reglab/statecodes huggingface dataset:
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.31 - Penalty on parent or guardian.

103.31
Penalty on parent or guardian.
Any parent or guardian who permits a minor under his or her control to be employed in violation of ss. 103.21 to 103.31 or of any order of the department issued thereunder may be required to forfeit not less than $10 nor more than $250 for each day of the first offense and, for the 2nd or subsequent violation of ss. 103.21 to 103.31 within 5 years, as measured from the dates the violations initially occurred, may be required to forfeit not less than $25 nor more than $1,000 for each day of the 2nd or subsequent offense.
History:  1971 c. 271; 1987 a. 332.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.32 - Recovery of arrears of wages.

103.32
Recovery of arrears of wages.
The department, on behalf of the minor, may sue the employer under s. 109.09 for the recovery of any arrears of wages to which the minor is entitled under this chapter.
History:  1971 c. 271, 307; 1975 c. 380 s. 5.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.33 - Discriminatory acts; street trades.

103.33
Discriminatory acts; street trades.
Section 111.322 (2m) applies to discharge and other discriminatory acts against an employee arising in connection with any proceeding under s. 103.28 or 103.32.
History:  1989 a. 228.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.35 - Information required for licensure.

103.35
Information required for licensure.
No state office, department, board, examining board, affiliated credentialing board, commission, council or independent agency in the executive branch, the legislature or the courts may, as a condition for receiving an occupational or professional certificate, license, permit or registration, require the submission of information by the applicant which is not essential for the determination of eligibility for the issuance or renewal of the certificate, license, permit or registration. Information which is not essential to determine eligibility for issuance or renewal may be requested but the applicant shall be notified in a prominent place on or accompanying the request that she or he is not required to provide such information.
History:  1979 c. 34; 1993 a. 107.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.36 - Employer right to solicit salary information of prospective employees; statewide concern; uniformity.

103.36
Employer right to solicit salary information of prospective employees; statewide concern; uniformity.
(1)
An employer may solicit information regarding the salary history of prospective employees.
(2)
The legislature finds that the provision of an employer right to solicit salary information that is uniform throughout the state is a matter of statewide concern and that the enactment of an ordinance by a city, village, town, or county that prohibits an employer from soliciting salary information would be logically inconsistent with, would defeat the purpose of, and would go against the spirit of this section. Therefore, this section shall be construed as an enactment of statewide concern for the purpose of providing an employer right to solicit salary information that is uniform throughout the state.
(3)
(a)
No city, village, town, or county may enact or enforce an ordinance prohibiting an employer from soliciting information regarding the salary history of prospective employees.
(b)
If a city, village, town, or county has in effect on April 18, 2018, an ordinance prohibiting an employer from soliciting information regarding the salary history of prospective employees, the ordinance does not apply and may not be enforced.
History:  2017 a. 327.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.37 - Certain requirements to obtaining employment prohibited.

103.37
Certain requirements to obtaining employment prohibited.
(1m)
In this section:
(a)
“Employee" means a person who may be permitted, required or directed by an employer, in consideration of direct or indirect gain or profit, to engage in any employment.
(b)
“Employer" means an individual, partnership, association, corporation, limited liability company, legal representative, trustee, receiver, trustee in bankruptcy, or any common carrier by rail, motor, water or air doing business in or operating within the state.
(2m)
No employer may require any employee or applicant for employment to pay the cost of a medical examination required by the employer as a condition of employment.
(4)
Any employer who violates this section may be fined not more than $100 for each violation. The department shall enforce this section.
History:  1977 c. 29 ss. 1034, 1035, 1654 (9) (a); 1977 c. 418; 1983 a. 189 ss. 155, 329 (4); 1993 a. 112; 1997 a. 253.
The state, its political subdivisions, and the counties are not employers under this section. 69 Atty. Gen. 103.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.38 - Eight-hour work day; applicability.

103.38
Eight-hour work day; applicability.
(1)
Subject to sub. (2), in all engagements to labor in any manufacturing or mechanical business if there is no express contract to the contrary, a day's work shall consist of 8 hours and all engagements or contracts for labor in a manufacturing or mechanical business shall be so construed.
(2)
Subsection (1) does not apply to any contract for labor by the week, month or year.
History:  1997 a. 253.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.43 - Fraudulent advertising for labor.

