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www.IllinoisDealers.com
Join our mailing list!
Do you know of other member dealership employees who should be receiving the IADA Electronic Bulletins? Let us know! Send an email to Meghan Sander (msander@illinoisdealers.com), Director of Communication, with the contact information of people who should be on our distribution list.
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2016 IADA OFFICERS
Chairman
Sam Roberts
Roberts Motors, Inc.
Alton
Vice Chairman
Jack Schmitt
Jack Schmitt Chevrolet
O'Fallon
Treasurer
Dan Roesch
Roesch Auto Group
Elmhurst
Secretary
Pat Manning
Brad Manning Ford
Dekalb
President
Peter Sander
IADA
Springfield
IADA Staff Contacts:
Ph# 1-800-252-8944
Pete Sander
President
Ext. 103
psander@illinoisdealers.com
Larry Doll
Legal
Ext. 105
ldoll@illinoisdealers.com
Mark Harting
Administrative Services
Ext. 110
mharting@illinoisdealers.com
Mike Healey
Member Services
Ext. 107
mhealey@illinoisdealers.com
Joe McMahon
Legislative
Ext. 113
jmcmahon@illinoisdealers.com
Meghan Sander
Member Communications
Ext. 109
msander@illinoisdealers.com
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Your IADA Partner
Moving Vehicle Registration into the future
Upcoming Webinars
June 2nd
Rob Campbell
Service Price vs Value: How to Win Over Your Customers and Your Service Advisors
(12 PM CST)
Click here to register!
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May 19, 2016 Volume 2016, Issue 6
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ILLINOIS SECRETARY OF STATE TO ISSUE NEW DRIVER'S LICENSES
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Beginning this spring, the Illinois Secretary of State's Office will begin to replace expiring driver's licenses and identification cards with new driver's licenses and state ID Cards that will include enhanced security features required by the U. S. Department of Homeland Security. The new security features and required fraud checks to ensure applicant identity will require that the new licenses be produced at a centralized, off-site facility. Under the new process, each driver's license applicant will receive a temporary paper driver's license, which will be valid for 45 days, and his or her old driver's license with a hole punched in it. The Secretary of State's Office expects to issue new driver's licenses within 15 days of application.
WHAT THE MEANS FOR DEALERS: If a customer presents a paper driver's license as a form of identification, it is an acceptable form of identification. However, as an extra security measure, you may ask the customer to produce the old driver's license or an additional form of identification.
Additional information from the Secretary of State's Office about the new driver's licenses can be found here:
http://www.cyberdriveillinois.com/special/central-issuance/l-CI-letter.pdf
http://www.cyberdriveillinois.com/special/central-issuance/CIDL-brochure.pdf
http://www.cyberdriveillinois.com/special/central-issuance/FAQs-CI16.pdf
A short video that highlights the security upgrades to the driver's license/ID and the changes to the issuance process can be found here. |
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OVERTIME EXEMPTION SCALED BACK FOR "WHITE COLLAR" EMPLOYEES
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The U.S Department of Labor has released revised regulations scaling back the number of employees who will be able to qualify for the "white collar" overtime exemption. The new rules are scheduled to take effect December 1, 2016.
Currently, certain executive, administrative, professional, and computer "white collar" employees (EAP employees), including managers and assistant managers, office managers, human resources professionals, controllers, accountants, attorneys, and computer specialists, who earn more than $455 per week ($23,660 per year) are not entitled to overtime compensation for work in excess of 40 hours per week. Under the proposed rule, EAP employees would not be exempt from overtime compensation unless they earned at least $913 per week ($47,476 per year). The proposed rule makes similar changes to the overtime exemption for "highly compensated employees" by raising the salary threshold from $100,000 per year to $134,004 per year. These salary figures will be adjusted every 3 years, beginning January 1, 2020.
The new rule will allow up to 10% of the salary threshold for EAP employees to be met via nondiscretionary bonuses and incentives if paid at least quarterly.
During the next 6 months before the new rules take effect, you may want to review your pay plans to see if your overtime exempt employees will continue to qualify for the white collar exemptions. If not, you may investigate whether those employees qualify for some other exemption, such as the exemption for commission employees, or whether you are able to adjust work schedules to minimize to overtime hours worked by affected employees.
Additional information can be found on NADA's website here: NADA's FAQ on the new white collar rule. NADA will also update its Dealer Guide to the Fair Labor Standards and Equal Pay Acts in time to prepare for the new rule.
If you have any questions about the proposed overtime rules, please feel free to contact IADA at ldoll@illinoisdealers.com or 217-753-0220 or NADA Regulatory Affairs at regulatoryaffairs@nada.org or 703-821-7040.
RELATED WEBINAR: KPA Significant Changes to Overtime Regulations and how they will Impact You
DOL Finalizes the Overtime Rule
The DOL published the final version of the much anticipated overtime exemption rule. This rule means that 4.2 million salaried, non-manufacturing workers nationwide will now be entitled to overtime, with a direct cost to employers of almost $1.5 billion in increased employee earnings.
