A 7-Day Workweek Could Soon Be Legal in Wisconsin

[OKTexas]

Yes, comrade, the bourgeoisie is oppressing the proletariat.

So why don't workers who don't like their hours just get a different job?

Isn't that the whole point, Kaz? Screw everybody as hard as you can get rid of channels to rectify a situation and then sit back and discuss choice? I'm almost excited that we can have the feudal society that you crave.

I don't know what you're smoking, but that's some pretty good shit based on how stoned you are. I support capitalism where we all get to make our own choices. You support big government and removal of choice, which is exactly what this is. This is all you, sweet heart. You're just tripping, girlfriend

Yes, Kaz. It just so happens then your brand of capitalism is like walking down the grocery aisle and believing that because all of the different "brands" signal choice when in reality 90% are owned by one company. The illusion of choice.

Moving the goal post already I see, the thread is on the 7 day week. But tell me, exactly what is a living wage in WI?

It's Wisconsin- which has in the last five years become synonymous with screwing the workers. It's ongoing. In fact, the article that I linked to also covers on demand work.Clearly you ignored that and/or the fact that it effects retail.

"Living wage" means compensation for labor paid, whether by time, piecework, or otherwise, sufficient to enable the employee receiving the compensation to maintain himself or herself under conditions consistent with his or her welfare."

Walker and Republicans have decided to strike that language to minimum wage which would end two lawsuits AND get rid of the process to contest it. You know, to take it to an outside force to analyze it.

But, do go on about your glory days.

Great abstract definition, now give me a number. In other words answer the freaking question, here it is again just in case your dementia doesn't allow you to remember. "exactly what is a living wage in WI?"

It is abstract and that's why there is a process in place so that it can be challenged.

A process to challenge what, you have yet to define what "it" is. Come on is "it" $1.00 or $500.00 an hour? You freaking commies like to throw out the abstract terms like "living wage" and "fair share" but you refuse to tie them to anything in reality. Care to try again?

You dork. It's a legal term that has been used for over 100 years in Wisconsin and works so that it can be adjusted over time. It absolutely should be based on the job. That said, it needs to be high enough to keep people off of public aid.

Ok, so.................................................what's the number?

 

[SwimExpert]

requires employers in the manufacturing and retail sectors to give employees at least 24 hours off during each consecutive seven-day period.

Sun: 7 - 3
Mon: 7 - 3
Tue: 7 - 3
Wed: 7 - 3
Thur: 7 - 3
Fri: 7 - 3
Sat: 3 - 11

Oh shit! Look at that! Your precious little law did essentially nothing anyway!

 

[Disir]

Ok, so.................................................what's the number?

Hold on there, Cowboy.