103.43
Fraudulent advertising for labor.
(1)
(a)
No person may influence, induce, persuade or attempt to influence, induce, persuade or engage a worker to change from one place of employment to another in this state or to accept employment in this state, and no person may bring a worker of any class or calling into this state to work in any department of labor in this state, through or by means of any false or deceptive representations, false advertising or false pretenses concerning or arising from any of the following:
1.
The kind and character of the work to be done.
2.
The amount and character of the compensation to be paid for work.
3.
The sanitary or other conditions of the employment.
4.
The failure to state in any advertisement, proposal or contract for the employment that there is a strike or lockout at the place of the proposed employment, when a strike or lockout then actually exists in the employment at the proposed place of employment.
(b)
Any of the acts described in par. (a) shall be considered a false advertisement or misrepresentation for the purposes of this section.
(1m)
A strike or lockout is considered to exist as long as any of the following conditions exists:
(a)
The usual concomitants of a strike or lockout.
(b)
Unemployment on the part of workers affected continues.
(c)
Any payments of strike benefits are being made.
(d)
Any picketing is maintained.
(e)
Publication is being made of the existence of a strike or lockout.
(2)
Any person who, by himself or herself, or by a servant or agent, or as the servant or agent of any other person, or as an officer, director, servant or agent of any firm, corporation, association or organization of any kind, violates sub. (1) (a) shall be fined not more than $2,000 or imprisoned in the county jail for not more than one year or both.
(3)
Any worker who is influenced, induced or persuaded to engage with any person specified in sub. (1) (a), through or by means of any of the acts prohibited in sub. (1) (a), shall have a right of action for recovery of all damages that the worker sustains in consequence of the false or deceptive representation, false advertising or false pretenses used to induce the worker to change his or her place of employment in this state or to accept employment in this state, against any person, corporation, company or association, directly or indirectly, causing the damage. In addition to all actual damages that the worker may sustain, the worker shall be entitled to recover reasonable attorney fees as determined by the court, to be taxed as costs in any judgment recovered.
History:  1993 a. 492; 1995 a. 225; 1997 a. 253.
This section applies only to manual laborers, particularly those in industrial labor. Bellon v. Ripon College, 2005 WI App 29, 278 Wis. 2d 790, 693 N.W.2d 330, 04-0515.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.45 - Time checks; penalty.

103.45
Time checks; penalty.
All persons paying wages in time checks or paper, other than legal money, shall make those time checks or that paper payable in some designated place of business in the county in which the work was performed or at the office of the person paying the wages if within this state, or at any bank within this state. Any person failing to comply with this section shall be fined not less than $10 nor more than $100.
History:  1997 a. 253.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.457 - Listing deductions from wages.

103.457
Listing deductions from wages.
An employer shall state clearly on the employee's pay check, pay envelope, or paper accompanying the wage payment 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 the individual employee for reasons personal to the employee. A reasonable coding system may be used by the employer.
History:  1993 a. 492.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.46 - Contracts; promises to withdraw from or not to join labor, employers' or cooperative organizations are void.

103.46
Contracts; promises to withdraw from or not to join labor, employers' or cooperative organizations are void.
Every undertaking or promise, whether written or oral, express or implied, constituting or contained in any of the following is declared to be contrary to public policy and wholly void and shall not afford any basis for the granting of any legal or equitable relief by any court:
(1)
A contract or agreement of hiring or employment between any employer and any employee or prospective employee, in which either party to the contract or agreement undertakes or promises not to join, become or remain a member of any labor organization or of any organization of employers, or in which either party to the contract or agreement undertakes or promises to withdraw from the employment relation if the party joins, becomes or remains a member of any labor organization or of any organization of employers.
(2)
A contract or agreement for the sale of agricultural, horticultural or dairy products between a producer of those products and a distributor or purchaser of those products, in which either party to the contract or agreement undertakes or promises not to join, become or remain a member of any cooperative association organized under ch. 185 or 193 or of any trade association of the producers, distributors or purchasers of those products.
History:  1985 a. 30 s. 42; 1993 a. 492; 1997 a. 253; 2005 a. 441.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.505 - Collective bargaining; definitions.

103.505
Collective bargaining; definitions.
When used in ss. 103.505 to 103.61, and for the purposes of those sections:
(1)
A case shall be held to involve or to grow out of a labor dispute when the case involves persons who are engaged in a single industry, trade, craft, or occupation; or who are employees of one employer; or who are members of the same or an affiliated organization of employers or employees; whether such dispute is any of the following:
(a)
Between one or more employers or associations of employers and one or more employees or associations of employees.
(b)
Between one or more employers or associations of employers and one or more employers or associations of employers.
(c)
Between one or more employees or associations of employees and one or more employees or associations of employees.
(d)
Between any conflicting or competing interests in a labor dispute of persons participating or interested in the labor dispute.
(2)
A person or association shall be held to be a person participating or interested in a labor dispute if relief is sought against the person or association and if the person or association is engaged in the industry, trade, craft, or occupation in which the labor dispute occurs, or is a member, officer, or agent of any association of employers or employees engaged in that industry, trade, craft, or occupation.
(3)
“Labor dispute" means any controversy between an employer and the majority of the employer's employees in a collective bargaining unit concerning the right or process or details of collective bargaining or the designation of representatives. Any organization with which either the employer or the majority of the employer's employees is affiliated may be considered a party to the labor dispute.
History:  1993 a. 492; 1995 a. 225; 1997 a. 35; 1997 a. 253 ss. 104, 105; Stats. 1997 s. 103.505.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.51 - Public policy as to collective bargaining.

