103.275(2)(b)3.
3. If the application is for a new certificate after revocation under
sub. (7), the revocation occurred at least 12 months before issuance of the new certificate.
103.275(2)(c)
(c) A person who receives a house-to-house employer certificate shall notify the department of any changes in the information required in the application submitted under
par. (a) within 30 days after the change occurs.
103.275(2)(d)
(d) A house-to-house employer certificate is valid for a 12-month period. A house-to-house employer may renew a certificate by submitting an application under
par. (a), subject to the conditions under
par. (b).
103.275(3)(a)(a) A house-to-house employer shall establish proof of its ability to pay any compensation owed to minor employes and any penalties that may be imposed under
s. 103.29.
103.275(3)(b)
(b) A house-to-house employer shall prove its ability to pay under
par. (a) by maintaining one of the following commitments, in an amount of at least $5,000 and in a form approved by the department:
103.275(3)(c)
(c) The commitment described in
par. (b) shall be established in favor of or made payable to the department, for the benefit of the state and any minor employe who does not receive the compensation earned by the minor employe. The house-to-house employer shall file with the department any agreement, instrument or other document necessary to enforce the commitment against the house-to-house employer or any relevant 3rd party, or both.
103.275(4)(a)(a) When a minor applies for a job to conduct street trades from house to house, the house-to-house employer shall inform the minor in writing of the terms and conditions of employment including all of the following:
103.275(4)(a)1.
1. Compensation, including commissions, bonuses or contest awards.
103.275(4)(a)3.
3. The number of days per week and of hours per day that the minor would be required to conduct street trades from house to house.
103.275(4)(a)4.
4. The nature and frequency of required employment-related meetings and how compensation is paid for attendance at the meetings.
103.275(4)(a)5.
5. Whether and how the house-to-house employer provides transportation.
103.275(4)(a)6.
6. The expenses related to employment that the applicant would be required to pay.
103.275(4)(b)
(b) No house-to-house employer may fail to comply with the terms of the written disclosure statement required under
par. (a). A house-to-house employer may change the terms of a disclosure statement by a supplemental document in writing, if the change applies only prospectively.
103.275(5)
(5) Records and inspection. A door-to-door employer shall do all of the following:
103.275(5)(a)
(a) Keep a copy of the street trade permit obtained for an employe under
s. 103.25 for at least 3 years after the employe attains the age of 18 or leaves the employment of the employer, whichever occurs first.
103.275(5)(b)
(b) Keep a list of the names of all municipalities where minor employes of the house-to-house employer conducted street trades from house to house within the last 3 years.
103.275(5)(c)
(c) At the department's request, do any of the following:
103.275(5)(c)1.
1. Allow the department to inspect the certificate issued under
sub. (2) or any street trade permits obtained under
s. 103.25.
103.275(5)(c)2.
2. Provide a list of the municipalities where the house-to-house employer intends to employ minors to conduct street trades from house to house within 6 months after the date of the request.
103.275(6)(a)(a) When a house-to-house employer obtains a stamp from a municipal clerk under
s. 103.25 (3m) (b), the house-to-house employer shall provide notice that a minor is or will be conducting a street trade for the house-to-house employer in the municipality to the following:
103.275(6)(a)1.
1. The local police department, if the municipality has a police department and a population of 2,500 or more.
103.275(6)(a)2.
2. To the office of the sheriff of the county where the municipality is located, if the municipality has no police department.
103.275(6)(a)3.
3. To the local police department or the office of the sheriff of the county where the municipality is located, if the municipality has a police department or a population greater than 2,500.
103.275(7)
(7) Suspension or revocation of certificate. 103.275(7)(a)(a) The department may investigate and hold hearings in connection with certificates issued under
sub. (2).
103.275(7)(b)
(b) After providing at least 10 days' notice to a house-to-house employer, the department may, on its own or upon a written and signed complaint, suspend the house-to-house employer's certificate. The department shall serve a copy of the complaint with notice of a suspension of the certificate on the person complained against, and the person shall file an answer to the complaint with the department and the complainant within 10 days after service. After receiving the answer, the department shall set the matter for hearing as promptly as possible and within 30 days after the date of filing the complaint. Either party may appear at the hearing in person or by attorney or agent. The department shall make its findings and determination concerning the suspension within 90 days after the date that the hearing is concluded and send a copy to each interested party.
