The Wisconsin Fair Employment Act prohibits employers, employment agencies, labor unions, licensing agencies, and other persons from discriminating against employees, job applicants, or licensing applicants because of their membership in specific protected categories, including use or nonuse of lawful products.
Tobacco, alcohol, and lawfully obtained prescriptions for controlled substances for an individual’s existing current medical condition are examples of lawful products.
To be protected under the law, the use or nonuse of the lawful product must be off the employer’s premises and during nonworking hours.
The statute of limitations for filing a complaint is 300 days from the date the action was taken or the individual was made aware the action was taken.
When an individual's use or nonuse of lawful products motivates the decision related to an employment action or licensing action, it becomes unlawful discrimination.
Specifically, the law prohibits discrimination in recruitment and hiring, job assignments, pay, leave or benefits, promotion, licensing or union membership, training, layoff and firing, harassment, and other employment related actions.
Yes. The law does not prohibit an employment action or licensing action against an individual if the individual’s use or nonuse of lawful product off the employer’s premises during nonworking hours does any one of the following:
Yes. If an applicant or an employee uses/does not use off the employer’s premises during nonworking hours a lawful product that the nonprofit corporation discourages/encourages the general public from using, the nonprofit corporation does not violate the law by taking an employment action or licensing action against that applicant or employee.
Yes, only if it:
Yes, The statute allows fire departments to refuse to hire or employ an individual who smokes.
The law does not prohibit an employment action against an individual if the individual was using alcohol, off the employer's premises during nonworking hours, to the extent that it was having a negative effect on the ability to perform job-related responsibilities. Further, refusing to undergo an alcohol assessment provides the employer a legitimate, non-discriminatory reason to fire you.