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The FLSA requires that employers keep accurate records of hours worked and wages paid to employees. However, the FLSA does not require an employer to provide employees with pay stubs.

Title VII generally covers employers with 15 or more employees. Title VII applies to all employers, potential employers, unions, employment agencies and joint labor-management training committees. Title VII also applies to state and local governments, governmental agencies, and political subdivisions. Religious organizations are excluded from discrimination based on religion.

The ADEA prohibits an employer, employment agency or labor union from discriminating in employment against anyone because of his or her age. This includes discrimination on the basis of age in hiring, promotion, discharge, compensation, or terms, conditions, or privileges of employment.

The Americans with Disabilities Act (ADA) applies to disabled individuals in employment, and includes applicants for employment. The Act broadly defines a disability as a physical or mental impairment that substantially limits one or more major life activities. The definition also includes anyone who has a "record of" such an impairment or is "regarded as" having such an impairment.

The Equal Employment Opportunity Commission (EEOC) administers and enforces Title VII, the ADEA and the ADA. Generally, complaints must be filed with the EEOC within 180 days of the occurrence of the discriminatory act. However, in Illinois, complaints can be filed with the EEOC within 300 days of the discriminatory act.