103.51
Public policy as to collective bargaining.
In the interpretation and application of ss. 103.505 to 103.61, the public policy of this state is declared as follows:
(1)
Negotiation of terms and conditions of labor should result from voluntary agreement between employer and employees. Governmental authority has permitted and encouraged employers to organize in the corporate and other forms of capital control. In dealing with such employers, the individual unorganized worker is helpless to exercise actual liberty of contract and to protect his or her freedom of labor, and thereby to obtain acceptable terms and conditions of employment. Therefore it is necessary that the individual worker have full freedom of association, self-organization, and the designation of representatives of the worker's own choosing, to negotiate the terms and conditions of the worker's employment, and that the worker shall be free from the interference, restraint or coercion of employers of labor, or their agents, in the designation of such representatives or in self-organization or in other concerted activities for the purpose of collective bargaining or other mutual aid or protection.
History:  1995 a. 225; 1997 a. 253.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.52 - “ Yellow-dog" contracts.

103.52
“ Yellow-dog" contracts.
(1)
Every undertaking or promise made after July 1, 1931, whether written or oral, express or implied, between any employee or prospective employee and that person's employer, prospective employer or any other individual, firm, company, association or corporation is declared to be against public policy if either party to the undertaking or promise undertakes or promises any of the following:
(a)
To join or to remain a member of some specific labor organization or to join or remain a member of some specific employer organization or any employer organization.
(b)
Not to join or not to remain a member of some specific labor organization or any labor organization, or of some specific employer organization or any employer organization.
(c)
To withdraw from an employment relation in the event that the party joins or remains a member of some specific labor organization or any labor organization, or of some specific employer organization or any employer organization.
(2)
No undertaking or promise described in sub. (1) shall afford any basis for the granting of legal or equitable relief by any court against a party to the undertaking or promise, or against any other person, who may advise, urge or induce, without fraud, violence or threat of fraud or violence either party to the undertaking or promise to act in disregard of the undertaking or promise.
(3)
This section in its entirety is supplemental to and of s. 103.46 (1).
History:  1993 a. 492; 1997 a. 253.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.53 - Lawful conduct in labor disputes.

103.53
Lawful conduct in labor disputes.
(1)
The following acts, whether performed singly or in concert, shall be considered legal:
(a)
Ceasing or refusing to perform any work or to remain in any relation of employment regardless of any promise, undertaking, contract or agreement in violation of the public policy declared in s. 103.52.
(b)
Becoming or remaining a member of any labor organization or of any employer organization, regardless of any undertaking or promise as is described in s. 103.52.
(c)
Paying or giving to any person any strike or unemployment benefits or insurance or other moneys or things of value.
(d)
Aiding, by lawful means, any person who is being proceeded against in, or is prosecuting, any action or suit in any court of the United States or of any state.
(e)
Giving publicity to and obtaining or communicating information regarding the existence of, or the facts involved in, any dispute, whether by advertising, speaking, patrolling any public street or any place where any person may lawfully be, without intimidation or coercion, or by any other method not involving fraud, violence, breach of the peace, or threat of fraud, violence or breach of the peace.
(f)
Ceasing to patronize or to employ any person, except that nothing in this paragraph shall be construed to legalize a secondary boycott.
(g)
Assembling peaceably to do or to organize to do any of the acts specified in pars. (a) to (f) or to promote lawful interests.
(h)
Advising or notifying any person or persons of an intention to do any of the acts specified in pars. (a) to (g).
(i)
Agreeing with other persons to do or not to do any of the acts specified in pars. (a) to (h).
(j)
Advising, urging, or inducing without fraud, violence, or threat of fraud or violence, others to do the acts specified in pars. (a) to (i), regardless of any undertaking or promise as described in s. 103.52.
(k)
Doing in concert any of the acts specified in pars. (a) to (j).
(L)
Peaceful picketing or patrolling.
(2)
No court shall have jurisdiction to issue any restraining order or temporary or permanent injunction which, in specific or general terms, prohibits any person from doing, whether singly or in concert, any of the acts specified in sub. (1).
History:  1997 a. 253.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.535 - Unlawful conduct in labor controversies.