104.001  Statewide concern; uniformity.
(1)  The legislature finds that the provision of a living wage that is uniform throughout the state is a matter of statewide concern and that the enactment of a living wage ordinance by a city, village, town, or county would be logically inconsistent with, would defeat the purpose of, and would go against the spirit of this chapter. Therefore, this chapter shall be construed as an enactment of statewide concern for the purpose of providing a living wage that is uniform throughout the state.
(2)  A city, village, town, or county may not enact and administer an ordinance establishing a living wage. Any city, village, town, or county living wage ordinance that is in effect on June 16, 2005, is void.
(3) This section does not affect any of the following:
(a) The requirement that employees employed on a public works project contracted for by a city, village, town, or county be paid at the prevailing wage rate, as defined in s. 66.0903 (1) (g), as required under s. 66.0903.
(b) An ordinance that requires an employee of a county, city, village, or town, an employee who performs work under a contract for the provision of services to a county, city, village, or town, or an employee who performs work that is funded by financial assistance from a county, city, village, or town, to be paid at a minimum wage rate specified in the ordinance.
History: 2005 a. 12; 2009 a. 28; 2011 a. 32.
Madison's Minimum-Wage Ordinance, Section 104.001, and the Future of Home Rule in Wisconsin. Burchill. 2007 WLR 151.
104.01  Definitions. The following terms as used in this chapter shall be construed as follows:
(1) "Department" means the department of workforce development.
(2) 
(a) "Employee" means every individual who is in receipt of or is entitled to any compensation for labor performed for any employer.
(b) "Employee" does not mean:
1. Any individual engaged in the house to house delivery of newspapers to the consumer or engaged in direct retail sale to the consumer.
2. Any individual engaged in performing services for a person as a real estate agent or as a real estate salesperson, if all of those services are performed for remuneration solely by commission.
3. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not considered under 29 USC 203 (e) (4), as amended to April 15, 1986, to be an employee for the purposes of the fair labor standards act, 29 USC 201 to 219, or if that individual is exempt under 29 USC 213, as amended to April 1, 1990, from being paid at least the federal minimum hourly wage under 29 USC 206 (a) (1).
4. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not subject to the civil service laws of the employer and if that individual is an elective officer; is on the personal staff of an elective officer, other than a member of the legislature; is appointed by an elective officer to serve on a policymaking level; or is an immediate adviser to an elective officer with respect to the constitutional or legal powers of the elective officer's office.
5. Any individual whose primary duty is making sales, as defined in 29 USC 203 (k), or obtaining orders or contracts for services or for the use of facilities for which a consideration will be paid by the client or customer and who is customarily and regularly engaged away from the employer's place of business in performing that primary duty.
(3) 
(a) The term "employer" shall mean and include every person, firm or corporation, agent, manager, representative, contractor, subcontractor or principal, or other person having control or direction of any person employed at any labor or responsible directly or indirectly for the wages of another.
(b) "Employer" includes the state, its political subdivisions and any office, department, independent agency, authority, institution, association, society or other body in state or local government created or authorized to be created by the constitution or any law, including the legislature and the courts.
(5)  "Living wage" means compensation for labor paid, whether by time, piecework, or otherwise, sufficient to enable the employee receiving the compensation to maintain himself or herself under conditions consistent with his or her welfare.
(6)  "Sheltered workshop" means a charitable organization or institution conducted not for profit, but for the purpose of carrying out a recognized program of rehabilitation for workers with disabilities and of providing workers with disabilities with remunerative employment or other occupational rehabilitating activity of an educational or therapeutic nature.
(7)  "Student learner" means a student who is receiving instruction in an accredited school and who is employed on a part-time basis, pursuant to a bona fide school training program. A "bona fide school training program" means a program authorized and approved by the department of public instruction or the technical college system board, or other recognized educational body, and provided for part-time employment training which may be scheduled for a part of the workday or workweek, supplemented by and integrated with, a definitely organized plan of instruction and where proper scholastic credit is given by the accredited school.
(8) The term "wage" and the term "wages" shall each mean any compensation for labor measured by time, piece or otherwise.
(9) The term "welfare" shall mean and include reasonable comfort, reasonable physical well-being, decency, and moral well-being.
(10)  "Worker with a disability" means a worker whose earning capacity is impaired by age or physical or mental deficiency or injury and who is being served in accordance with the recognized rehabilitation program of a sheltered workshop within the facilities of such agency or in or about the home of the worker.
History: 1977 c. 29; 1983 a. 189, 458; 1989 a. 225; 1993 a. 144, 399; 1995 a. 27 ss. 9130 (4), 9145 (1); 1997 a. 3, 27, 112; 2005 a. 12; 2013 a. 285.
104.02  Living wage prescribed. Every wage paid or agreed to be paid by any employer to any employee, except as otherwise provided in s. 104.07, shall be not less than a living wage.
History: 1975 c. 94; 2005 a. 12.
104.03  Unlawful wages. Any employer paying, offering to pay, or agreeing to pay any employee a wage lower or less in value than a living wage is guilty of a violation of this chapter.
History: 1975 c. 94; 2005 a. 12.
104.04  Classifications; department's authority. The department shall investigate, ascertain, determine, and fix such reasonable classifications, and shall impose general or special orders, determining the living wage, and shall carry out the purposes of this chapter. Such investigations, classifications, and orders shall be made as provided under s. 103.005, and the penalties specified in s. 103.005 (12) shall apply to and be imposed for any violation of this chapter. In determining the living wage, the department may consider the effect that an increase in the living wage might have on the economy of the state, including the effect of a living wage increase on job creation, retention, and expansion, on the availability of entry-level jobs, and on regional economic conditions within the state. The department may not establish a different minimum wage for men and women. Said orders shall be subject to review in the manner provided in ch. 227.
History: 1971 c. 228 s. 43; 1975 c. 94; 1995 a. 27; 2005 a. 12.
Cross-reference: See also ch. DWD 272, Wis. adm. code.
The department is charged with determining the living wage and carrying out the purposes of ch. 104 by establishing minimum wage rates. The minimum wage affected by the statute is defined as the hourly rate and does not consider benefits except tips, meals, and lodging. A municipal ordinance requiring paid sick leave did not increase the hourly wage rate as the department has defined it. Metropolitan Milwaukee Association of Commerce, Inc. v. City of Milwaukee, 2011 WI App 45, 332 Wis. 2d 459, 798 N.W.2d 287, 09-1874.
104.045  Tipped employees. The department shall by rule determine what amount of tips or similar gratuities may be counted toward fulfillment of the employer's obligation under this chapter.
History: 1977 c. 179.
104.05  Complaints; investigation. The department shall, within 20 days after the filing of a verified complaint of any person setting forth that the wages paid to any employee in any occupation are not sufficient to enable the employee to maintain himself or herself under conditions consistent with his or her welfare, investigate and determine whether there is reasonable cause to believe that the wage paid to any employee is not a living wage.
History: 1975 c. 94; 2005 a. 12.
104.06  Wage council; determination. If, upon investigation, the department finds that there is reasonable cause to believe that the wages paid to any employee are not a living wage, the department shall appoint a wage council, selected so as fairly to represent employers, employees, and the public, to assist in its investigations and determinations. The living wage so determined upon shall be the living wage for all employees within the same class as established by the classification of the department.
History: 1975 c. 94; 2005 a. 12.
104.07  Rules; license to employ; student learners; sheltered workshops.
(1) The department shall make rules, and, except as provided under subs. (5), (6), and (7), grant licenses to any employer who employs any employee who is unable to earn the living wage determined by the department, permitting the employee to work for a wage that is commensurate with the employee's ability. Each license so granted shall establish a wage for the licensee.

