Krukowski & Costello, S.C. • November 06, 2012
With the important elections coming up finally on November 6th, a few important reminders are in order with regard to Wisconsin law and employee relations.
Krukowski & Costello, S.C. • April 09, 2012
Employers in Wisconsin, already faced with litigation costs to defend discrimination claims, will no longer be subject to paying compensatory and punitive damages to employees who prevail in their complaints under Wisconsin law. The recently passed Senate Bill 202 (SB 202) will restore the pre-July 2009 provisions of the Wisconsin Fair Employment Act (WFEA) and limit remedies to back pay, reinstatement or front pay, interest, costs and attorney fees.
Jackson Lewis LLP • March 29, 2012
A measure that provides specific guidance on the use of seclusion and physical restraint of pupils in Wisconsinâ€™s public schools has been signed into law by Wisconsin Governor Scott Walker. Under the new law, which takes effect on September 1, 2012, the use of seclusion or physical restraint is prohibited, unless the childâ€™s behavior presents a â€œclear, present, and imminent risk to the physical safety of the pupil or others.â€ In addition, such measures must represent the â€œleast restrictiveâ€ intervention and may last only as long as reasonably necessary to resolve the problem.
Jackson Lewis LLP • February 29, 2012
A bill has been passed by both houses of the Wisconsin legislature that would repeal the right of successful complainants to receive an award of compensatory and punitive damages in circuit court under the Wisconsin Fair Employment Act. Senate Bill 202, introduced September 27, 2011, was passed by the Senate on November 3, 2011, on a straight party-line vote of 17-16. The bill was passed by the Assembly on February 21, 2012, by a vote of 60-35. Wisconsin Governor Scott Walker is expected to sign the bill.
Littler Mendelson, P.C. • February 27, 2012
On February 21, 2012, the Wisconsin Assembly passed legislation that would eliminate compensatory and punitive damage awards as potential remedies for violations of the Wisconsin Fair Employment Act (WFEA). The bill passed the Senate in November 2011 and is expected to be signed by Republican Governor Scott Walker. The law would repeal 2009 legislation, which provided for compensatory and punitive damages under a capped scheme similar to Title VII.
Fredrikson & Byron, P.A. • December 05, 2011
The Wisconsin Supreme Court recently had the opportunity to review the scope of the workersâ€™ compensation refusal to rehire statute [Wis. Stat. Â§102.35(3)]. The statute prohibits employers from refusing to rehire employees who have suffered on-the-job injuries.
Fredrikson & Byron, P.A. • November 18, 2011
The Wisconsin Supreme Court recently had the opportunity to review the scope of the workersâ€™ compensation refusal to rehire statute [Wis. Stat. Â§102.35(3)]. The statute prohibits employers from refusing to rehire employees who have suffered on-the-job injuries. The entire provision states
Jackson Lewis LLP • November 03, 2011
A bill has been introduced in the Wisconsin Assembly that would add â€œcredit historyâ€ to the list of classes protected from discrimination under the Wisconsin Fair Employment Act. Assembly Bill 350 was introduced on October 31, 2011. This development follows the introduction of a bill addressing arrest and conviction record discrimination in Wisconsin. (See our article, Wisconsin Employment Law Watch: Legislature to Consider Conviction Record Discrimination Bill.)
Jackson Lewis LLP • October 14, 2011
A bill has been introduced in the Wisconsin Assembly that would repeal the right of successful complainants to receive an award of compensatory and punitive damages in circuit court under the Wisconsin Fair Employment Act. Assembly Bill 289 was introduced on September 29, 2011.
Jackson Lewis LLP • October 13, 2011
A new bill arguably aimed at making life easier for employers dealing with employeesâ€™ conviction records has been introduced in Wisconsinâ€™s Assembly. Assembly Bill 286, which made its appearance on September 29, 2011, would ease the oft-confounding â€œsubstantially relatedâ€ standard for felony convictions. The current law limits employersâ€™ ability to deny employment or terminate from employment only where the ex-offenderâ€™s felony conviction is deemed relevant in substantial measure to the position being sought or, in the case of an existing employee, to the current position held.