103.535
Unlawful conduct in labor controversies.
No person may picket, or induce others to picket, the establishment, employees, supply or delivery vehicles, or customers of anyone engaged in business, or interfere with the person's business, or interfere with any person desiring to transact or transacting business with the person, when no labor dispute exists between the employer and the employer's employees or their representatives.
History:  1993 a. 492; 1997 a. 253.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.54 - Responsibility for unlawful acts.

103.54
Responsibility for unlawful acts.
No officer or member of any association or organization, and no association or organization participating or interested in a labor dispute may be held responsible or liable in any civil action at law or suit in equity, or in any criminal prosecution, for the unlawful acts of individual officers, members, or agents, except upon proof by a preponderance of the evidence and without the aid of any presumptions of law or fact of all of the following:
(1)
That individual officers, members or agents of the association or organization committed those acts.
(2)
That the officer or member, or association or organization, sought to be held liable or responsible actually participated in or authorized those acts or ratified those acts with actual knowledge of those acts.
History:  1997 a. 253.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.545 - Recruitment of strikebreakers.

103.545
Recruitment of strikebreakers.
(1)
In this section:
(a)
“Employer" has the meaning given under s. 111.02 (7).
(b)
“Strikebreaker" means any person who at least twice during the previous 12-month period has accepted employment for the duration of a strike or a lockout in place of employees who are involved in a strike or lockout of a specific employer, but does not include any supervisory or other permanent employee of the employer who is temporarily assigned to perform the duties of an employee involved in a strike or lockout or other permanent or contractual employee whose services are necessary to ensure that the plant or other property of the employer involved in the strike or lockout is properly maintained and protected for the resumption of normal operations at any time.
(2)
No employer may knowingly employ or contract with another to employ any strikebreaker to replace employees who are on strike against the employer or locked out by it.
(3)
No person who is not directly involved in a strike or lockout may recruit any strikebreaker for employment or secure or offer to secure employment for any strikebreaker when the purpose thereof is to have the strikebreaker replace an employee in an industry or establishment where a strike or lockout exists.
(4)
No person, including a licensed employment agent, may transport or arrange to transport to this state any strikebreaker to be engaged in employment for the purpose of replacing employees in an industry or establishment where a strike or lockout exists.
(5)
Whoever violates this section or any order of the department issued under this section may be fined not more than $2,000 or imprisoned in the county jail for not more than one year or both.
(6)
Upon complaint of an affected employer, labor organization or employee, the department may investigate violations and issue orders to enforce this section. The investigations and orders shall be made as provided under s. 103.005. Orders are subject to review as provided in ch. 227. The department of justice may, upon request of the commission, prosecute violations of this section in any court of competent jurisdiction.
History:  1979 c. 322; 1983 a. 189 s. 329 (4); 1995 a. 27.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.55 - Public policy as to labor litigation.

103.55
Public policy as to labor litigation.
In the interpretation and application of ss. 103.56 to 103.59, the public policy of this state is declared to be:
(1)
Equity procedure that permits a complaining party to obtain sweeping injunctive relief that is not preceded by or conditioned upon notice to and hearing of the responding party or parties, or that issues after hearing based upon written affidavits alone and not wholly or in part upon examination, confrontation and cross-examination of witnesses in open court, is peculiarly subject to abuse in labor litigation for all of the following reasons:
(a)
That the existing state of affairs cannot be maintained but is necessarily altered by the injunction.
(b)
That determination of issues of veracity and of probability of fact from affidavits of the opposing parties that are contradictory and, under the circumstances, untrustworthy rather than from oral examination in open court is subject to grave error.
(c)
That error in issuing the injunctive relief is usually irreparable to the opposing party.
(d)
That delay incident to the normal course of appellate practice frequently makes ultimate correction of error in law or in fact unavailing in the particular case.
History:  1979 c. 110 s. 60 (9); 1985 a. 135; 1997 a. 253.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.57 - Clean hands doctrine.

103.57
Clean hands doctrine.
No restraining order or injunctive relief may be granted to any complainant who has failed to comply with any legal obligation which is involved in the labor dispute in question, or who has failed to make every reasonable effort to settle the dispute either by negotiation or with the aid of any available machinery of governmental mediation or voluntary arbitration, but nothing in this section requires a court to await the action of any such tribunal if irreparable injury is threatened.
History:  1997 a. 253.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.58 - Injunctions: contents.