Wisconsin Legislature Chapter 104

 

[Disir]

requires employers in the manufacturing and retail sectors to give employees at least 24 hours off during each consecutive seven-day period.

Sun: 7 - 3
Mon: 7 - 3
Tue: 7 - 3
Wed: 7 - 3
Thur: 7 - 3
Fri: 7 - 3
Sat: 3 - 11

Oh shit! Look at that! Your precious little law did essentially nothing anyway!

One Day Rest in Seven
The Law
Chapter 103.85 Wisconsin Statutes provides that: Employers operating factories or mercantile establishments (enterprises engaged in retail trade) in the State of Wisconsin must provide employees with at least one period consisting of 24 consecutive hours of rest in each calendar week. (See note below)

Who does this affect?
This section does not apply to janitors; watchmen; persons employed in the manufacture of butter, cheese or other dairy products or in the distribution of milk or cream; or in canneries and freezers; persons employed in bakeries, flour and feed mills, hotels, and restaurants; employees whose duties include no work on Sunday other than caring for live animals or maintaining fires, and any labor called for by emergency that could not reasonably have been anticipated.

In paper and pulp mills, this section does not apply to superintendents or department heads whose work is supervisory and not manual. It does apply to machine operators in paper and pulp mills, but in those mills it does not apply to millwrights, electricians, pipe fitters, and other employees whose duties include not more than five hours of essential work on Sunday, making necessary repairs to boilers, piping, wiring or machinery.

Upon joint request of labor and management, the department may grant modifications or waivers of this requirement. To request a waiver, address a written request to:

Labor Standards Coordinator
Equal Rights Division
PO Box 8928
Madison, WI 53708

• If there is a union representing employees subject to the requested waiver, please submit a joint request signed by labor and management. The letter should:
  • Explain the necessity for the waiver and should explain the agreement between the parties as to the scope of the waiver (who is covered, when they can be asked to work overtime) and length of the waiver (no longer than the term of the current collective bargaining agreement).
  • Explain any agreement between the parties as to the voluntary nature of work on the seventh day.

