What to Know When Moving Your Business to St. Louis, MO

Where to Start

The most common question about moving your business to St. Louis is probably “Where do I start?” Fortunately, there is a place where you can obtain all the essential information for moving your business. The city government operates a website that introduces both novice and seasoned business professionals to the particulars of operating a business in their city.

According to the site, the Business Assistance Center “facilitates the licensing and permitting of businesses in the City of St. Louis and acts as the ombudsman for the City business community.” This one-stop site has everything from a Forms and Fees section to a Business Assistance Center Menu filled with additional resources. This should be the place where you start your information gathering.

Location, Location, Location

It simply cannot be stressed enough how important location is to operate a successful business. The Saint Louis Business Journal featured an article entitled Missouri Among Best States to Start A Business. According to the article, a ranking by Fit Small Business listed Missouri in the top 25 in six different categories that include:

  • Access to capital
  • Startup activity
  • Taxes
  • Cost of living
  • Cost of starting a business

With so many great business attributes, Missouri may supply you with just the right combination of advantages to solidify your company and propel you to a new level of success.

St. Louis Business Expo

On Wednesday, October 18, St. Louis will host “the largest business-to-business conference in Missouri.” The St. Louis Business Expo typically draws upwards of 3,000 attendees. This is a great event to get a feel for the larger business community. With so many business persons in one place, at the same time, there is bound to be multiple opportunities to network. What’s best is that the event is free to attend. All you need to do is register, and you will be all set gain entrance into the biggest business conference in the entire state of Missouri.

County Resources

In addition to state and city resources, St. Louis County has additional support services and information for business owners. Here you can find all sorts of demographic data for the county of St. Louis. It is crucial that you know your audience and how your business fits into the local economy. This is another great resource for you to find data pertinent to your specific business needs. With so much great information on hand, you can be confident when making decisions about moving your business. There are several links to important information like:

  • Online Services
  • Property and Roads
  • Permit Information
  • Business Licenses


The conclusion is this, St. Louis is a great place to move your business. It’s business-friendly, and numerous resources will help you through every step of the process. The information you have here is just the start. Make sure you have a licensed St. Louis moving company by your side to help you and your team make the transition Now it’s up to you to make it happen. I wish you well on your journey!

The Illinois Wage Payment and Collection Act Explained for Employers

The Illinois Wage Payment and Collection Act protects the rights of employees to receive their due compensation. The Act requires employers to pay all wages due, including hourly and salary pay, no later than the employee’s regular payday, regardless of whether the employee has been terminated. In cases of termination, the reason for separation cannot be used as a reason to withhold payment. For example, an employer cannot withhold an employee’s final paycheck because the employee did not complete enough work or because the employing unit did not like something the employee said. Final paychecks also cannot be withheld because the employee did not give notice.

The Act also covers unused vacation pay, commissions, bonuses, and fringe benefits. The monetary equivalent of any unused vacation days must be paid to an employee on the day the employee receives his final paycheck. Any bonuses, commissions, and benefits due to the employee must also be paid at that time.


Wage payments must be made on a semi-monthly basis, according to the Act. Exceptions are executives, administrative, and professional employees as defined by the Federal Fair Labor Standards Act of 1938. Employers are also required to disclose the amount of pay and when payments will be disbursed at the time of hire. Employers must also post notices indicating where and when paychecks are disbursed.

The law also prohibits employers from making deductions from an employee’s paycheck except under specific circumstances. Deductions are permitted if the law requires them, to the employee’s benefit, part of a valid wage deduction, by certain entities for certain debts, to correct an overpayment, or with the employee’s consent.

Who is covered by the Act?

This law governs all Illinois employers and local government units. State and federal employees are exempt from this requirement, but they are covered by other state and federal regulations.

For the Act to apply, the employee must have performed the work in Illinois. For example, an Illinois truck driver who works outside of Illinois would not be covered under the law; however, it is important for employers to note that the truck driver’s pay will be covered under other regulations, either at the state of federal levels.

Independent contractors are also not covered by the Act; however, just because the employing unit classifies a worker as an independent contractor does not necessarily mean that the worker is an independent contractor within the meaning of the Act. The Illinois Department of Labor makes its determination as to what constitutes independent contractor status.


What are the penalties for violating the Act?

If an employer is found liable under the Act, it must pay the wages plus interest of 2% per month. The employer also bears responsibility for the plaintiff’s legal costs. Company officers or agents can also be held individually liable for violations.

Claims under the Act can be brought through the Illinois Department of Labor or filed in state court. To have a defensible position, the employer must show that they have paid the employee all monies due and that any additional money claimed is not due within the meaning of the Act. For assistance with employment law issues, we recommend contacting the Chicago law firm of Roth Fioretti (www.rothfioretti.com).