NEW Professional Member Special>>> Save $20 and receive a SHRM tote bag
More companies are recognizing the importance of giving employees the time and space they need to navigate personal loss.
Save $20 on a New Professional Membership and receive a FREE Tote bag when you join SHRM today!
Learn to overcome challenges and meet your 2017 goals through competency-based HR education. Available in-person and virtually.
Expand your influence and learn how to become an effective leader. Join us in Phoenix, AZ | OCTOBER 2 - 4, 2017
Effective July 1, Wisconsin law will require covered employers to provide eligible employees with up to six weeks of unpaid leave in a 12-month period to undergo and recover from bone marrow or organ donation procedures. Previously, only employees of the Wisconsin state government were entitled to leave for such donations.
The new law, codified at section 103.11 of the Wisconsin Statutes, borrows heavily from the Wisconsin Family and Medical Leave Act (WFMLA), including its employer scope, employee eligibility requirements, benefit continuation and reinstatement requirements, substitution rules, and enforcement standards and procedures. Like the WFMLA, the Wisconsin donation leave act (WDLA) allows employers to require medical certification and advance notice from employees who are seeking leave pursuant to the WDLA’s terms. Subject to the approval of the donee’s health care provider, a donor employee must also make a reasonable effort to schedule his or her procedure so that it does not unduly disrupt the employer’s operations.
The WDLA will be enforced by the Wisconsin Department of Workforce Development, which is currently creating a mandatory workplace poster. In addition to displaying the new poster once it is made available, covered employers will want to also adopt policy language regarding the new leave—whether by creating an entirely new policy or by amending existing policies to encompass family, medical and donation leaves.
Employers should also note that, at the federal level, the U.S. Department of Labor revised the Family and Medical Leave Act (FMLA) poster (WH 1420) in April of 2016 to more clearly present its information to employees. The February 2013 version of the FMLA poster is still valid, however, and can be used to fulfill the federal FMLA posting requirement.
Keith E. Kopplin is an attorney with Ogletree Deakins in Milwaukee. © Ogletree Deakins. All Rights Reserved. Reposted with permission.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies