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 employe 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 employe, or for supplying false or incomplete information under
sub. (2) (a) about an employe, as a result of a conspiracy between the employer and the employe 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.
103.10
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) "Employe" 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 employe.
Effective date note
NOTE: Par. (e) is shown as amended eff. 2-1-99 by
1997 Wis. Act 156. Prior to 2-1-99 it reads:
Effective date text
(e) "Health care provider" means a person described under s. 146.81 (1).
103.10(1)(f)
(f) "Parent" means a natural parent, foster parent, treatment foster parent, adoptive parent, stepparent or legal guardian of an employe or an employe'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 employe's legal husband or wife.
103.10(2)(a)(a) Nothing in this section prohibits an employer from providing employes with rights to family leave or medical leave which are more generous to the employe than the rights provided under this section.
103.10(2)(b)
(b) This section does not limit or diminish an employe's rights or benefits under
ch. 102.
103.10(2)(c)
(c) This section only applies to an employe 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 employe 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 employe 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 employe may take more than 8 weeks of family leave for any combination of reasons specified under
par. (b).
103.10(3)(b)
(b) An employe may take family leave for any of the following reasons:
103.10(3)(b)1.
1. The birth of the employe'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 employe 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 employe'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 employe shall schedule family leave after reasonably considering the needs of his or her employer.
103.10(3)(d)
(d) An employe may take family leave as partial absence from employment. An employe 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 employe who has a serious health condition which makes the employe 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 employe may take more than 2 weeks of medical leave during a 12-month period.
103.10(4)(c)
(c) An employe 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 employe to receive wages or salary while taking family leave or medical leave.
103.10(5)(b)
(b) An employe 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 employe intends to take family leave for the reasons in
sub. (3) (b) 1. or
2., the employe 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 employe 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 employe, the employe 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 employe.
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 employe requests family leave for a reason described in
sub. (3) (b) 3. or requests medical leave, the employer may require the employe to provide certification, as described in
par. (b), issued by the health care provider or Christian Science practitioner of the child, spouse, parent or employe, 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 employe 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 employe requests medical leave, an explanation of the extent to which the employe is unable to perform his or her employment duties.
103.10(7)(c)
(c) The employer may require the employe 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 employe returns from family leave or medical leave, his or her employer shall immediately place the employe in an employment position as follows:
103.10(8)(a)1.
1. If the employment position which the employe held immediately before the family leave or medical leave began is vacant when the employe returns, in that position.
103.10(8)(a)2.
2. If the employment position which the employe held immediately before the family leave or medical leave began is not vacant when the employe returns, in an equivalent employment position having equivalent compensation, benefits, working shift, hours of employment and other terms and conditions of employment.
103.10(8)(b)
(b) No employer may, because an employe received family leave or medical leave, reduce or deny an employment benefit which accrued to the employe before his or her leave began or, consistent with
sub. (9), accrued after his or her leave began.
103.10(8)(c)
(c) Notwithstanding
par. (a), if an employe on a medical or family leave wishes to return to work before the end of the leave as scheduled, the employer shall place the employe in an employment position of the type described in
par. (a) 1. or
2. within a reasonable time not exceeding the duration of the leave as scheduled.
103.10(9)
(9) Employment right, benefit or position. 103.10(9)(a)(a) Except as provided in
par. (b), nothing in this section entitles a returning employe to a right, employment benefit or employment position to which the employe would not have been entitled had he or she not taken family leave or medical leave or to the accrual of any seniority or employment benefit during a period of family leave or medical leave.
103.10(9)(b)
(b) Subject to
par. (c), during a period an employe takes family leave or medical leave, his or her employer shall maintain group health insurance coverage under the conditions that applied immediately before the family leave or medical leave began. If the employe continues making any contribution required for participation in the group health insurance plan, the employer shall continue making group health insurance premium contributions as if the employe had not taken the family leave or medical leave.
103.10(9)(c)1.1. An employer may require an employe to have in escrow with the employer an amount equal to the entire premium or similar expense for 8 weeks of the employe's group health insurance coverage, if coverage is required under
par. (b).
103.10(9)(c)2.
2. An employe may pay the amount required under
subd. 1. in equal instalments at regular intervals over at least a 12-month period. An employer shall deposit the payments at a financial institution in an interest-bearing account.
103.10(9)(c)3.
3. Subject to
subd. 4., an employer shall return to the employe any payments made under
subd. 1., plus interest, when the employe ends his or her employment with the employer.
103.10(9)(c)4.
4. If an employe ends his or her employment with an employer during or within 30 days after a period of family leave or medical leave, the employer may deduct from the amount returned to the employe under
subd. 3. any premium or similar expense paid by the employer for the employe's group health insurance coverage while the employe was on family leave or medical leave.
103.10(9)(d)
(d) If an employe ends his or her employment with an employer during or at the end of a period of family leave or medical leave, the time period for conversion to individual coverage under
s. 632.897 (6) shall be calculated as beginning on the day that the employe began the period of family leave or medical leave.
103.10(10)
(10) Alternative employment. Nothing in this section prohibits an employer and an employe with a serious health condition from mutually agreeing to alternative employment for the employe while the serious health condition lasts. No period of alternative employment, with the same employer, reduces the employe's right to family leave or medical leave.
103.10(11)(a)(a) No person may interfere with, restrain or deny the exercise of any right provided under this section.
103.10(11)(b)
(b) No person may discharge or in any other manner discriminate against any individual for opposing a practice prohibited under this section.
103.10(11)(c)
(c) Section 111.322 (2m) applies to discharge or other discriminatory acts arising in connection with any proceeding under this section.
103.10(12)(a)1.
1. The personnel commission, if the employe is employed by the state or 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(12)(a)2.
2. The department of workforce development, if the employe is employed by an employer other than one described in
subd. 1.
103.10(12)(b)
(b) An employe who believes his or her employer has violated
sub. (11) (a) or
(b) may, within 30 days after the violation occurs or the employe should reasonably have known that the violation occurred, whichever is later, file a complaint with the department alleging the violation. Except as provided in
s. 230.45 (1m), the department shall investigate the complaint and shall attempt to resolve the complaint by conference, conciliation or persuasion. If the complaint is not resolved and the department finds probable cause to believe a violation has occurred, the department shall proceed with notice and a hearing on the complaint as provided in
ch. 227. The hearing shall be held within 60 days after the department receives the complaint.
