Updates on important legal developments as they occur.
There are some tasks that tend not to rise to the top of the TO DO list. Ensuring that your Family and Medical Leave Administration is staying compliant tends to be one of those tasks.
We now have four attorneys who are dedicated to business immigration, developing effective solutions to gain employment authorization for key foreign workers and to comply with evolving immigration regulations.
Employers covered by the Wisconsin Fair Employment Act (WFEA) are generally prohibited from discriminating against individuals on the basis of their arrest and/or conviction records, subject to certain exceptions. There are key differences in the analysis depending on whether a “conviction” or an “arrest” record is at issue. Generally, employers have more leeway to consider conviction records and are extremely restricted in considering arrest records when making employment decisions. However, employers may generally discharge or refuse to hire an individual based on the individual’s arrest record if, through the employer’s independent investigation of the conduct underlying the arrest, it concludes that the individual did commit the conduct for which the individual was arrested.