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Neither Wisconsin nor federal law requires a company to have an employee handbook. However, if you have one, it must include the policy areas as required by law.
One of the best ways to ensure effective handling of employee grievances is to implement a grievance process, before the need arises.
It is helpful to understand the basics of minimum wage, overtime pay, and breaks as an employer in Wisconsin.
Either party may request a renegotiation of contract terms. However, both parties must agree to the changes.
Wage employees and some salaried employees must receive overtime pay when they work more than 40 hours in a work week.
Information about job performance, reason for separation from employment, and job skills, knowledge, qualifications, and abilities can be shared.
Make sure you document the issues with the employee and are well prepared for the termination meeting.
The law states that an employer must provide reasonable accommodations for a person with a disability unless it causes undue hardship to the employer.
When an employee is laid off or fired, they may be entitled to collect unemployment benefits through the state.
Employers must pay unemployment taxes under certain conditions. Each employer has their own “account” that tracks how much money they put in and how much is funded to employees that they laid off.
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