During the webinar you will learn:
- How do the DOL's new overtime exemption rules affect the current salary basis test and the salary level threshold required for exemption?
- When will the DOL's final rules take effect?
- What can you do right now to prepare for new FLSA compliance obligations?
- Should you convert exempt workers to hourly status rather than pay increased weekly base salary?
- Should you rewrite your job descriptions? If so, how?
- Is your organization prepared for increased recordkeeping?
- What tools and resources does KPA offer for clients to comply with the new rule?
Date: Wednesday May 25, 2016
Time: 11:00am - 12:00pm Central
Don't miss out, register today!
We look forward to having you join us for this informative webinar!
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NADA: OSHA UPDATES
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OSHA ISSUES NEW INJURY AND ILLNESS ELECTRONIC REPORTING MANDATE
Starting in 2017, certain dealerships must begin submitting employee workplace injury and illness records to the Occupational Safety and Health Administration (OSHA). All dealerships must maintain reasonable procedures by which employees can report work related injuries and illnesses promptly and accurately. The new reporting rule builds on existing mandates requiring dealerships with 10 or more employees to accurately record and post employee workplace injury and illness using OSHA Forms 300, 300A, and 301 (or the state equivalent). Today and in the future, these forms must be made available to OSHA and state labor inspectors upon request.
The rule imposes different reporting requirements on light-duty (car) and commercial truck dealerships.
- Car dealerships with fewer than 250 employees at a single "establishment" are not required to submit forms to OSHA.
- Commercial truck dealerships with 20 to 249 employees at a single "establishment" must electronically submit to OSHA their annual summary of employee workplace injuries and illnesses (Form 300A or equivalent).
- Car and commercial truck dealerships with 250 or more employees at a single "establishment" (which is rare) must electronically submit to OSHA Form 300A in 2017 and all of their injury and illness recordkeeping forms (Forms 300, 300A and 301 or equivalent) in subsequent years.
Forms for 2016 must be submitted by July 1, 2017, forms for 2017 by July 1, 2018, and forms for 2018 and later by March 2 of the following year. OSHA has yet to specify how electronic submissions must be made, but has stated that they will be made publicly available on its website and will be used to help target enforcement activities. NADA suggests that dealerships use a new OSHA poster to inform employees of their right to report work related injuries and illnesses. See NADA's FAQ and OSHA's Injury and Illness Webpage for more information.
DEALERSHIP AUTOBODY SHOPS EXEMPTED FROM OSHA'S NEW CRYSTALLINE SILICA RULE
The Occupational Health and Safety Administration (OSHA) has exempted dealership autobody shops from its newly released rule governing respirable crystalline silica, a hazardous mineral often found in construction materials but sometimes also in body filler. The exemption shields dealerships from costly new mandates for workplace exposure control measures, exposure recordkeeping and employee medical examinations. Working with data collected by KPA Inc., the Maine OSHA Small Business Consultation Program and others, NADA successfully demonstrated to OSHA that the likelihood of exposure to respirable crystalline silica in dealership autobody operations is de minimis. Note: autobody shops were the only industry group specifically exempted from the new silica rule. Autobody shops performing tasks consistent with normal workplace health and safety controls may rely on the exemption, which is based on a recognition by OSHA that exposures will not exceed the new regulatory levels under foreseeable conditions. For more information on OSHA's new final rule on respirable crystalline silica, please contact NADA Regulatory Affairs at regulatoryaffairs@nada.org
SOURCE: Wes Lutz, Chairman, Regulatory Affairs Committee
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IADA UNIVERSITY FOR DEALERS COMING SOON
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IADA has been assisting Illinois dealer title departments for over 30 years, so now we'd like to pass that expertise along and offer free monthly training for all Illinois dealers.
Do you have a new or current title department employee who needs training or a refresher course on the Illinois Secretary of State, Department of Revenue or CVR process? IADA has the answer for you. Send your staff to one of the new IADA monthly seminars FOR FREE and learn directly from IADA-CVR, IL Secretary of State and Department of Revenue staffs. We will host one free seminar each month.
Click here to read more! |
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LEGAL REMINDER: CHICAGO MINIMUM WAGE INCREASE
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As of July 1, 2016, Chicago employers will be required to pay their employees a minimum wage of $10.50 per hour. Chicago's July 1st minimum wage increase will be followed by another 3 annual increases that will raise Chicago's minimum wage to $13 per hour beginning July 1, 2019. On July 1, 2020 and each year thereafter, the Chicago minimum wage will be subject to an annual increase based on the Consumer Price Index. The Chicago Minimum Wage Ordinance can be found here. These minimum wage increases apply only to Chicago employers. The minimum wage in the rest of the State remains at $8.25 per hour. |
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