Fair Employment & Labor Standards (Equal Rights)
- Preparing for Fair Employment Hearings.
Provides basic information about current Equal Rights Division hearing
practices and procedures in contested cases, including settlements, notices of
hearings and responses to notices, "discovery" (information exchange), subpoenas
for witnesses, and documents and appeals.
- Avoiding "Loaded" Employment Application and
Interview Questions That May Discriminate
Asks you to consider, when was the last time you took a good look at that
application form you're using? What about interview questions? Are any of
them discriminatory or could they be interpreted as such? Looks at how the
Wisconsin Fair Employment Law applies to the recruitment process and offers
alternative questions to help avoid discrimination when gathering
information needed to help choose the right candidate for the job.
- Workplace Harassment
Provides information about harassment under the Wisconsin Fair Employment
Law. Includes a discussion of sexual harassment and harassment based on
other characteristics such as race, color, national origin, and sexual
orientation. Utilizes case law to illustrate concepts, emphasizes the
importance of strong company policies prohibiting unlawful harassment,
and provides suggestions for handling and investigating complaints.
- Fair Employment Law Basics
Offers a straightforward look at the basics of the Wisconsin Fair
Employment Law (WFEL). Introduces the audience to Wisconsin's law prohibiting
discrimination in employment and serves as a foundation for further
discussion. Also addresses topics such as prohibited actions by
employers, groups protected under the law, employing individuals
with disabilities, on-the-job harassment, dealing with a WFEL
complaint, and other concerns which the audience may raise.
- An Overview of Wisconsin's Labor Standards Laws
Covers child labor work permit requirements, hours and time of day minors may work, interpretation of
prohibited occupations and equipment. Also minimum wage rates for adults and minors, probationary periods,
tipped employees, meal and lodging credits, payment of break and meal time, and record keeping. Also overtime
and hours of work, including when time-and-a-half pay is required, salaried and exempt employees, payment for
time not worked as it affects overtime, and recurring 7-day periods. Also wage payment and collection,
including when wages must be regularly paid upon termination and deductions from wages and penalties.