• If the employees are not represented by a union, the employer may request a waiver jointly with one member of the workforce. The letter should:
  • Explain the necessity for the waiver and should provide the requested length of the waiver (no longer than 6 months).
  • Explain that the employer understands that work on the seventh day must be voluntary on the part of each employee.

Note: The law does not provide that the rest must be given every 7 days. For example, an employer may legally schedule work for 12 consecutive days within a 2 week period if the days of rest fall on the first and last days of the 2 week period.
One Day Rest in Seven - Wisconsin Department of Workforce Development

 

[Disir]

The Wisconsin's Current Minimum Wage Rates
Rate Type As of 7/24/09
Adult [Non-agriculture] $7.25
Minor [Non-agriculture] $7.25
Opportunity Employee $5.90
Tipped Employee $2.33
Tipped Opportunity Employee $2.13
Adult [Agriculture] $7.25
Minor [Agriculture] $7.25

 

[OKTexas]

Ok, so.................................................what's the number?

Hold on there, Cowboy.

104.001  Statewide concern; uniformity.
(1)  The legislature finds that the provision of a living wage that is uniform throughout the state is a matter of statewide concern and that the enactment of a living wage ordinance by a city, village, town, or county would be logically inconsistent with, would defeat the purpose of, and would go against the spirit of this chapter. Therefore, this chapter shall be construed as an enactment of statewide concern for the purpose of providing a living wage that is uniform throughout the state.
(2)  A city, village, town, or county may not enact and administer an ordinance establishing a living wage. Any city, village, town, or county living wage ordinance that is in effect on June 16, 2005, is void.
(3) This section does not affect any of the following:
(a) The requirement that employees employed on a public works project contracted for by a city, village, town, or county be paid at the prevailing wage rate, as defined in s. 66.0903 (1) (g), as required under s. 66.0903.
(b) An ordinance that requires an employee of a county, city, village, or town, an employee who performs work under a contract for the provision of services to a county, city, village, or town, or an employee who performs work that is funded by financial assistance from a county, city, village, or town, to be paid at a minimum wage rate specified in the ordinance.
History: 2005 a. 12; 2009 a. 28; 2011 a. 32.
Madison's Minimum-Wage Ordinance, Section 104.001, and the Future of Home Rule in Wisconsin. Burchill. 2007 WLR 151.
104.01  Definitions. The following terms as used in this chapter shall be construed as follows:
(1) "Department" means the department of workforce development.
(2) 
(a) "Employee" means every individual who is in receipt of or is entitled to any compensation for labor performed for any employer.
(b) "Employee" does not mean:
1. Any individual engaged in the house to house delivery of newspapers to the consumer or engaged in direct retail sale to the consumer.
2. Any individual engaged in performing services for a person as a real estate agent or as a real estate salesperson, if all of those services are performed for remuneration solely by commission.
3. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not considered under 29 USC 203 (e) (4), as amended to April 15, 1986, to be an employee for the purposes of the fair labor standards act, 29 USC 201 to 219, or if that individual is exempt under 29 USC 213, as amended to April 1, 1990, from being paid at least the federal minimum hourly wage under 29 USC 206 (a) (1).
4. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not subject to the civil service laws of the employer and if that individual is an elective officer; is on the personal staff of an elective officer, other than a member of the legislature; is appointed by an elective officer to serve on a policymaking level; or is an immediate adviser to an elective officer with respect to the constitutional or legal powers of the elective officer's office.
5. Any individual whose primary duty is making sales, as defined in 29 USC 203 (k), or obtaining orders or contracts for services or for the use of facilities for which a consideration will be paid by the client or customer and who is customarily and regularly engaged away from the employer's place of business in performing that primary duty.
(3) 
(a) The term "employer" shall mean and include every person, firm or corporation, agent, manager, representative, contractor, subcontractor or principal, or other person having control or direction of any person employed at any labor or responsible directly or indirectly for the wages of another.
(b) "Employer" includes the state, its political subdivisions and any office, department, independent agency, authority, institution, association, society or other body in state or local government created or authorized to be created by the constitution or any law, including the legislature and the courts.
(5)  "Living wage" means compensation for labor paid, whether by time, piecework, or otherwise, sufficient to enable the employee receiving the compensation to maintain himself or herself under conditions consistent with his or her welfare.
