in addition to the infamous mechanical pencil)

Thursday, March 7th | 2pm-6pm
Avalon Banquets
1905 E. Higgins Road
Elk Grove Village

Visit the GLM Booth at the GOA Expo!
 
The GLM mechanical Pencils are back!
Get yours by visiting the GLM Booth at the GOA Expo on March 7th

​ “The Friendly Club,” as the Rotary Club of Schaumburg / Hoffman Estates is known, was founded in 1969 by a dedicated group of local business leaders committed to making their community and the world a better place to live. 

The group of 70 business and community leaders are devoted to the ongoing efforts of Rotary International’s 1.2 million neighbors, friends, and community leaders who come together to create positive, lasting change in local and global communities.  Together they have raised millions of dollars used to enrich the lives of youth, families and seniors, through our own efforts and by providing assistance to other charitable organizations.

The member's differing occupations, cultures, and countries give us a unique perspective. Our shared passion for service helps us accomplish the remarkable.

What makes Rotary Club of Schaumburg / Hoffman Estates DIFFERENT? The unique point of view and approach gives distinct advantages:

• They see differently: The multidisciplinary perspective helps see challenges in unique ways. 
• They think differently. Applying leadership and expertise to social issues—and find unique solutions.
• They act responsibly: Members are all volunteers with a passion and perseverance to create lasting change so every dime raised goes toward projects. 

The members can be found in your  community, as well as, around the globe.

1. Executive Summary

2. Current Situation

3. Vision

• Mission Statement
• Goals (long range)
• Objectives (short/medium range)

4. Management

5. Product / Service Description

6. Market Analysis

• Customers
• Competition
• Opportunities
• Risks

7. Marketing Strategy

• Personnel
• Facilities / Equipment
• Pricing & Profitability
• Advertising & Promotion
• Public Relations
• Selling Tactics
• Distribution Channels
• Business Relationships

8. Production / Manufacturing Strategy

• Personnel
• Facilities / Equipment
• Intellectual Property
• Regulation / Compliance
• Supply Chain
• Business Relationships

9. Administrative Strategy

• Personnel
• Facilities / Equipment
• Management Information
• Worker Administration & Benefits
• Regulation / Compliance
• Business/Professional Relationships

​10. Financial Information 

• Pro Forma Balance Sheets (for 5 years into the future)
• Pro Forma Income Statement (for 5 years into the future)
• Detailed Budget (for next 12 to 24 months into the future)
• Cash Flow Projection (for next 12 to 24 months into the future)
• Break Even Analysis (show growth steps, if applicable)
• Summary of Existing Resources (people and money)
• Potential Sources of Funding

​

What is a “Typical Situation” people are in when they realize they need your help?
They are not happy with the performance of their business and need help in growing it, cutting costs, determining a solid strategy, and/or working on developing and implementing proper procedures.

What is something someone might say that would lead me to think of you? 
I need some help, I’m losing business, I’m losing key employees, or I’m just not happy with the performance of my company.

What (Specifically) do you do?
I help companies develop a solid business strategy.  My firm helps companies create and execute solid policies and procedures.  We help effect needed change within an organization.

How do you do it? 
My firm will generate a diagnostic of the business and determine what’s working and what needs to change or be improved.  We will create a strategic plan for the business that is easy to understand.  We then will help the company execute that plan, and we will provide real-time adjustments and positive feedback and direction on a daily basis. 
Our plan is to be able to help companies learn what they need to do to become better, get them to that point, and then give them the tools so that they con continue improving on their own.  If needed, we also lend money to companies if they need working capital to make changes and improvements.

Matching Ideas with Resources: