An employe or the department may bring an action in circuit court against an employer to recover damages caused by a violation of sub. (11)
after the completion of an administrative proceeding, including judicial review, concerning the same violation.
An action under par. (a)
shall be commenced within the later of the following periods, or be barred:
Within 60 days from the completion of an administrative proceeding, including judicial review, concerning the same violation.
Twelve months after the violation occurred, or the department or employe should reasonably have known that the violation occurred.
Each employer shall post, in one or more conspicuous places where notices to employes are customarily posted, a notice in a form approved by the department setting forth employes' rights under this section. Any employer who violates this subsection shall forfeit not more than $100 for each offense.
Any person employing at least 25 individuals shall post, in one or more conspicuous places where notices to employes are customarily posted, a notice describing the person's policy with respect to leave for the reasons described in subs. (3) (b)
and (4) (a)
Term "disabling" in (1) (g) includes incapacitation or inability to pursue occupation because of physical or mental impairment; "continuing treatment or supervision by a health care provider" requires direct, continuous contact with health care provider. MPI Wi. Machining Div. v. DILHR, 159 W (2d) 358, 464 NW (2d) 79 (Ct. App. 1990).
Sub. (6) (b) requires no advance notice when leave is unplanned or unintended. MPI Wi. Machining Div. v. DILHR, 159 W (2d) 358, 464 NW (2d) 79 (Ct. App. 1990).
No formal application or detailed information need be provided employer to invoke FMLA's protection; employer must have reasonable notice. Jicha v. State, 164 W (2d) 94, 473 NW (2d) 578 (Ct. App. 1991).
As a symptom of pregnancy, morning sickness may be considered a "serious health condition". Haas v. DILHR, 166 W (2d) 288, 479 NW (2d) 229 (Ct. App. 1991).
Sub. (2) (c) does not require an employe to be employed for the fifty-two consecutive weeks preceding the disputed action, but any consecutive fifty-two weeks. Butzlaff v. Wisconsin Personnel Commission, 166 W (2d) 1028, 480 NW (2d) 559 (Ct. App. 1992).
"Equivalent employment" under (8) (a) requires a return to former level of job status, responsibility and authority. Kelley Co., Inc. v. Marquardt, 172 W (2d) 234, 493 NW (2d) 68 (1992).
The only prerequisite for reinstatement and backpay is that the employer violated this section; backpay should be reduced by interim earnings and amounts earnable. Kelley Co. v. Marquardt, 172 W (2d) 234, 493 NW (2d) 68 (1992).
Complainant may recover attorney's fees for successful representation in circuit court on review of department's order although he could have relied on Department of Justice representation of Department; award of attorney's fees is not precluded where complainant is furnished counsel at no personal expense. Richland School Dist. v. DILHR, 174 W (2d) 878, 498 NW (2d) 827 (1993).
Sub. (5) (b) allows an employe to substitute paid leave accumulated under a collective bargaining agreement for unpaid leave under this section when the employe has not met the conditions of leave set forth in the agreement. Richland School Dist. v. DILHR, 174 W (2d) 878, 498 NW (2d) 827 (1993).
A request for medical leave need only be reasonably calculated to advise the employer that the employe is requesting medical leave and the reason for the request. Upon receipt of the request the employer may approve. disapprove or request more information under the certification process under sub. (7). Sieger v. Wisconsin Personnel Commission, 181 W (2d) 845, 512 NW (2d) 230 (Ct. App. 1994).
Settlement of an employe's worker's compensation claim for a work related injury precluded the assertion of the employe's claim that she was entitled to leave for the injury under this section. Finell v. DILHR, 186 W(2d) 187, 519 NW (2d) 731 (Ct. App. 1994).
Each increment of leave under sub. (3) (b) 1. must begin within 16 weeks of the child's birth. Schwedt v. DILHR, 188 W (2d) 500, 525 NW (2d) 130 (Ct. App. 1994).
The posting requirements under sub. (14) require readily visible notice in a place where an employe would reasonably expect the notice and with which the employe is familiar through long use or acquaintance. In-Sink-Erator v. DILHR, 200 W (2d) 770, 547 NW (2d) 792 (Ct. App. 1996).
The federal Labor Management Relations Act did not preempt an employe's right under sub. (5) (b) to substitute accrued paid sick leave for unpaid leave where the sick leave was unambiguously granted under a collective bargaining agreement. Miller Brewing Co. v. DILHR, 210 W (2d) 44, 563 NW (2d) 460 (1997).
Quagmire or Quantum Leap? The Wisconsin Family and Medical Leave Act. Goeldner and Nelson-Glode. Wis. Law. April 1992.
Family & Medical Leave Acts. Sholl and Krupp-Gordon. Wis. Law. Aug. 1993.
Records open to employe. 103.13(1)
In this section, "employe" includes former employes.
(2) Open records.
Every employer shall, upon the request of an employe, which the employer may require the employe to make in writing, permit the employe to inspect any personnel documents which are used or which have been used in determining that employe's qualifications for employment, promotion, transfer, additional compensation, termination or other disciplinary action, and medical records, except as provided in subs. (5)
. An employe may request all or any part of his or her records, except as provided in sub. (6)
. The employer shall grant at least 2 requests by an employe in a calendar year, unless otherwise provided in a collective bargaining agreement, to inspect the employe's personnel records as provided in this section. The employer shall provide the employe with the opportunity to inspect the employe's personnel records within 7 working days after the employe makes the request for inspection. The inspection shall take place at a location reasonably near the employe's place of employment and during normal working hours. If the inspection during normal working hours would require an employe to take time off from work with that employer, the employer may provide some other reasonable time for the inspection. In any case, the employer may allow the inspection to take place at a time other than working hours or at a place other than where the records are maintained if that time or place would be more convenient for the employe.
(3) Personnel record inspection by representative.
An employe who is involved in a current grievance against the employer may designate in writing a representative of the employe's union, collective bargaining unit or other designated representative to inspect the employe's personnel records which may have a bearing on the resolution of the grievance, except as provided in sub. (6)
. The employer shall allow such a designated representative to inspect that employe's personnel records in the same manner as provided under sub. (2)
(4) Personnel record correction.
If the employe disagrees with any information contained in the personnel records, a removal or correction of that information may be mutually agreed upon by the employer and the employe. If an agreement cannot be reached, the employe may submit a written statement explaining the employe's position. The employer shall attach the employe's statement to the disputed portion of the personnel record. The employe's statement shall be included whenever that disputed portion of the personnel record is released to a 3rd party as long as the disputed record is a part of the file.
(5) Medical records inspection.
The right of the employe or the employe's designated representative under sub. (3)
to inspect personnel records under this section includes the right to inspect any personal medical records concerning the employe in the employer's files. If the employer believes that disclosure of an employe's medical records would have a detrimental effect on the employe, the employer may release the medical records to the employe's physician or through a physician designated by the employe, in which case the physician may release the medical records to the employe or to the employe's immediate family.
The right of the employe or the employe's designated representative under sub. (3)
to inspect his or her personnel records does not apply to:
Records relating to the investigation of possible criminal offenses committed by that employe.
Any portion of a test document, except that the employe may see a cumulative total test score for either a section of the test document or for the entire test document.
Materials used by the employer for staff management planning, including judgments or recommendations concerning future salary increases and other wage treatments, management bonus plans, promotions and job assignments or other comments or ratings used for the employer's planning purposes.
Information of a personal nature about a person other than the employe if disclosure of the information would constitute a clearly unwarranted invasion of the other person's privacy.
An employer who does not maintain any personnel records.
Records relevant to any other pending claim between the employer and the employe which may be discovered in a judicial proceeding.
The right of the employe or the employe's representative to inspect records includes the right to copy or receive a copy of records. The employer may charge a reasonable fee for providing copies of records, which may not exceed the actual cost of reproduction.
(7m) Employment discrimination. Section 111.322 (2m)
applies to discharge and other discriminatory acts in connection with any proceeding under this section.
Any employer who violates this section may be fined not less than $10 nor more than $100 for each violation. Each day of refusal or failure to comply with a duty under this section is a separate violation.
Grooming requirement; notification.
Each employer shall, at the time of hiring, notify each employe about any hairstyle, facial hair or clothing requirement.
Restrictions on use of a test for HIV. 103.15(1)(a)
"Employer" includes the state, its political subdivisions and any office, department, independent agency, authority, institution, association, society or other body in state or local government created or authorized to be created by the constitution or any law, including the legislature and the courts.
"HIV" means any strain of human immunodeficiency virus, which causes acquired immunodeficiency syndrome.
"HIV infection" means the pathological state produced by a human body in response to the presence of HIV.
"State epidemiologist" means the individual designated by the secretary of health and family services as the individual in charge of communicable disease control for this state.
