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Disclaimer
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
This site is not intended to constitute legal advice and should not be relied upon as such. Additionally, no
attorney-client relationship has been created by your visiting and reading this site. Please consult a legal
professional before taking any action you believe may result in liability or litigation. Nothing on this site
creates an express or implied contract. While efforts are made to present only accurate and current
information, laws can and do change and interpretations vary among jurisdictions, so all information is
presented on an “as-is” basis. This site is for informational purposes only.
If you do not find the answer to your question through these summaries or
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
related links, feel free to contact us with your question. We'll do our best to help
you find the answer you are looking for.
Payment upon Separation from Employment
An employer must pay employees who quits or resigns employment or who is discharged
or terminated all wages due by no later than the date on which the employee regularly
would have been paid under the employer's established payroll schedule.
Whenever an employee is separated from the payroll of an employer as a result of the
employer merging, liquidating or otherwise disposing of the business, ceasing business
operations in whole or in part, or relocating all or part of the business to another area within
or without the state, the employer, or the successors in interest of the employer, must pay
all wages due at the usual place of payment within 24 hours of the time of separation.
Wisconsin Stat. 109.03
Employees who are suspended or resigns due to a labor dispute (strike)
Wisconsin has no law regarding an when an employer must pay an employee who has
resigned due to a labor dispute. Presumably an employer would pay an employee who
resigns employment due to a labor dispute by no later than the date on which the
employee regularly would have been paid under the employer's established payroll
schedule.
Wages in Dispute
Wisconsin does not have any laws requiring an employer to pay an employee wages
conceded to be due when involved in a wage dispute with the employee.
An employer must pay employees who quits or resigns employment or who is discharged
or terminated all wages due by no later than the date on which the employee regularly
would have been paid under the employer's established payroll schedule.
Whenever an employee is separated from the payroll of an employer as a result of the
employer merging, liquidating or otherwise disposing of the business, ceasing business
operations in whole or in part, or relocating all or part of the business to another area within
or without the state, the employer, or the successors in interest of the employer, must pay
all wages due at the usual place of payment within 24 hours of the time of separation.
Wisconsin Stat. 109.03
Employees who are suspended or resigns due to a labor dispute (strike)
Wisconsin has no law regarding an when an employer must pay an employee who has
resigned due to a labor dispute. Presumably an employer would pay an employee who
resigns employment due to a labor dispute by no later than the date on which the
employee regularly would have been paid under the employer's established payroll
schedule.
Wages in Dispute
Wisconsin does not have any laws requiring an employer to pay an employee wages
conceded to be due when involved in a wage dispute with the employee.
Deductions from Wages
An employer may not make any deduction from the wages of an employee for defective or
faulty workmanship, lost or stolen property (presumably this would include a cash
shortage), or damage to property, unless:
- the employee authorizes the employer to do so in writing (The employee’s written
permission must be obtained after each occurrence of a problem; a blanket consent form
will not work)
- the employer and a representative designated by the employee (e.g., union) determine the
defective or faulty workmanship, loss, theft or damage is due to the employee's negligence,
carelessness, or willful and intentional conduct, or
- the employee is found guilty or held liable in a court of competent jurisdiction by reason of
that negligence, carelessness, or willful and intentional conduct.
Wisconsin Stat. 103.455; WI Dept. of Workforce Dev. FAQ
Uniforms, Tools, and Other Equipment Necessary for Employment
Wisconsin does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment.
Medical or Physical Exams, including Drug Tests, Required for Employment
An employer may not require any employee or applicant for employment to pay the cost of a
medical examination required by the employer as a condition of employment. Wisconsin
Stat. 103.37
An employer may not make any deduction from the wages of an employee for defective or
faulty workmanship, lost or stolen property (presumably this would include a cash
shortage), or damage to property, unless:
- the employee authorizes the employer to do so in writing (The employee’s written
permission must be obtained after each occurrence of a problem; a blanket consent form
will not work)
- the employer and a representative designated by the employee (e.g., union) determine the
defective or faulty workmanship, loss, theft or damage is due to the employee's negligence,
carelessness, or willful and intentional conduct, or
- the employee is found guilty or held liable in a court of competent jurisdiction by reason of
that negligence, carelessness, or willful and intentional conduct.
Wisconsin Stat. 103.455; WI Dept. of Workforce Dev. FAQ
Uniforms, Tools, and Other Equipment Necessary for Employment
Wisconsin does not have any laws prohibiting an employer from requiring an employee to
purchase a uniform, tools, or other items necessary for employment.
Medical or Physical Exams, including Drug Tests, Required for Employment
An employer may not require any employee or applicant for employment to pay the cost of a
medical examination required by the employer as a condition of employment. Wisconsin
Stat. 103.37
Notice of Wage Reduction
Wisconsin does not have any laws addressing when or how an employer may reduce an
employees wages or whether an employer must provide employees notice prior to
instituting a wage reduction. Any wage reduction can only be applied to hours worked after
the change and cannot be applied to hours already worked.
