Employment disputes can be time-consuming and costly, something that many Wisconsin companies want to avoid. Because of this, forced arbitration has long been a part of how businesses deal with employment law issues. Now, some tech giants are leading the way in getting rid of arbitration, making it easier for employees to not only bring forth serious issues, but to also receive necessary recourse.
Wisconsin residents have a reasonable right to privacy in their personal lives, which is established by and respected under the law. At work, however, there are far fewer privacy protections. Still, less protection does not mean none, so it is still possible for an employer to violate employment law by violating a worker's privacy.
A group of out-of-state fast food workers are set to receive thousands of dollars of unpaid wages. The decision comes after an investigation by the U.S. Department of Labor determined that the company underpaid its workers. While this particular issue took place in a different state, these types of employment law violations are sadly not uncommon in Wisconsin.
What constitutes a living wage can be a complicated matter. A certain minimum wage might be sufficient for workers in one part of Wisconsin, while workers in other areas might struggle when earning a similar pay. A group of out-of-state workers recently negotiated a higher minimum wage for low-level employees, and those earning more than the minimum will see their pay go up as well. The outcome from these types of employment law matters can sometimes affect workers in other states, especially if they are employed in the same industry.
Noncompetition agreements -- also called noncompete clauses -- are common features of employee contracts in Wisconsin. However, just because they are common in employment law does not always mean that they are necessary or right. One state recently made significant steps towards protecting workers from overly restrictive clauses that prevent them from finding meaningful employment in the future.
Wisconsin teenagers are important members of the local workforce. These young boys and girls often fill low-paid, less desired positions that older, more skilled workers are less likely to seek out. Unfortunately, some companies use the fact that teenagers are typically less experienced and knowledgeable about their rights to have them work unpaid overtime, violating employment law. An out-of-state school was recently hit with $47,578 in fines and ordered to shell out $635,269 in unpaid overtime.
Dress codes in the workplace are nothing new, with most Wisconsin employees having to abide by some kind of dress policy while on the job. However, can employers go too far when enforcing these polices and end up violating employment law? According to the outcome of a recent case, yes they can.
The new-hire process is different for every job, but most have at least one thing in common -- paperwork. Wisconsin residents usually must sign documents on topics ranging from dress code to employee conduct when starting a new job, and most do not think twice about doing so. After all, refusing to do so could lead to the offer being rescinded. However, a group of young law students think that this aspect of employment law needs updating.
Noncompete agreements are fairly standard in most Wisconsin businesses, but there are still holdouts. Some employers feel worried that potential employees will feel put off by signing a contract that contains a noncompete clause, while others do not fully understand the benefits. Under employment law, noncompete agreements are easy to use and quite effective at protecting important insider information of your business.
Working full time is already a considerable commitment from any employee, especially for people who have families or other obligations, such as school. When employers ask workers to stay for more than the standard 40 hours per week, it is important that they are fairly compensated for their time. However, rather than an individual assuming that he or she is owed overtime pay, it is important to understand how current employment law applies.