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Women are
66%
more likely to
live in poverty
than white men in
Wisconsin
Single-woman led households are at the
highest risk
of poverty in
Wisconsin
In
Wisconsin
, women earn
$0.75
for every dollar a white man makes
Women in
Wisconsin
are
56%
more likely to earn
minimum wage
than white men
Women in
Wisconsin
are
61%
more likely to earn a
tipped wage
than white men
In
Wisconsin
, at least
71%
of women are essential to the financial security of their household
Wisconsin does not have standalone Equal Pay Law, but it does prohibit discrimination in compensation paid for equal or substantially similar work based on sex under its general anti-discrimination laws, where sex is not a bona fide occupational qualification.[1] Additionally, the federal Equal Pay Act applies to Wisconsin employers.[2]
[1] Wis. Stat. § 111.36(1)(a).
[2] 29 U.S.C. 206(d).
No. Wisconsin does not have a stand alone Equal Pay Law.
No. Wisconsin does not mandate any form of employer pay disclosure.
No. Wisconsin law states that an employer may solicit information regarding the salary history of prospective employees and bans municipalities from enacting or enforcing a prohibition on employers from soliciting information regarding the salary history of prospective employees.[1]
[1] Wis. Stat. § 103.36.
No. Wisconsin law does not specifically protect employees who discuss and disclose their pay. However, under federal law private sector employers generally cannot prohibit employees from discussing wages, with some exceptions such as supervisors.[1]
[1] Your Right to Discuss Wages, Nat’l Lab. Rels. Bd.,https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/your-rights-to-discuss-wages(last visited Jan. 28, 2022); see National Labor Relations Act, 29 U.S.C. §§ 151-169.
No. Wisconsin has no requirement that employers collect, report, or assess gender-based pay data.
No. The minimum wage in Wisconsin is $7.25 per hour,[1] the same as the federal minimum wage.[2] Municipalities may not enact a different minimum wage.[3]
[1] Wis. Stat. § 104.035.
[2] 29 U.S.C. § 206(a).
[3] Wis. Stat. § 104.001.
No. Wisconsin has not eliminated the tipped minimum wage.
Yes. Wisconsin employers are generally required to pay their workers all wages earned at least monthly, with no more than 31 days passing between the day wages are earned and paid.[1] There are certain exceptions, such as employees engaged in logging or farm labor (who must be paid at least quarterly).[2]
[1] Wis. Stat. § 109.03.
[2] Wis. Stat. § 109.03.
Yes. An employer shall state clearly on the employee's paycheck, pay envelope, or paper accompanying the wage payment the number of hours worked, the rate of pay and the amount of and reason for each deduction from the wages due or earned by the employee, except such miscellaneous deductions as may have been authorized by request of individual employees for reasons personal to themselves.[1] In addition, every employer shall furnish to each migrant worker at the time of payment of wages a written statement showing the amount of gross and net wages paid by the employer to the worker, and each amount deducted or withheld for whatever purpose.[2]
[1] Wis. Admin. Code DWD § 272.10; Wis. Stat. § 103.457; see also Wage Payment and Collection Law, Wis. Dep’t of Workforce Dev., http://dwd.wisconsin.gov/er/laborstandards/wages.htm.
[2] Wis. Stat. § 103.93.
Yes. Employers subject to Wisconsin’s overtime pay requirements must pay to each employee time and one-half the regular rate of pay for all hours worked in excess of 40 hours per week,[1] with a variety of exceptions, e.g., executive, administrative, and professional employees.[2]
[1] Wis. Admin. Code DWD § 274.03; Wis. Stat. § 103.02.
[2] Wis. Admin. Code DWD §§ 274.04, .08.
Yes. Each employee has a right of action against any employer for the full amount of the employee's wages due on each regular pay day, as well as for overtime, in any court of competent jurisdiction.[1] An employee who brings such an action against an employer has a lien on all property of the employer, real or personal, located in Wisconsin.[2] In addition, the prevailing party in these proceedings may be awarded costs and reasonable expenses.[3] Wisconsin prohibits discharging or discriminating against an individual for filing a complaint or attempting to enforce any right under § 1.09.03, or testifying or assisting in any action or proceeding held under § 109.03 (§ 109.03 being the statute providing for wage claims as discussed in this section).[4]
Additionally, an employee may file a wage claim with the Wisconsin Department of Workforce Development.[5] Finally, an employer may face civil and criminal penalties for wage theft.[6]
[1] Wis. Stat. § 109.03.
[2] Wis. Stat. § 109.03.
[3] Wis. Stat. § 109.03.
[4] Wis. Stat. § 111.322.
[5] Wis. Stat. § 109.09.
[6] Wis. Stat. § 109.11.