(6)  "Sheltered workshop" means a charitable organization or institution conducted not for profit, but for the purpose of carrying out a recognized program of rehabilitation for workers with disabilities and of providing workers with disabilities with remunerative employment or other occupational rehabilitating activity of an educational or therapeutic nature.
(7)  "Student learner" means a student who is receiving instruction in an accredited school and who is employed on a part-time basis, pursuant to a bona fide school training program. A "bona fide school training program" means a program authorized and approved by the department of public instruction or the technical college system board, or other recognized educational body, and provided for part-time employment training which may be scheduled for a part of the workday or workweek, supplemented by and integrated with, a definitely organized plan of instruction and where proper scholastic credit is given by the accredited school.
(8) The term "wage" and the term "wages" shall each mean any compensation for labor measured by time, piece or otherwise.
(9) The term "welfare" shall mean and include reasonable comfort, reasonable physical well-being, decency, and moral well-being.
(10)  "Worker with a disability" means a worker whose earning capacity is impaired by age or physical or mental deficiency or injury and who is being served in accordance with the recognized rehabilitation program of a sheltered workshop within the facilities of such agency or in or about the home of the worker.
History: 1977 c. 29; 1983 a. 189, 458; 1989 a. 225; 1993 a. 144, 399; 1995 a. 27 ss. 9130 (4), 9145 (1); 1997 a. 3, 27, 112; 2005 a. 12; 2013 a. 285.
104.02  Living wage prescribed. Every wage paid or agreed to be paid by any employer to any employee, except as otherwise provided in s. 104.07, shall be not less than a living wage.
History: 1975 c. 94; 2005 a. 12.
104.03  Unlawful wages. Any employer paying, offering to pay, or agreeing to pay any employee a wage lower or less in value than a living wage is guilty of a violation of this chapter.
History: 1975 c. 94; 2005 a. 12.
104.04  Classifications; department's authority. The department shall investigate, ascertain, determine, and fix such reasonable classifications, and shall impose general or special orders, determining the living wage, and shall carry out the purposes of this chapter. Such investigations, classifications, and orders shall be made as provided under s. 103.005, and the penalties specified in s. 103.005 (12) shall apply to and be imposed for any violation of this chapter. In determining the living wage, the department may consider the effect that an increase in the living wage might have on the economy of the state, including the effect of a living wage increase on job creation, retention, and expansion, on the availability of entry-level jobs, and on regional economic conditions within the state. The department may not establish a different minimum wage for men and women. Said orders shall be subject to review in the manner provided in ch. 227.
History: 1971 c. 228 s. 43; 1975 c. 94; 1995 a. 27; 2005 a. 12.
Cross-reference: See also ch. DWD 272, Wis. adm. code.
The department is charged with determining the living wage and carrying out the purposes of ch. 104 by establishing minimum wage rates. The minimum wage affected by the statute is defined as the hourly rate and does not consider benefits except tips, meals, and lodging. A municipal ordinance requiring paid sick leave did not increase the hourly wage rate as the department has defined it. Metropolitan Milwaukee Association of Commerce, Inc. v. City of Milwaukee, 2011 WI App 45, 332 Wis. 2d 459, 798 N.W.2d 287, 09-1874.
104.045  Tipped employees. The department shall by rule determine what amount of tips or similar gratuities may be counted toward fulfillment of the employer's obligation under this chapter.
History: 1977 c. 179.
104.05  Complaints; investigation. The department shall, within 20 days after the filing of a verified complaint of any person setting forth that the wages paid to any employee in any occupation are not sufficient to enable the employee to maintain himself or herself under conditions consistent with his or her welfare, investigate and determine whether there is reasonable cause to believe that the wage paid to any employee is not a living wage.
History: 1975 c. 94; 2005 a. 12.
104.06  Wage council; determination. If, upon investigation, the department finds that there is reasonable cause to believe that the wages paid to any employee are not a living wage, the department shall appoint a wage council, selected so as fairly to represent employers, employees, and the public, to assist in its investigations and determinations. The living wage so determined upon shall be the living wage for all employees within the same class as established by the classification of the department.
History: 1975 c. 94; 2005 a. 12.
104.07  Rules; license to employ; student learners; sheltered workshops.
(1) The department shall make rules, and, except as provided under subs. (5), (6), and (7), grant licenses to any employer who employs any employee who is unable to earn the living wage determined by the department, permitting the employee to work for a wage that is commensurate with the employee's ability. Each license so granted shall establish a wage for the licensee.