103.58
Injunctions: contents.
Except as provided in s. 103.56, any restraining order or temporary or permanent injunction granted in a case involving or growing out of a labor dispute is subject to all of the following:
(1)
The order or injunction may be granted only on the basis of findings of fact made and filed by the court in the record of the case prior to the issuance of the order or injunction.
(2)
The order or injunction shall include only a prohibition of those specific acts that are expressly complained of in the bill of complaint or petition filed in the case and expressly included in findings of fact made and filed by the court as provided under sub. (1).
(3)
The order or injunction shall be binding only upon the parties to the suit, their agents, servants, employees and attorneys, or those in active concert and participation with them, who by personal service or otherwise have received actual notice of the order or injunction.
History:  1997 a. 253.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.59 - Injunctions: appeals.

103.59
Injunctions: appeals.
If any court issues or denies any temporary injunction in a case involving or growing out of a labor dispute, the court shall, upon the request of any party to the proceedings, and on filing the usual bond for costs, immediately certify the entire record of the case, including a transcript of the evidence taken, to the appropriate appellate court for its review. Upon the filing of the record in the appropriate appellate court, the appeal shall be given preference.
History:  1983 a. 219; 1997 a. 253.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.60 - Contempt cases.

103.60
Contempt cases.
If a person is charged with contempt under this chapter for violation of a restraining order or injunction issued by a court, the accused shall enjoy all of the following:
(1)
The rights to bail that are accorded to persons accused of a crime.
(2)
The right to be notified of the accusation and a reasonable time to make a defense, if the alleged contempt is not committed in the immediate view or presence of the court.
(3)
Upon demand, the right to a speedy and public trial by an impartial jury of the county in which the contempt was committed, except that this requirement does not apply to contempts committed in the presence of the court or so near to the court as to interfere directly with the administration of justice or to the misbehavior, misconduct or disobedience of any officer of the court in respect to the writs, orders or process of the court. All contempt proceedings brought for the alleged violation of any such restraining order or injunction are independent, original, special proceedings and shall require a unanimous finding of the jury.
(4)
A substitution of judge request in this section shall be made under s. 801.58.
History:  1977 c. 135; 1979 c. 257; 1997 a. 253.
A jury trial is required in cases of criminal contempt when the penalty imposed is serious, but a striker charged with civil contempt for violation of an order enjoining a teachers strike was not entitled to a jury trial. Joint School District No. 1 v. Wisconsin Rapids Education Ass'n, 70 Wis. 2d 292, 234 N.W.2d 289 (1975).
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.61 - Punishment for contempt.

103.61
Punishment for contempt.
Punishment for a contempt, specified in s. 103.60, may be by fine, not exceeding $25, or by imprisonment not exceeding 10 days, in the jail of the county where the court is sitting, or both, in the discretion of the court. If a person is committed to jail for the nonpayment of a fine imposed under this section, the person must be discharged at the expiration of 15 days except that if the person is also committed for a definite time the 15 days must be computed from the expiration of the definite time.
History:  1993 a. 492; 1997 a. 253.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.64 - Employment of minors; definitions.

103.64
Employment of minors; definitions.
As used in ss. 103.64 to 103.82:
(1m)
“Farming" has the meaning given in s. 102.04 (3).
(2)
“Nonprofit organization" means an organization described in section 501 (c) of the internal revenue code.
(3)
“Permit officer" means a person designated by the department to issue permits authorizing the employment of minors.
(4)
“Private school" has the meaning given in s. 115.001 (3r).
(5)
“Public school" has the meaning given in s. 115.01 (1).
(6)
“Tribal school" has the meaning given in s. 115.001 (15m).
History:  1971 c. 228 s. 44; 1971 c. 271; 1985 a. 1; 1995 a. 27; 2001 a. 16; 2009 a. 302; 2017 a. 11.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.65 - General standards for employment of minors.

103.65
General standards for employment of minors.
(1)
A minor shall not be employed or permitted to work at any employment or in any place of employment dangerous or prejudicial to the life, health, safety, or welfare of the minor or where the employment of the minor may be dangerous or prejudicial to the life, health, safety or welfare of other employees or frequenters.
(2)
No minor under 16 years of age may be employed or permitted to work at any employment for such hours of the day or week, for such days of the week, or at such periods of the day as may be dangerous or prejudicial to the life, health, safety, or welfare of the minor.
History:  1971 c. 271; 2011 a. 32.
The plaintiff was in a class protected by a rule promulgated under this section; the court did not err in giving a “negligence per se" instruction. McGarrity v. Welch Plumbing Co., 104 Wis. 2d 414, 312 N.W.2d 37 (1981).
The trial court erred in failing to hold as a matter of law that the employer's violation of child labor laws caused injury and that the defense of the child's contributory negligence was inapplicable to the case. D.L. v. Huebner, 110 Wis. 2d 581, 329 N.W.2d 890 (1983).
An employer violating a child labor law is absolutely liable for resulting injuries to the minor, other employees, or frequenters of a place of employment. A driver on a public street may be a frequenter when the employment is in a street trade. Beard v. Lee Enterprises, Inc., 225 Wis. 2d 1, 591 N.W.2d 156 (1999), 96-3393.
An occupation must be listed as a prohibited employment in rules adopted by the Department of Workforce Development under s. 103.66 for there to be absolute liability. Perra v. Menomonee Mutual Insurance Co., 2000 WI App 215, 239 Wis. 2d 26, 619 N.W.2d 123, 00-0184.
A minor who paid an entry fee to participate in a featured truck race at a raceway was not an employee of the raceway. Olson v. Auto Sport, Inc., 2002 WI App 206, 257 Wis. 2d. 298, 651 N.W.2d 328, 01-2938.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.66 - Powers and duties of the department relating to employment of minors.

