I wanted to get on here and bring up the issue of Wisconsin Department of Labor posters. As you are probably aware, Wisconsin Department of Labor posters contain both state and federal notices, and are designed to keep employees apprised of their labor rights. Wisconsin Department of Labor posters must be displayed in areas that are frequently visited by employees, such as lunch rooms or break rooms. Also, it is worth noting that these posters change frequently. Did you know that it is the law that only the most current Wisonsin Department of Labor posters are displayed? Well, it is, so it’s always a good idea to make sure that the posters in your place of business are up to date. Wisconsin Department of Labor poster are one of the first things looked at during labor department inspections, so it’s important to follow the rules when it comes to posting.
Back to the Wisconsin Department of Labor posters themselves. If you haven’t read through them recently, there’s no time like the present! State notices on Wisconsin Department of Labor posters include Minimum Wage, Business Closing/Mass Layoff Law, Family and Medical Leave Act, Discrimination, OSHA, Unemployment Insurance, Child Labor, Right to Know, and Honesty Testing. The federal posters include the Uniformed Services Employment and Reemployment Rights Act (USERRA), Equal Opportunity Employment, the Employee Polygraph Protection Act, the Family and Medical Leave Act, and OSHA Job Safety and Health Protection.
If you take a good look at the Minimum Wage notice on Wisconsin Department of Labor posters, it is important to note that the Wisconsin minimum wage has increased to $6.50 per hour.
Hope this helps, and that you’ve learned a little something here. Anyway, that’s all for now. Hope you can put this information on Wisconsin Department of Labor posters to good use.
In researching the Wisconsin state discrimination posters I found that Wisconsin has many protections for workers. All these protections are covered on the Wisconsin state discrimination posters. The law requires that the Wisconsin state discrimination posters be displayed in a conspicuous area. This means that the posters must be in an obvious location so that all employees will be able to read them.
The Wisconsin state discrimination posters explain that no worker can be discriminated against because of their race, color, creed, ancestry, national origin, age, sex or gender, handicap or disability, arrest or conviction record, marital status, sexual orientation, military reserve responsibilities, and outside lawful product consumption. Of course there are exceptions to almost all of these laws. For example, a person can’t have an arrest record for doing something that will directly interfere with performing a job.
It’s the employee’s responsibility to know where the Wisconsin state discrimination posters are located and what the posters read. Armed with this knowledge an employee should know when he/she has been illegally discriminated against. If a worker believes he/she has been a victim of discrimination, that person should file a complaint with the Equal Rights Division.
Any person wishing to file a discrimination complaint must do so within three hundred days from the time of the last incident of discrimination. The complaint will be investigated by an impartial investigator. If the alleged victim needs or wants legal advice, he/she should hire an attorney. The investigation process may take longer than a year. At no time can a person be retaliated against for filing a discrimination complaint.
The Wisconsin state discrimination posters can serve as an educational tool for employers too. Employers must make sure they follow all the anti-discrimination laws. Any employer, who fails to correctly display the Wisconsin state discrimination posters, and/or fails to treat employees fairly, is in violation of the law.
The Wisconsin Sexual Discrimination Law in the Workplace is outlined in the Wisconsin Fair Employment Act (WFEA). It applies to all employers in WI (pubic and private) who have at least one employee. This includes employment agencies and labor organizations but it excludes federal employers. Employees are everyone who is employed in Wisconsin except for those who are employed by their parents, spouse or children. The WFEA differs from federal law because Title VII only applies to employers with fifteen or more employees whereas WFEA includes all employers regardless of the number of employees.
This law makes it illegal for employers to make decisions in regards to hiring, firing and employment terms (including promotions and compensation) on the basis of sex. Basically, any actions, whether overt or not, that treat women unfairly are outlawed by this act. This includes sexual harassment and pregnancy-discrimination.
If you think you have been a victim of sexual discrimination in the workplace, you can file a claim with the Wisconsin Department of Workforce Development, Equal Rights Division within 300 days of the alleged discriminatory act. You can file a complaint by filling out the Discrimination Complaint Form from the Division.
After you file your complaint, the Division will review your claim and decide if you have enough evidence to pursue it. If so, your case will be investigated by a Division officer who will make the decision of probable cause or no probable cause on your case.
If the officer finds probable cause that your rights have been violated, you and your employer can try to settle the case. If this doesn’t work, your case will go to a formal hearing in front of an administrative law judge.
You cannot file directly with the state courts in Wisconsin. If you wish to pursue your case in federal court, you’ll need to first file with either the Equal Rights Division or the EEOC and request a “Right to Sue” letter.
It’s up to both employers and employees to stay informed on the laws surrounding workplace rights and responsibilities. Employers should always keep a current Wisconsin Complete Labor Law Poster posted.
I found that Wisconsin has one of the most comprehensive list of discrimination terms among the states. Under the Wisconsin Fair Employment Law, it is illegal for an employer to discriminate on the basis of age, race, creed, color, disability, marital status, sex, national origin, ancestry, sexual orientation, arrest record, conviction record, membership in the national guard, state defense force or any other reserve component of the military forces, or use or nonuse of lawful products off the employer’s premises during nonworking hours.
Additionally, the Wisconsin law clearly states that it is unlawful for an employer to require some tests as a condition of employment. These tests include honesty testing and genetic testing. If an employee is asked to take these types of tests but refuses, the employer is not allowed to punish the employee for his or her refusal.
Disabled employees are protected much more closely under the Wisconsin law than they are under the Federal law. According to the Wisconsin Fair Employment Act, disabled persons are allows to work, even when a large accommodation needs to be made in order to suit the needs of a disabled person. As such, an employer cannot show favor to a non-disabled person over a disabled person, even if the disabled person requires more of a time and financial investment.
If you are a Wisconsin employee and believe that you have been discriminated against, there are some steps that you can take in order to protect your rights. The state administrative agency that you should file a claim with is called the Wisconsin Equal Rights Division (WERD). If you want to file a claim with the Federal administrative office, you will file with the Equal Employment Opportunity Commission (EEOC). These two agencies have a work-sharing agreement, which means that they cross-file claims, if you request for your claim to be cross-filed.