Wisconsin Legislature Chapter 104

Ok, so.................................................what's the number?

 

[Two Thumbs]

for the ignorant

this law only affects jobs that have seasonal surges

like christmas, yaknow when tons of people order tons of useless shit...

If the crap you buy doesn't get to the stores the next person can't buy it.

No company can or will attempt for make anyone work 7 days a week year around b/c they wouldn't be able to hire anyone.

this is just more ignorant leftist crying over nothing, well, the lose of government tyranny hurts you pussies, but suck it up

Because you say so. Because every company is on the up and up.

how dumb are you?

no really, how dumb do you have to be to think that a company that made people work 365 days a year could keep a single person?

It boggles the mind just trying to fathom how dumb you have to be.

Well, apparently not as fucking stupid as you are. I never said that people would be forced to work 7 days a week 365 days a year. Now put your crack pipe down and step away from the computer.

then why cry about the law going away?

seriously, you just figured out how ignorant your stance is, so just move on and let the thread die.

 

[Disir]

for the ignorant

this law only affects jobs that have seasonal surges

like christmas, yaknow when tons of people order tons of useless shit...

If the crap you buy doesn't get to the stores the next person can't buy it.

No company can or will attempt for make anyone work 7 days a week year around b/c they wouldn't be able to hire anyone.

this is just more ignorant leftist crying over nothing, well, the lose of government tyranny hurts you pussies, but suck it up

Because you say so. Because every company is on the up and up.

how dumb are you?

no really, how dumb do you have to be to think that a company that made people work 365 days a year could keep a single person?

It boggles the mind just trying to fathom how dumb you have to be.

Well, apparently not as fucking stupid as you are. I never said that people would be forced to work 7 days a week 365 days a year. Now put your crack pipe down and step away from the computer.

then why cry about the law going away?

seriously, you just figured out how ignorant your stance is, so just move on and let the thread die.

Yeah............it's a little late for you, dumb ass.

 

[Disir]

Ok, so.................................................what's the number?

Hold on there, Cowboy.