103.275(7)(c)
(c) The department may revoke a certificate issued under
sub. (2) after holding a public hearing at a place designated by the department. At least 10 days prior to the revocation hearing, the department shall send written notice of the time and place of the revocation hearing to the person holding the certificate and to the person's attorney or agent of record by mailing the notice to their last-known address. The testimony presented and proceedings at the revocation hearing shall be recorded and preserved as the records of the department. The department shall, as soon after the hearing as possible, make its findings and determination concerning revocation and send a copy to each interested party.
103.275(7)(d)
(d) The department may suspend a certificate under
par. (b) only if it has reason to believe, or may revoke a certificate under
par. (c) only if it finds, that the house-to-house employer has done any of the following:
103.275(7)(d)1.
1. Submitted false information to the department in an application under
sub. (2) (a), if the information caused the department to issue the certificate when it would otherwise not have done so.
103.275(7)(d)3.
3. Failed to comply with the terms of a written disclosure statement under
sub. (4).
103.275(8)
(8) Exception. This section does not apply to the employment of a minor by a newspaper publisher or in a fund-raising sale for a nonprofit organization, a public school or a private school.
103.275 History
History: 1989 a. 113,
359;
1993 a. 112.
103.28(1)(1)
Sections 103.21 to
103.31 shall be enforced by the department. Police and school attendance officers of cities, towns, villages and school districts shall assist the department in enforcement by questioning minors seen on the streets engaged in street trades and reporting to the department all cases of minors apparently engaged in street trades in violation of
ss. 103.21 to
103.31.
103.28(2)
(2) The failure of an employer to produce for inspection by the department or any school attendance or police officer a permit required for a minor employed in street trades is prima facie evidence of unlawful employment of the minor.
103.28(3)
(3) The department may refer violations of
ss. 103.21 to
103.275 for prosecution by the department of justice or the district attorney for the county in which the violation occurred.
103.29(1)(1) Any employer who employs or permits the employment of any minor in street trades in violation of
ss. 103.21 to
103.31 or of any order issued thereunder or who hinders or delays the department or any school attendance or police officer in the performance of their duties under
ss. 103.21 to
103.31 may be required to forfeit not less than $25 nor more than $1,000 for each day of the first offense and, for the 2nd or subsequent violation of
ss. 103.21 to
103.31 within 5 years, as measured from the dates the violations initially occurred, may be fined not less than $250 nor more than $5,000 for each day of the 2nd or subsequent offense or imprisoned not more than 30 days or both.
103.29(2)
(2) In addition to the penalties under
sub. (1), any employer who employs any minor in violation of
s. 103.24 or
103.275 (1) or
(4) (b) or rules of the department shall be liable, in addition to the wages paid, to pay to each minor affected, an amount equal to twice the regular rate of pay as liquidated damages for all hours worked in violation per day or per week, whichever is greater.
103.30
103.30
Penalty on newspapers for allowing minors to loiter around premises. A newspaper publisher or printer or person having for sale newspapers or magazines shall not permit any minor under 18 years of age to loiter or remain around any premises where the newspapers or magazines are printed, assembled, prepared for sale or sold when the minor is required under
s. 118.15 to attend school. Any person violating this section is subject to the penalties specified in
s. 103.29.
103.31
103.31
Penalty on parent or guardian. Any parent or guardian who permits a minor under his or her control to be employed in violation of
ss. 103.21 to
103.31 or of any order of the department issued thereunder may be required to forfeit not less than $10 nor more than $250 for each day of the first offense and, for the 2nd or subsequent violation of
ss. 103.21 to
103.31 within 5 years, as measured from the dates the violations initially occurred, may be required to forfeit not less than $25 nor more than $1,000 for each day of the 2nd or subsequent offense.
103.31 History
History: 1971 c. 271;
1987 a. 332.
103.32
103.32
Recovery of arrears of wages. The department, on behalf of the minor, may sue the employer under
s. 109.09 for the recovery of any arrears of wages to which the minor is entitled under this chapter.