Wisconsin does not have any laws addressing when or how an employer may reduce an
employees wages or whether an employer must provide employees notice prior to
instituting a wage reduction. Any wage reduction can only be applied to hours worked after
the change and cannot be applied to hours already worked.
Statement of Wages (Pay Stub)
An employer must state clearly on an employee's paycheck, pay envelope, or paper
accompanying the wage payment, including direct deposit payments:
- the number of hours worked,
- the rate of pay and
- the amount of and reason for each deduction from wages due or earned by the employee,
Wisconsin Stat. 103.475; WI Admin Code DWD 272.10
An employer must state clearly on an employee's paycheck, pay envelope, or paper
accompanying the wage payment, including direct deposit payments:
- the number of hours worked,
- the rate of pay and
- the amount of and reason for each deduction from wages due or earned by the employee,
Wisconsin Stat. 103.475; WI Admin Code DWD 272.10
Record Keeping Requirements
An employer must make and keep for at least 3 years payroll or other records for each of
their employees which contain:
- name and address;
- date of birth;
- date of entering and leaving employment;
- time of beginning and ending of work each day;
- when employee’s meal periods are required or when such meal periods are to be
deducted from work time. (This requirement does not apply when work is of such a nature
that production or business activity ceases on a regularly scheduled basis);
- total number of hours worked per day and per week;
- rate of pay and wages paid each payroll period;
- the amount of and reason for each deduction from the wages earned; and,
- output of employee, if paid on other than time basis.
The record or a duplicate copy must be kept safe and accessible at the place of
employment or business at which the employee is employed, or at one or more of the
established central record keeping offices in the state of Wisconsin.
WI Admin Code DWD 272.11
An employer must make and keep for at least 3 years payroll or other records for each of
their employees which contain:
- name and address;
- date of birth;
- date of entering and leaving employment;
- time of beginning and ending of work each day;
- when employee’s meal periods are required or when such meal periods are to be
deducted from work time. (This requirement does not apply when work is of such a nature
that production or business activity ceases on a regularly scheduled basis);
- total number of hours worked per day and per week;
- rate of pay and wages paid each payroll period;
- the amount of and reason for each deduction from the wages earned; and,
- output of employee, if paid on other than time basis.
The record or a duplicate copy must be kept safe and accessible at the place of
employment or business at which the employee is employed, or at one or more of the
established central record keeping offices in the state of Wisconsin.
WI Admin Code DWD 272.11
Frequency of Wage Payments
An employer must pay employees all wages due at least once per month. Wages must be
paid within 31 days of the end of a pay period.
An employer engaged in logging or farm operations may pay employees quarterly (once
every three months).
An employer and the bargaining representative of its employees may agree to payment
periods of less than once per month.
Employees at private or public schools may request to be paid over 12 months, thus
relieving an employer of the obligation to pay the employees within 31 days of the end of a
pay period.
Voluntary fire fighters or emergency medical technicians may be paid as infrequently as
once per year, if agreed to by the employee.
Wisconsin Stat. 109.03
An employer must pay employees all wages due at least once per month. Wages must be
paid within 31 days of the end of a pay period.
An employer engaged in logging or farm operations may pay employees quarterly (once
every three months).
An employer and the bargaining representative of its employees may agree to payment
periods of less than once per month.
Employees at private or public schools may request to be paid over 12 months, thus
relieving an employer of the obligation to pay the employees within 31 days of the end of a
pay period.
Voluntary fire fighters or emergency medical technicians may be paid as infrequently as
once per year, if agreed to by the employee.
Wisconsin Stat. 109.03
Manner of Payments
An employer may pay wages by:
- cash;
- check; or
- direct deposit.
WI Dept. of Workforce Dev. FAQ
Direct Deposit
However, there cannot be any cost to the employee to participate in the program. WI Dept.
of Workforce Dev. FAQ
An employer may pay wages by:
- cash;
- check; or
- direct deposit.
WI Dept. of Workforce Dev. FAQ
Direct Deposit
However, there cannot be any cost to the employee to participate in the program. WI Dept.
of Workforce Dev. FAQ
| EmploymentLawHandbook.com |
| Your Employment and Labor Law Resource |
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An employer must, at the time of hiring, notify each employee about any hairstyle, facial hair
or clothing requirement. Wisconsin Stat. 103.14
| Wage Payment Laws for Private Sector Employers |
Topics Covered:
- Frequency of Wage Payments
- Manner of Payments
- - Direct Deposit
- Payment upon Separation from Employment
- - Employees who are fired, discharged, or terminated
- Employees who quit or resign
- Employees who is suspended or resigns due to a labor dispute (strike)
- Employees who are laid off
- Wages in Dispute
- Deductions from Wages
- - Cash shortages
- Damage, loss or destruction of employer property
- Dishonored or returned checks
- Uniforms
- Tools and other items necessary for employment
- Pre-hire medical, physical, or drug tests
- Notice of Wage Reduction
- Statement of Wages (Pay Stub)
- Record Keeping Requirements
- Notice Requirements