104.001  Statewide concern; uniformity.
(1)  The legislature finds that the provision of a living wage that is uniform throughout the state is a matter of statewide concern and that the enactment of a living wage ordinance by a city, village, town, or county would be logically inconsistent with, would defeat the purpose of, and would go against the spirit of this chapter. Therefore, this chapter shall be construed as an enactment of statewide concern for the purpose of providing a living wage that is uniform throughout the state.
(2)  A city, village, town, or county may not enact and administer an ordinance establishing a living wage. Any city, village, town, or county living wage ordinance that is in effect on June 16, 2005, is void.
(3) This section does not affect any of the following:
(a) The requirement that employees employed on a public works project contracted for by a city, village, town, or county be paid at the prevailing wage rate, as defined in s. 66.0903 (1) (g), as required under s. 66.0903.
(b) An ordinance that requires an employee of a county, city, village, or town, an employee who performs work under a contract for the provision of services to a county, city, village, or town, or an employee who performs work that is funded by financial assistance from a county, city, village, or town, to be paid at a minimum wage rate specified in the ordinance.
History: 2005 a. 12; 2009 a. 28; 2011 a. 32.
Madison's Minimum-Wage Ordinance, Section 104.001, and the Future of Home Rule in Wisconsin. Burchill. 2007 WLR 151.
104.01  Definitions. The following terms as used in this chapter shall be construed as follows:
(1) "Department" means the department of workforce development.
(2) 
(a) "Employee" means every individual who is in receipt of or is entitled to any compensation for labor performed for any employer.
(b) "Employee" does not mean:
1. Any individual engaged in the house to house delivery of newspapers to the consumer or engaged in direct retail sale to the consumer.
2. Any individual engaged in performing services for a person as a real estate agent or as a real estate salesperson, if all of those services are performed for remuneration solely by commission.
3. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not considered under 29 USC 203 (e) (4), as amended to April 15, 1986, to be an employee for the purposes of the fair labor standards act, 29 USC 201 to 219, or if that individual is exempt under 29 USC 213, as amended to April 1, 1990, from being paid at least the federal minimum hourly wage under 29 USC 206 (a) (1).
4. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not subject to the civil service laws of the employer and if that individual is an elective officer; is on the personal staff of an elective officer, other than a member of the legislature; is appointed by an elective officer to serve on a policymaking level; or is an immediate adviser to an elective officer with respect to the constitutional or legal powers of the elective officer's office.
5. Any individual whose primary duty is making sales, as defined in 29 USC 203 (k), or obtaining orders or contracts for services or for the use of facilities for which a consideration will be paid by the client or customer and who is customarily and regularly engaged away from the employer's place of business in performing that primary duty.
(3) 
(a) The term "employer" shall mean and include every person, firm or corporation, agent, manager, representative, contractor, subcontractor or principal, or other person having control or direction of any person employed at any labor or responsible directly or indirectly for the wages of another.
(b) "Employer" includes the state, its political subdivisions and any office, department, independent agency, authority, institution, association, society or other body in state or local government created or authorized to be created by the constitution or any law, including the legislature and the courts.
(5)  "Living wage" means compensation for labor paid, whether by time, piecework, or otherwise, sufficient to enable the employee receiving the compensation to maintain himself or herself under conditions consistent with his or her welfare.
(6)  "Sheltered workshop" means a charitable organization or institution conducted not for profit, but for the purpose of carrying out a recognized program of rehabilitation for workers with disabilities and of providing workers with disabilities with remunerative employment or other occupational rehabilitating activity of an educational or therapeutic nature.
(7)  "Student learner" means a student who is receiving instruction in an accredited school and who is employed on a part-time basis, pursuant to a bona fide school training program. A "bona fide school training program" means a program authorized and approved by the department of public instruction or the technical college system board, or other recognized educational body, and provided for part-time employment training which may be scheduled for a part of the workday or workweek, supplemented by and integrated with, a definitely organized plan of instruction and where proper scholastic credit is given by the accredited school.
(8) The term "wage" and the term "wages" shall each mean any compensation for labor measured by time, piece or otherwise.
(9) The term "welfare" shall mean and include reasonable comfort, reasonable physical well-being, decency, and moral well-being.
(10)  "Worker with a disability" means a worker whose earning capacity is impaired by age or physical or mental deficiency or injury and who is being served in accordance with the recognized rehabilitation program of a sheltered workshop within the facilities of such agency or in or about the home of the worker.
History: 1977 c. 29; 1983 a. 189, 458; 1989 a. 225; 1993 a. 144, 399; 1995 a. 27 ss. 9130 (4), 9145 (1); 1997 a. 3, 27, 112; 2005 a. 12; 2013 a. 285.
104.02  Living wage prescribed. Every wage paid or agreed to be paid by any employer to any employee, except as otherwise provided in s. 104.07, shall be not less than a living wage.
History: 1975 c. 94; 2005 a. 12.
104.03  Unlawful wages. Any employer paying, offering to pay, or agreeing to pay any employee a wage lower or less in value than a living wage is guilty of a violation of this chapter.
History: 1975 c. 94; 2005 a. 12.
104.04  Classifications; department's authority. The department shall investigate, ascertain, determine, and fix such reasonable classifications, and shall impose general or special orders, determining the living wage, and shall carry out the purposes of this chapter. Such investigations, classifications, and orders shall be made as provided under s. 103.005, and the penalties specified in s. 103.005 (12) shall apply to and be imposed for any violation of this chapter. In determining the living wage, the department may consider the effect that an increase in the living wage might have on the economy of the state, including the effect of a living wage increase on job creation, retention, and expansion, on the availability of entry-level jobs, and on regional economic conditions within the state. The department may not establish a different minimum wage for men and women. Said orders shall be subject to review in the manner provided in ch. 227.
History: 1971 c. 228 s. 43; 1975 c. 94; 1995 a. 27; 2005 a. 12.
Cross-reference: See also ch. DWD 272, Wis. adm. code.
The department is charged with determining the living wage and carrying out the purposes of ch. 104 by establishing minimum wage rates. The minimum wage affected by the statute is defined as the hourly rate and does not consider benefits except tips, meals, and lodging. A municipal ordinance requiring paid sick leave did not increase the hourly wage rate as the department has defined it. Metropolitan Milwaukee Association of Commerce, Inc. v. City of Milwaukee, 2011 WI App 45, 332 Wis. 2d 459, 798 N.W.2d 287, 09-1874.
104.045  Tipped employees. The department shall by rule determine what amount of tips or similar gratuities may be counted toward fulfillment of the employer's obligation under this chapter.
History: 1977 c. 179.
104.05  Complaints; investigation. The department shall, within 20 days after the filing of a verified complaint of any person setting forth that the wages paid to any employee in any occupation are not sufficient to enable the employee to maintain himself or herself under conditions consistent with his or her welfare, investigate and determine whether there is reasonable cause to believe that the wage paid to any employee is not a living wage.
History: 1975 c. 94; 2005 a. 12.
104.06  Wage council; determination. If, upon investigation, the department finds that there is reasonable cause to believe that the wages paid to any employee are not a living wage, the department shall appoint a wage council, selected so as fairly to represent employers, employees, and the public, to assist in its investigations and determinations. The living wage so determined upon shall be the living wage for all employees within the same class as established by the classification of the department.
History: 1975 c. 94; 2005 a. 12.
104.07  Rules; license to employ; student learners; sheltered workshops.
(1) The department shall make rules, and, except as provided under subs. (5), (6), and (7), grant licenses to any employer who employs any employee who is unable to earn the living wage determined by the department, permitting the employee to work for a wage that is commensurate with the employee's ability. Each license so granted shall establish a wage for the licensee.