103.66
Powers and duties of the department relating to employment of minors.
(1)
The department may investigate, determine and fix reasonable classifications of employments, places of employment and minimum ages for hazardous employment for minors, and may issue general or special orders prohibiting the employment of minors in employments or places of employment prejudicial to the life, health, safety or welfare of minors, and may carry out the purposes of ss. 103.64 to 103.82. In fixing minimum ages for hazardous employment for minors under this subsection, the department shall do all of the following:
(a)
Permit the employment of a minor 14 years of age or over as a laboratory assistant for a nonprofit, community-based organization that provides educational opportunities in medically related fields if the minor is under the direct supervision of a mentor and the laboratory at which the minor is employed complies with 10 CFR 20.1207 and 29 CFR 1910.1030.
(b)
Permit the employment of a minor 15 years of age or over as a lifeguard. The department shall require that an adult employee be present on the premises whenever a 15-year-old is employed as a lifeguard and shall require any minor to have successfully completed a bona fide life saving course in order to be employed as a lifeguard.
(2)
The department may investigate and fix reasonable classifications of employments and hours of employment for minors under 16 years of age and may issue general or special orders fixing for those minors maximum hours of employment per day and per week, maximum days of employment per week, hours at which employment may begin and end, and the duration of lunch and other rest periods as are necessary to protect the life, health, safety, and welfare of those minors. For minors under 16 years of age, the department may not fix hours of employment that exceed the maximum hours per day and per week specified in s. 103.68 (2) (a) and (b), that exceed the maximum days per week specified in s. 103.68 (2) (c), or that begin earlier or end later than the hours specified in s. 103.68 (2) (d) and (e). For minors 16 years of age or over, the department may fix the duration of lunch and other rest periods, but may not limit hours of employment or issue general or special orders fixing maximum hours of employment per day or per week, maximum days of employment per week, or hours at which employment may begin and end.
(3)
The investigations, classifications and orders provided for in subs. (1) and (2) shall be made as provided under s. 103.005. These orders are subject to review as provided in ch. 227.
History:  1971 c. 185 s. 6; 1971 c. 271, 307; 1995 a. 27; 2011 a. 32; 2017 a. 153.
An occupation must be listed as a prohibited employment in rules adopted by the Department of Workforce Development under this section for there to be absolute liability. Perra v. Menomonee Mutual Insurance Co., 2000 WI App 215, 239 Wis. 2d 26, 619 N.W.2d 123, 00-0184.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.68 - Hours of labor.

103.68
Hours of labor.
Except as the department may from time to time issue orders as provided under s. 103.66 (2) regulating the hours of employment of minors, the following schedule of hours shall be deemed to be necessary to protect minors from employment dangerous or prejudicial to their life, health, safety, or welfare and shall apply to minors of the ages specified therein:
(1)
No minor may be employed or permitted to work at any gainful occupation during such hours as the minor is required under s. 118.15 to attend school.
(2)
No minor under 16 years of age may be employed or permitted to work in any gainful occupation, other than in domestic service, farm labor, or public exhibitions, as provided in s. 103.78, as follows:
(a)
For more than 3 hours on a school day or 8 hours on a nonschool day.
(b)
For more than 18 hours in a school week or 40 hours in a nonschool week.
(c)
For more than 6 days in a week.
(d)
Before 7:00 a.m. or after 7:00 p.m. from the day after Labor Day to May 31.
(e)
Before 7:00 a.m. or after 9:00 p.m. from June 1 to Labor Day.
(3)
At least 30 minutes shall be allowed for each meal period which shall commence reasonably close to 6 a.m., 12 noon, 6 p.m. or 12 midnight or approximately midway of any work period or at such other times as deemed reasonable by the department. No minor under age 18 shall be employed or permitted to work more than 6 consecutive hours without a meal period.
History:  1993 a. 492; 1995 a. 225; 2001 a. 109; 2011 a. 32.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.695 - Designation of a permit officer.

