103.02 Annotation
A violation of the public policy expressed by this section is grounds for a wrongful discharge action. Wilcox v. Niagra of Wisconsin Paper Corp.
965 F.2d 355 (1992).
103.025
103.025
Hours of labor; compensatory time. 103.025(1)(a)
(a) "Compensatory time" means hours during which an employee is not working, which are not counted as hours worked during the workweek or other work period classified by the department by rule promulgated under
s. 103.02 for purposes of calculating overtime compensation, and for which the employee is compensated at the employee's regular rate of pay.
103.025(1)(c)
(c) "Overtime compensation" means the compensation required to be paid for hours worked during periods that the department has classified, by rule promulgated under
s. 103.02, as periods to be paid for at the rate of at least 1.5 times an employee's regular rate of pay.
103.025(2)
(2) An employer described in
s. 103.01 (1) (b) may provide an employee, in lieu of overtime compensation, compensatory time off as permitted under
29 USC 207 (o), as amended to April 15, 1986.
103.025 History
History: 1993 a. 144.
103.03
103.03
Violations; penalty. The employment of any person in any employment or place of employment at any time other than the permissible hours of labor shall be prima facie evidence of a violation of this section. Every day for each person employed, and every week for each person employed, during which any employer fails to observe or to comply with any order of the department, or to perform any duty enjoined by
ss. 103.01 to
103.03, shall constitute a separate offense.
103.03 History
History: 1975 c. 94; Stats. s. 103.03.
103.04
103.04
Labor and industry review commission. 103.04(2)
(2) Notwithstanding
s. 227.11, the commission may not promulgate rules except that it may promulgate its rules of procedure.
103.04(3)
(3) The commission may employ professional and other persons to assist in the execution of its duties.
103.04 Cross-reference
Cross Reference: See also
LIRC, Wis. adm. code.
103.05
103.05
Hiring reporting system; state directory of new hires. 103.05(1)(1) The department shall establish and operate a hiring reporting system that includes a state directory of new hires. All requirements under the reporting system shall be consistent with federal laws and regulations that relate to the reporting of newly hired employees for support collection purposes, as part of the state location service under
s. 49.22 (2), or any other purposes specified in
42 USC 653a (h).
103.05(2)(a)(a) Except as provided in
par. (b), every employer that employs individuals in the state shall provide to the department information about each newly hired employee.
103.05(2)(b)
(b) Paragraph (a) does not apply to an employer that employs individuals in this state and in at least one other state, if the employer has designated, to the secretary of the federal department of health and human services, a state other than this state for the purpose of providing the information required under
par. (a). An employer under this paragraph shall notify the department of its designation of another state to the secretary of the federal department of health and human services.
103.05(3)
(3) The department shall specify all of the following:
103.05(3)(b)
(b) A number of different ways in which employers may report the information required under
sub. (2) (a), including paper and electronic means.
103.05(3)(c)
(c) A timetable for the actions and procedures required under the reporting system, including the reporting required under
sub. (2) (a).
103.05(4)(a)(a) Except as provided in
par. (b), no person may use or disclose information obtained under this section except in the administration of the program under
s. 49.22 or a program specified in
42 USC 653a (h).
103.05(4)(b)
(b) The department may, to the extent permitted under federal law, disclose information obtained under this section to the department of revenue for the purposes of locating persons, or the assets of persons, who have failed to file tax returns, who have underreported their taxable income or who are delinquent taxpayers, identifying fraudulent tax returns or providing information for tax-related prosecutions.
103.05(5)(a)(a) Except as provided in
par. (b), and subject to
par. (c), an employer that violates any provision of this section, or any rule promulgated under this section, may be required to forfeit up to $25 for each employee concerning whom a violation has occurred.
103.05(5)(b)
(b) Subject to
par. (c), an employer may be required to forfeit up to $500 for a failure to supply the information under
sub. (2) (a) about an employee, or for supplying false or incomplete information under
sub. (2) (a) about an employee, as a result of a conspiracy between the employer and the employee to not supply the information or to supply false or incomplete information.
103.05(5)(c)
(c) The department shall provide an employer with notice of any violation for which a penalty may be imposed under
par. (a) or
(b), and with an opportunity to correct the violation, before imposing any penalty under
par. (a) or
(b).
103.05(5)(d)
(d) The department shall deposit all moneys received under this subsection in the appropriation account under
s. 20.445 (1) (gd).
103.05(6)
(6) If the department determines that the hiring reporting system established under this section will be operational on or before January 1, 1998, the department shall publish a notice in the Wisconsin Administrative Register before that date that states that the system shall begin operating on January 1, 1998.
103.05 History
History: 1997 a. 27,
237.
103.05 Cross-reference
Cross Reference: See also ch.
DWD 43, Wis. adm. code.
103.10
103.10
Family or medical leave. 103.10(1)(a)
(a) "Child" means a natural, adopted, foster or treatment foster child, a stepchild or a legal ward to whom any of the following applies:
103.10(1)(a)2.
2. The individual is 18 years of age or older and cannot care for himself or herself because of a serious health condition.
103.10(1)(am)
(am) "Christian Science practitioner" means a Christian Science practitioner residing in this state who is listed as a practitioner in the Christian Science journal.
103.10(1)(b)
(b) "Employee" means an individual employed in this state by an employer, except the employer's parent, spouse or child.
