WI - Wisconsin Human Resource Labor Laws

Below is a list of employment laws we monitor and provide for Wisconsin.

Example law for this state:

Military Leave

Prohibited bases of discrimination. Subject to ss. 111.33 to 111.36, no employer, labor organization, employment agency, licensing agency or other person may engage in any act of employment discrimination as specified in s. 111.322 against any individual on the basis of age, race, creed, color, disability, marital status, sex, national origin, ancestry, arrest record, conviction record, membership in the national guard, state defense force or any reserve component of the military forces of the United States or this state. Any person who has enlisted or enlists in or who has been or is inducted or ordered into active service in the U.S. armed forces pursuant to 50 App. USC 301, 401, and 451, or P.L. 87-117, and any person whose services are requested by the federal government for national defense work as a civilian during a period officially proclaimed to be a national emergency or a limited national emergency, who, to perform the training or service, has left or leaves a position, other than a temporary position, in the employ of any political subdivision of the state or in the employ of any private or other employer, shall be restored to that position or to a position of like seniority, status, pay, and salary advancement as though service toward seniority, status, pay, or salary advancement had not been interrupted by the absence, if all of the following conditions are met: 1. The person presents to the employer evidence of satisfactory completion of the period of training or civilian service, or of discharge from the U.S. armed forces under conditions other than dishonorable. 21.79(1)(a)2. 2. The person is still qualified to perform the duties of the position. 21.79(1)(a)3. 3. The person makes application for reemployment and resumes work within 90 days after completion of the training or service, military or civilian, or was so discharged from the U.S. armed forces, or within 6 months after release from hospitalization for service-connected injury or disease. 21.79(1)(a)4. 4. The employer's circumstances have not changed as to make it impossible or unreasonable to restore the person. 21.79(1)(a)5. 5. The military service was not for more than 4 years unless extended by law. 21.79(1)(b) (b) Except as provided in par. (c), in the event of any dispute relating to the provisions under par. (a), the person may file a complaint regarding the matter with the department of workforce development. The department of workforce development shall process any complaint made under this paragraph in the same manner as employment discrimination complaints are processed under s. 111.39. 21.79(1)(c) (c) If a dispute arises regarding a classified employee of the state relating to the provisions of par. (a), the complaint shall be filed with the director of the office of state employment relations. A decision of the director of the office of state employment relations may be reviewed under ch. 227. 21.79(2) (2) The service of any person who is or was restored to a position in accordance with sub. (1) shall be considered not to be interrupted by the absence, except for the receipt of pay or other compensation for the period of the absence and he or she shall be entitled to participate in insurance, pensions, retirement plans, or other benefits offered by the employer under established rules and practices relating to employees on furlough or leave of absence in effect with the employer at the time the person entered or was enlisted, inducted, or ordered into the forces and service. The person whose position was restored may not be discharged from the position without cause within one year after restoration and the discharge is subject to all federal or state laws affecting any private employment and to the provisions of contracts that may exist between employer and employee. Each county, town, city, or village shall contribute or pay all contributions of the employer to the applicable and existent pension, annuity, or retirement system as though the service of the employee had not been interrupted by military service. 21.79(3) (3) If an employer fails or refuses to comply with subs. (1) and (2), a person entitled to the benefits under subs. (1) and (2) may petition the circuit court to require the employer to comply with those subsections. Upon the filing of the petition and on reasonable notice to the employer, the court may require the employer to comply with those subsections and to compensate the person for any loss of wages or benefits suffered by reason of the employer's action. The court shall order a speedy hearing and shall advance the case on the calendar. No fees or court costs may be taxed against a person petitioning the court under this subsection. The action commenced under this subsection against a private employer, and the trial or hearing of the action, shall be in any county in which the employment took place or in which the private employer maintains a place of business, and in all other cases shall be as provided in s. 801.50. 21.79(4) (4) No person who is appointed in the service of the state or of any county, city, village, or town to fill the place of a person entering service in the U.S. armed forces or federal government service under sub. (1) shall acquire permanent tenure during the period of that replacement service.

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Court Attendance - Victims of a Crime
Affirmative Action
Age Discrimination
AIDS
Arrests/Convictions
Authorized Workers
Background Checks
Benefits for Unmarried Partners
Blacklisting
Blacklisting law
Breaks
Breastfeeding
Child Labor
Child Labor Laws
Child Support
Court Attendance - Victim of Crime
Credit Reports
Data Security/Breach Notification
Data/Security Breach Notifcation
Direct Deposit
Disabilities
Drug and Alcohol Testing
Drug/Alcohol Testing
E-Verify
Employment At Will
Family and Medical Leave
Genetic Testing
Health Insurance Continuation
Health Insurance Continuation -COBRA
Insurance Portability
Insurance Portability - HIPPA
Jury Duty
Lie Detector Test
Lifestyle Discrimination
Medical Donation Leave
Military Leave
Mini COBRA
Minimum Wage
National Origin
New Hire Reporting
Non-Compete Agreements
Occupational Safety and Health
Off Duty Conduct
Off-Duty Conduct
Overtime
Pay Schedules
Pay Statements
Payment of Commissions
Personnel Files
Plant Closing and Mass Layoff
Plant Closings and Mass Layoffs
Posting Requirements
Pre-Employment Inquiries
Pregnancy Discrimination
Privacy
Race
References
Religion
School Visitation Leave
Sex Discrimination
Sexual Harassment
Sexual Orientation Discrimination
Smoking
Social Security Numbers
Title VII/Civil Rights
Unemployment Insurance
Union Members
Vacation Pay Upon Termination
Violence
Violence Prevention in Health Care Facilities Act -
Voting
Wage Deduction
Wage Deductions
Wage Garnishment
Wage Pay Schedules
Weapons
Whistleblower Protection
Workers' Compensation