Wisconsin Wage and Hour Investigations: What you need to know

Wisconsin's Department of Workforce Development may enter any place of employment or public building to investigate wage and hour issues and to bring to the employer's attention any noncompliance with wage and hour laws. Employers must furnish requested information and provide specific answers to all questions related to the investigation (WI Gen. Stat. Sec. 103.005).
Failure to cooperate. Employers and/or their employees who do not cooperate with the Department will be fined for each offense.
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
Employment of minors. The Department may visit and inspect, at all reasonable times, businesses that employ minors. Any employer that hinders or delays the Department's investigation efforts or who refuses to admit the Department may be fined $25 to $1,000 per day for the first offense and, for subsequent offenses, $250 to $5,000, imprisonment for up to 30 days, or both (WI Gen. Stat. Sec. 103.82).
Employers who employ minors in violation of hours of work provisions face additional penalties. In addition to the wages paid, violators must pay an amount equal to twice the regular rate of pay for all hours worked in violation per day or per week, whichever is greater (WI Gen. Stat. Sec. 103.82).
Migrant labor contractors. The Department may investigate wage and hour complaints at migrant labor camps. During reasonable daylight hours, and after notifying the employer or person in charge, the Department may enter and inspect any premises, inspect the records and make transcriptions of them, question people, and investigate facts and practices to determine whether the employer is in violation (WI Gen. Stat. Sec. 103.905).
Payroll audits. If the Department finds that a wage claim is valid, the Department may instruct the ...

>> Read more about Wage and Hour Investigations

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Wisconsin Wage and Hour Investigations Resources

There are currently no resources for this topic/state.

Wage and Hour Investigations Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!

This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.