103.10(1)(c)
(c) Except as provided in
sub. (14) (b), "employer" means a person engaging in any activity, enterprise or business in this state employing at least 50 individuals on a permanent basis. "Employer" includes the state and any office, department, independent agency, authority, institution, association, society or other body in state government created or authorized to be created by the constitution or any law, including the legislature and the courts.
103.10(1)(d)
(d) "Employment benefit" means an insurance, leave or retirement benefit which an employer makes available to an employee.
103.10(1)(f)
(f) "Parent" means a natural parent, foster parent, treatment foster parent, adoptive parent, stepparent or legal guardian of an employee or an employee's spouse.
103.10(1)(g)
(g) "Serious health condition" means a disabling physical or mental illness, injury, impairment or condition involving any of the following:
103.10(1)(g)2.
2. Outpatient care that requires continuing treatment or supervision by a health care provider.
103.10(1)(h)
(h) "Spouse" means an employee's legal husband or wife.
103.10(2)(a)(a) Nothing in this section prohibits an employer from providing employees with rights to family leave or medical leave which are more generous to the employee than the rights provided under this section.
103.10(2)(b)
(b) This section does not limit or diminish an employee's rights or benefits under
ch. 102.
103.10(2)(c)
(c) This section only applies to an employee who has been employed by the same employer for more than 52 consecutive weeks and who worked for the employer for at least 1,000 hours during the preceding 52-week period.
103.10(3)(a)1.1. In a 12-month period no employee may take more than 6 weeks of family leave under
par. (b) 1. and
2.
103.10(3)(a)2.
2. In a 12-month period no employee may take more than 2 weeks of family leave for the reasons specified under
par. (b) 3.
103.10(3)(a)3.
3. In a 12-month period no employee may take more than 8 weeks of family leave for any combination of reasons specified under
par. (b).
103.10(3)(b)
(b) An employee may take family leave for any of the following reasons:
103.10(3)(b)1.
1. The birth of the employee's natural child, if the leave begins within 16 weeks of the child's birth.
103.10(3)(b)2.
2. The placement of a child with the employee for adoption or as a precondition to adoption under
s. 48.90 (2), but not both, if the leave begins within 16 weeks of the child's placement.
103.10(3)(b)3.
3. To care for the employee's child, spouse or parent, if the child, spouse or parent has a serious health condition.
103.10(3)(c)
(c) Except as provided in
par. (d), an employee shall schedule family leave after reasonably considering the needs of his or her employer.
103.10(3)(d)
(d) An employee may take family leave as partial absence from employment. An employee who does so shall schedule all partial absence so it does not unduly disrupt the employer's operations.
103.10(4)(a)(a) Subject to
pars. (b) and
(c), an employee who has a serious health condition which makes the employee unable to perform his or her employment duties may take medical leave for the period during which he or she is unable to perform those duties.
103.10(4)(b)
(b) No employee may take more than 2 weeks of medical leave during a 12-month period.
103.10(4)(c)
(c) An employee may schedule medical leave as medically necessary.
103.10(5)
(5) Payment for and restrictions upon leave. 103.10(5)(a)(a) This section does not entitle an employee to receive wages or salary while taking family leave or medical leave.
103.10(5)(b)
(b) An employee may substitute, for portions of family leave or medical leave, paid or unpaid leave of any other type provided by the employer.
103.10(6)(a)(a) If an employee intends to take family leave for the reasons in
sub. (3) (b) 1. or
2., the employee shall, in a reasonable and practicable manner, give the employer advance notice of the expected birth or placement.
103.10(6)(b)
(b) If an employee intends to take family leave because of the planned medical treatment or supervision of a child, spouse or parent or intends to take medical leave because of the planned medical treatment or supervision of the employee, the employee shall do all of the following:
103.10(6)(b)1.
1. Make a reasonable effort to schedule the medical treatment or supervision so that it does not unduly disrupt the employer's operations, subject to the approval of the health care provider of the child, spouse, parent or employee.
103.10(6)(b)2.
2. Give the employer advance notice of the medical treatment or supervision in a reasonable and practicable manner.
103.10(7)(a)(a) If an employee requests family leave for a reason described in
sub. (3) (b) 3. or requests medical leave, the employer may require the employee to provide certification, as described in
par. (b), issued by the health care provider or Christian Science practitioner of the child, spouse, parent or employee, whichever is appropriate.
103.10(7)(b)
(b) No employer may require certification stating more than the following:
103.10(7)(b)1.
1. That the child, spouse, parent or employee has a serious health condition.
103.10(7)(b)2.
2. The date the serious health condition commenced and its probable duration.
103.10(7)(b)3.
3. Within the knowledge of the health care provider or Christian Science practitioner, the medical facts regarding the serious health condition.
103.10(7)(b)4.
4. If the employee requests medical leave, an explanation of the extent to which the employee is unable to perform his or her employment duties.
103.10(7)(c)
(c) The employer may require the employee to obtain the opinion of a 2nd health care provider, chosen and paid for by the employer, concerning any information certified under
par. (b).
103.10(8)
(8) Position upon return from leave. 103.10(8)(a)(a) Subject to
par. (c), when an employee returns from family leave or medical leave, his or her employer shall immediately place the employee in an employment position as follows:
103.10(8)(a)1.
1. If the employment position which the employee held immediately before the family leave or medical leave began is vacant when the employee returns, in that position.
