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Wisconsin Termination (with Discharge): What you need to know

Under Wisconsin law, unless there is an agreement to the contrary, employment is “at will.” This means that either the employer or the employee may end the employment relationship without giving either notice or a reason. However, while this is true in theory, some Wisconsin laws and the Wisconsin courts have changed the traditional doctrine.
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Also, even if the employer has no explicit employment agreement with the worker, certain actions and representations can bind the employer just as if there were a written contract. If an employee can prove that an employee manual containing job-security and termination procedures could reasonably be understood by an employee to create binding duties and obligations between the employer and its employees, the manual will constitute, in effect, a unilateral offer to contract that an employee may accept through continued employment.
Employers should therefore be cautious about allowing anyone in the organization to make a promise of job security to an employee or applicant. If the promise can be seen as an inducement for an employee or prospective employee to give up something of value, by relocating, for instance, or by leaving a good job or turning down an attractive job offer, it is likely to be considered a “contract.”
Employee handbooks. Despite a strong presumption in favor of the at-will standard, the Wisconsin courts have held that statements and procedures contained in an employee handbook or policy manual may create an employment contract. There is additional information on this subject.
When a person's employment is terminated, whether voluntarily or involuntarily, there are a number of questions that may arise. Some carry the risk of ...

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Wisconsin Termination (with Discharge) Resources

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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.
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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.