103.32 History
History: 1971 c. 271,
307;
1975 c. 380 s.
5.
103.33
103.33
Discriminatory acts; street trades. Section 111.322 (2m) applies to discharge and other discriminatory acts against an employe arising in connection with any proceeding under
s. 103.28 or
103.32.
103.33 History
History: 1989 a. 228.
103.35
103.35
Information required for licensure. No state office, department, board, examining board, affiliated credentialing board, commission, council or independent agency in the executive branch, the legislature or the courts may, as a condition for receiving an occupational or professional certificate, license, permit or registration, require the submission of information by the applicant which is not essential for the determination of eligibility for the issuance or renewal of the certificate, license, permit or registration. Information which is not essential to determine eligibility for issuance or renewal may be requested but the applicant shall be notified in a prominent place on or accompanying the request that she or he is not required to provide such information.
103.35 History
History: 1979 c. 34;
1993 a. 107.
103.37
103.37
Certain requirements to obtaining employment prohibited. 103.37(1)(1) It shall be unlawful for any employer, as defined in
sub. (3) to require any employe or applicant for employment to pay the cost of a medical examination required by the employer as a condition of employment.
103.37(2)
(2) The term "employe" shall mean and include every person who may be permitted, required or directed by any employer, as defined in
sub. (3) in consideration of direct or indirect gain or profit, to engage in any employment.
103.37(3)
(3) "Employer", as used in this section means an individual, a partnership, an association, a corporation, a limited liability company, a legal representative, trustee, receiver, trustee in bankruptcy, and any common carrier by rail, motor, water or air doing business in or operating within the state.
103.37(4)
(4) Any employer who violates this section may be fined not more than $100 for each violation. The department shall enforce this section.
103.37 Annotation
State, its political subdivisions, and counties are not employers under this section. 69 Atty. Gen. 103.
103.38
103.38
Eight hours a day's work, when. In all engagements to labor in any manufacturing or mechanical business, where there is no express contract to the contrary, a day's work shall consist of eight hours and all engagements or contracts for labor in such cases shall be so construed; but this shall not apply to any contract for labor by the week, month or year.
103.43
103.43
Fraudulent advertising for labor. 103.43(1)
(1) It shall be unlawful to influence, induce, persuade or attempt to influence, induce, persuade or engage workmen to change from one place of employment to another in this state or to accept employment in this state or to bring workmen of any class or calling into this state to work in any department of labor in this state, through or by means of any false or deceptive representations, false advertising or false pretenses concerning the kind and character of the work to be done, or amount and character of the compensation to be paid for such work, or the sanitary or other conditions of the employment, or failure to state in any advertisement, proposal or contract for the employment that there is a strike or lockout at the place of the proposed employment, when in fact such strike or lockout then actually exists in such employment at such place. Any of such unlawful acts shall be deemed a false advertisement, or misrepresentation for the purposes of this section.
103.43(1a)
(1a) A strike or lockout shall be deemed to exist as long as the usual concomitants of a strike or lockout exist; or unemployment on the part of workers affected continues; or any payments of strike benefits is being made; or any picketing is maintained; or publication is being made of the existence of such strike or lockout.
103.43(2)
(2) Any person who, by himself or herself, or by a servant or agent, or as the servant or agent of any other person, or as an officer, director, servant or agent of any firm, corporation, association or organization of any kind, violates
sub. (1) shall upon conviction thereof be punished by a fine of not more than $2,000 or by imprisonment in the county jail not more than one year or by both such fine and imprisonment.
103.43(3)
(3) Any person who shall be influenced, induced or persuaded to engage with any persons mentioned in
sub. (1), through or by means of any of the things therein prohibited, shall have a right of action for recovery of all damages that the person shall have sustained in consequence of the false or deceptive representation, false advertising or false pretenses used to induce the person to change his or her place of employment or to accept such employment, against any person or persons, corporations or companies or associations, directly or indirectly, causing such damage; and in addition to all such actual damages such workman may have sustained, shall be entitled to recover such reasonable attorney fees as the court shall fix, to be taxed as costs in any judgment recovered.