103.695
Designation of a permit officer.
(1)
(a)
The department shall designate a school board, as defined in s. 115.001 (7), as a permit officer unless the school board refuses the designation.
(b)
A school board designated as a permit officer under par. (a) may assign the duties of permit officer to an officer or employee of the school district.
(2)
The department may designate persons other than school boards as permit officers, regardless of whether any school board refuses designation as a permit officer under sub. (1) (a).
History:  1987 a. 187.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.70 - Permits necessary for minors; exceptions.

103.70
Permits necessary for minors; exceptions.
(1)
Except as otherwise provided in sub. (2) and in ss. 103.21 to 103.31, 103.78, 938.245 (2) (a) 5. b., 938.32 (1t) (a) 2., and 938.34 (5) (b) and (5g) (c), and as may be provided under s. 103.79, a minor under 16 years of age may not be employed or permitted to work at any gainful occupation or employment, unless 12 years and over and engaged in farming, unless 14 years and over and enrolled in a youth apprenticeship program under s. 106.13, or unless there is first obtained from the department or a permit officer a written permit authorizing the employment of the minor within those periods of time stated in the permit, which may not exceed the maximum hours prescribed by law.
(2)
(a)
A minor under 16 years of age may be employed without a permit in or around a home in work usual to the home of the employer, if the work is not in connection with or a part of the business, trade, or profession of the employer; is in accordance with the minimum age stated in s. 103.67 (2) (f); and is not specifically prohibited by ss. 103.64 to 103.82 or by an order of the department.
(b)
A minor under 16 years of age may be employed without a permit by a nonprofit organization in and around the home of an elderly person or a person with a disability to perform snow shoveling, lawn mowing, leaf raking, or other similar work usual to the home of the elderly person or person with a disability, if all of the following apply:
1.
The work is not in connection with or a part of the business, trade, or profession of that person and is in accordance with the minimum age stated in s. 103.67 (2) (fm).
2.
The type of employment is not specifically prohibited by ss. 103.64 to 103.82 or by an order of the department.
3.
The minor is paid the applicable minimum wage under s. 104.035 or under federal law, whichever is greater, for the work.
4.
The minor's parent or guardian provides the nonprofit organization with his or her written consent for the minor to perform the work.
(d)
A minor of any age may be employed without a permit in the business, trade, or profession of the minor's parent or guardian as provided in s. 103.67 (2) (g).
History:  1971 c. 271; 1973 c. 59; 1979 c. 234; 1987 a. 187; 1993 a. 437; 1995 a. 27, 352; 2001 a. 16, 109; 2009 a. 92, 291; 2015 a. 55; 2017 a. 11, 168.
All enrollees of a federally sponsored and locally administered program were employees and were required to be covered by suitable work permits unless they were exempt because of age or the nature of their activities. The department does not have the authority to waive the permit fee, there being no statutory exemption. 62 Atty. Gen. 256.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.71 - Conditions for issuance of permits.

103.71
Conditions for issuance of permits.
(1)
Except as provided in s. 103.78, a permit shall not be issued authorizing any minor to be employed during the hours that the minor is required to attend school under s. 118.15.
(2)
No permit may be issued authorizing the employment of any minor under 14 years of age at any time, except that a permit may be issued authorizing the employment of a minor under 14 years of age as follows to the extent permitted under the federal Fair Labor Standards Act, 29 USC 201 to 219:
(a)
The employment of minors 11 to 13 years of age as ball monitors at high school football games as provided in s. 103.67 (2) (i).
(b)
The employment of minors 12 years of age and over:
1.
In school lunch programs under s. 103.67 (2) (a).
2.
In street trades as provided in ss. 103.21 to 103.31.
3.
As caddies on golf courses as provided in s. 103.67 (2) (d).
5.
As a sideline official at a high school football game as provided in s. 103.67 (2) (h).
6.
As officials for athletic events as provided in s. 103.67 (2) (hm).
History:  1971 c. 271; 1973 c. 59, 183, 336; 1975 c. 94; 1979 c. 234; 1987 a. 187; 1989 a. 126; 1993 a. 492; 1999 a. 164; 2009 a. 302; 2017 a. 11, 168.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.72 - Refusal and revocation of permits.

103.72
Refusal and revocation of permits.
(1)
The department or permit officer may refuse to grant permits in the case of minors who seem physically unable to perform the labor at which they are to be employed. They may also refuse to grant a permit if in their judgment the best interests of the minor would be served by that refusal.
(2)
Whenever it appears to the department that a permit has been improperly or illegally issued, or that the physical or moral welfare or school attendance of the minor would be best served by the revocation of the permit or that the failing school performance of the minor would be remedied by the revocation of the permit, the department may immediately, without notice, revoke the permit. The department shall revoke a permit if ordered to do so under s. 938.342 (1g) (e). If the department revokes a permit, the department shall, by registered mail, notify the person employing the minor and the minor holding the permit of the revocation. Upon receipt of the notice, the employer employing the minor shall immediately return the revoked permit to the department and discontinue the employment of the minor.
History:  1995 a. 77; 1997 a. 239.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.73 - Form and requisites of permit; as evidence.

103.73
Form and requisites of permit; as evidence.
(1)
The permit provided under s. 103.70 shall state the name and the date of birth of the minor and that the following evidence, records and papers have been examined, approved and filed:
(a)
Such evidence as is required by the department showing the age of the minor. The department shall promulgate rules governing the proof of age of minors who apply for labor permits that shall bind all persons authorized by law to issue such permits. In promulgating those rules, the department shall include a requirement that the department and its permit officers shall accept as evidence of a minor's age a duly attested birth certificate, a verified baptismal certificate, a valid operator's license issued under ch. 343 that contains the photograph of the license holder or an identification card issued under s. 343.50. Those rules shall also require the department and its permit officers to accept as evidence of a minor's age a valid operator's license issued under ch. 343 that contains the photograph of the license holder or an identification card issued under s. 343.50 without requiring proof that the minor's birth certificate or baptismal certificate cannot be secured.
(b)
A letter written on the regular letterhead or other business paper used by the person who desires to employ the minor, stating the intention of the person to employ the minor and signed by the person or someone duly authorized by the person.
(2)
The permits provided under s. 103.70 shall be issued upon forms furnished by the department.
(3)
A permit authorizing the employment of a minor issued under s. 103.70 shall be conclusive evidence of the age of the minor for whom it was issued in any proceeding under any of the labor laws and under ch. 102, as to any act or thing occurring subsequent to the date the permit was issued.
History:  1971 c. 271; 1975 c. 147 s. 54; 1979 c. 89; 1993 a. 492; 1999 a. 132; 2001 a. 107; 2017 a. 11.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.74 - Duties of employers of minors.

103.74
Duties of employers of minors.
Every employer employing a minor under 16 years of age for whom a permit is required, except in street trades, shall:
(1)
Receive and file a permit authorizing employment of the minor by the employer before the minor is permitted to do any work, and shall keep the permit on file and allow inspection of the permit at any time by the department or any school attendance officer. A permit shall be valid only for the employer for which it is issued.
(2)
Keep a record for each employed minor's name, address, date of birth, the time of beginning and ending work and the time for meals each day and the total hours worked each day and each week.
History:  1971 c. 271; 1979 c. 298; 1993 a. 492; 2017 a. 11.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.75 - Certificates of age.

103.75
Certificates of age.
(1)
The department or persons designated by the department may issue certificates of age for individuals under rules the department deems necessary. In issuing a certificate of age, the department or person designated by the department shall accept as evidence of the individual's age the evidence specified in s. 103.73 (1) (a) in the manner specified in s. 103.73 (1) (a). The certificate is conclusive evidence of the age of the individual to whom issued in any proceeding under any of the labor laws and under ch. 102 as to any act or thing occurring subsequent to the date the certificate was issued.
(2)
Any person who knowingly offers or assists in offering false evidence of age for the purpose of obtaining an age certificate or who alters, forges, fraudulently obtains, uses, or refuses to surrender upon demand of the department a certificate of age may be fined not more than $100 or imprisoned not to exceed 3 months.
History:  1971 c. 271; 1975 c. 147 s. 54; 1979 c. 89, 177; 1999 a. 132; 2017 a. 11.
2023 Wisconsin Statutes & Annotations › Chapter 103 - Employment regulations. › 103.76 - Proof of age in court.

103.76
Proof of age in court.
Whenever in any proceeding in any court under any of the labor laws or under ch. 102 there is any doubt of the age of a minor or as to whether an individual is a minor, a permit authorizing the employment of the minor issued under s. 103.70 or an age certificate issued under s. 103.75 shall be conclusive evidence. In the absence of such permit or certificate, a birth certificate, a verified baptismal certificate, a valid operator's license issued under ch. 343 that contains the photograph of the license holder, or an identification card issued under s. 343.50 shall be produced and filed with the court. Upon proof that the birth certificate, baptismal certificate, operator's license or identification card cannot be secured, the record of age stated in the first school enrollment of the child shall be admissible as evidence of age.
History:  1975 c. 147 s. 54; 1979 c. 89; 1999 a. 132; 2017 a. 11.