Notwithstanding ss. 227.01 (13)
and 227.10 (1)
, unless the state epidemiologist determines and the secretary of health and family services declares under s. 250.04 (1)
or (2) (a)
that individuals who have HIV infections may, through employment, provide a significant risk of transmitting HIV to other individuals, no employer or agent of an employer may directly or indirectly:
Solicit or require as a condition of employment of any employe or prospective employe a test for the presence of HIV, antigen or nonantigenic products of HIV or an antibody to HIV.
Affect the terms, conditions or privileges of employment or terminate the employment of any employe who obtains a test for the presence of HIV, antigen or nonantigenic products of HIV or an antibody to HIV.
Any agreement by an employer or agent of the employer and an employe or prospective employe offering employment or any pay or benefit to an employe or prospective employe in return for taking a test for the presence of HIV, antigen or nonantigenic products of HIV or an antibody to HIV is prohibited, except as provided under sub. (2) (intro.)
Police and fire commission is "employer" under this section and may not test paramedic candidates for HIV virus. 77 Atty. Gen. 181
The rights of an AIDS victim in Wisconsin. 70 MLR 55 (1986).
Seats for employes; penalty.
Every employer employing employes in any manufacturing, mechanical or mercantile establishment in this state shall provide suitable seats for its employes, and shall permit the use of those seats by its employes when the employes are not necessarily engaged in the active duties for which they are employed. Any employer who violates this section may be fined not less than $10 nor more than $30 for each offense.
History: 1975 c. 94
s. 91 (17)
; 1997 a. 253
Any employer engaged in manufacturing that requires its employes, under penalty of forfeiture of a part of the wages earned by those employes, to provide a notice of intention to leave the employer's employ shall be liable for the payment of a like forfeiture if the employer discharges, without similar notice, an employe, other than for incapacity or misconduct, except in case of a general suspension of labor in the employer's shop or factory or in the department of the employer's shop or factory in which the employe is employed.
History: 1993 a. 492
; 1997 a. 253
Threat or promise to influence vote.
No person shall, by threatening to discharge a person from his or her employment or threatening to reduce the wages of a person or by promising to give employment at higher wages to a person, attempt to influence a qualified voter to give or withhold the voter's vote at an election.
History: 1993 a. 492
Children in shows.
No license may be granted for a theatrical exhibition or public show in which children under 15 years of age are employed as acrobats, as contortionists or in any feats of gymnastics or equestrianism if, in the opinion of the board of officers authorized to grant licenses, those children are employed in a manner that may corrupt their morals or impair their physical health.
History: 1997 a. 253
History: 1985 a. 29
; 1985 a. 73
Every minor selling or distributing newspapers or magazines on the streets or other public place, or from house to house, is in an "employment" and an "employe," and each independent news agency or (in the absence of all such agencies) each selling agency of a publisher or (in the absence of all such agencies) each publisher, whose newspapers or magazines the minor sells or distributes, is an "employer" of the minor. Every minor engaged in any other street trade is in an "employment" and an "employe," and each person furnishing the minor articles for sale or distribution or regularly furnishing the minor material for blacking boots is the minor's "employer".
"House-to-house employer" means an employer who employs minors, either directly or through an agent who need not be an employe of the employer, to conduct street trades from house to house through personal contact with prospective customers.
"Municipality" means a city, village or town.
"Nonprofit organization" means an organization described in section 501
(c) of the internal revenue code.
"Permit officer" means any person designated by the department to issue street trade permits.
"Street trade" means the selling, offering for sale, soliciting for, collecting for, displaying or distributing any articles, goods, merchandise, commercial service, posters, circulars, newspapers or magazines, or the blacking of boots, on any street or other public place or from house to house.
General standards and powers of the department.
The general standards for the employment of minors set forth in s. 103.65
apply to the employment of minors in street trades, and in relation to that employment the department has the powers and duties specified in s. 103.66
. Except as the department exercises those powers, the employment of minors in street trades shall be in accordance with ss. 103.23
History: 1971 c. 271
Except as provided in sub. (2)
, a minor under 12 years of age shall not be employed or permitted to work at any time in any street trade.
A minor under 12 years of age may work in a fund-raising sale for a nonprofit organization, a public school or a private school under the following conditions:
Each minor must give the nonprofit organization, public school or private school written approval from the minor's parent or guardian.
Each minor under 9 years of age or each group containing one or more minors under 9 years of age must be physically accompanied by a parent or a person at least 16 years of age.
Hours of work.
The department shall determine and fix reasonable hours of employment for minors in street trades.
History: 1971 c. 271
Designation of a permit officer.