103.43 History
History: 1993 a. 492;
1995 a. 225.
103.45
103.45
Time checks; penalty. All persons paying wages in time checks or other paper than legal money shall make such time checks or paper payable in some designated place of business in the county in which the work was performed or at the office of the person if within this state, or at any bank within this state. Any person failing to comply with this section shall be fined not to exceed $100 nor less than $10.
103.455
103.455
Deductions for faulty workmanship, loss, theft or damage. No employer shall make any deduction from the wages due or earned by any employe, who is not an independent contractor, for defective or faulty workmanship, lost or stolen property or damage to property, unless the employe authorizes the employer in writing to make such deduction or unless the employer and a representative designated by the employe shall determine that such defective or faulty work, loss or theft, or damage is due to worker's negligence, carelessness, or wilful and intentional conduct on the part of such employe, or unless the employe is found guilty or held liable in a court of competent jurisdiction by reason thereof. If any such deduction is made or credit taken by any employer, that is not in accordance with this section, the employer shall be liable for twice the amount of the deduction or credit taken in a civil action brought by said employe. Any agreement entered into between employer and employe contrary to this section shall be void and of no force and effect. In case of a disagreement between the 2 parties, the department shall be the 3rd determining party subject to any appeal to the court.
Section 111.322 (2m) applies to discharge and other discriminatory acts arising in connection with any proceeding to recover a deduction under this section.
103.455 History
History: 1989 a. 228.
103.455 Annotation
The consent of the employe may only serve as a basis for a deduction where it is given in writing after the loss and before the deduction. Donovan v. Schlesner, 72 W (2d) 74, 240 NW (2d) 135.
103.455 Annotation
Termination of employe-at-will may have violated public policy underlying this section. Wandry v. Bull's Eye Credit, 129 W (2d) 37, 384 NW (2d) 325 (1986).
103.455 Annotation
Commissions earned over and above a salary are wages under this section. The 6 year statute of limitations under s. 893.43 applicable to claims for commissions applies to the recovery of deductions from commissions under this section. A claimant need not first bring a claim before DILHR if the employer has never given the employe an opportunity to contest the deductions. Erdman v. Jovoco, Inc. 181 W (2d) 736, 512 NW (2d) 487 (1994).
103.457
103.457
Listing deductions from wages. An employer shall state clearly on the employe's pay check, pay envelope, or paper accompanying the wage payment the amount of and reason for each deduction from the wages due or earned by the employe, except such miscellaneous deductions as may have been authorized by request of the individual employe for reasons personal to the employe. A reasonable coding system may be used by the employer.
103.457 History
History: 1993 a. 492.
103.46
103.46
Contracts; promises to withdraw from or not to join labor, employers' or cooperative organizations are void. Every undertaking or promise hereafter made, whether written or oral, express or implied, constituting or contained in either:
103.46(1)
(1) A contract or agreement of hiring or employment between any employer and any employe or prospective employe, whereby either party to such contract or agreement undertakes or promises not to join, become or remain, a member of any labor organization or of any organization of employers, or either party to such contract or agreement undertakes or promises to withdraw from the employment relation in the event that he or she joins, becomes or remains, a member of any labor organization or of any organization of employers; or
103.46(2)
(2) In a contract or agreement for the sale of agricultural, horticultural or dairy products between a producer of such products and a distributor or purchaser thereof, whereby either party to such contract or agreement undertakes or promises not to join, become or remain a member of any cooperative association organized under
ch. 185 or of any trade association of the producers, distributors or purchasers of such products, is hereby declared to be contrary to public policy and wholly void and shall not afford any basis for the granting of legal or equitable relief by any court.
103.46 History
History: 1985 a. 30 s.
42;
1993 a. 492.
103.465
103.465
Restrictive covenants in employment contracts. A covenant by an assistant, servant or agent not to compete with his or her employer or principal during the term of the employment or agency, or thereafter, within a specified territory and during a specified time is lawful and enforceable only if the restrictions imposed are reasonably necessary for the protection of the employer or principal. Any such restrictive covenant imposing an unreasonable restraint is illegal, void and unenforceable even as to so much of the covenant or performance as would be a reasonable restraint.