Wisconsin Legislature Chapter 104

Ok, so.................................................what's the number?

I'll post in the morning.

 

[OKTexas]

Ok, so.................................................what's the number?

Hold on there, Cowboy.

104.001  Statewide concern; uniformity.
(1)  The legislature finds that the provision of a living wage that is uniform throughout the state is a matter of statewide concern and that the enactment of a living wage ordinance by a city, village, town, or county would be logically inconsistent with, would defeat the purpose of, and would go against the spirit of this chapter. Therefore, this chapter shall be construed as an enactment of statewide concern for the purpose of providing a living wage that is uniform throughout the state.
(2)  A city, village, town, or county may not enact and administer an ordinance establishing a living wage. Any city, village, town, or county living wage ordinance that is in effect on June 16, 2005, is void.
(3) This section does not affect any of the following:
(a) The requirement that employees employed on a public works project contracted for by a city, village, town, or county be paid at the prevailing wage rate, as defined in s. 66.0903 (1) (g), as required under s. 66.0903.
(b) An ordinance that requires an employee of a county, city, village, or town, an employee who performs work under a contract for the provision of services to a county, city, village, or town, or an employee who performs work that is funded by financial assistance from a county, city, village, or town, to be paid at a minimum wage rate specified in the ordinance.
History: 2005 a. 12; 2009 a. 28; 2011 a. 32.
Madison's Minimum-Wage Ordinance, Section 104.001, and the Future of Home Rule in Wisconsin. Burchill. 2007 WLR 151.
104.01  Definitions. The following terms as used in this chapter shall be construed as follows:
(1) "Department" means the department of workforce development.
(2) 
(a) "Employee" means every individual who is in receipt of or is entitled to any compensation for labor performed for any employer.
(b) "Employee" does not mean:
1. Any individual engaged in the house to house delivery of newspapers to the consumer or engaged in direct retail sale to the consumer.
2. Any individual engaged in performing services for a person as a real estate agent or as a real estate salesperson, if all of those services are performed for remuneration solely by commission.
3. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not considered under 29 USC 203 (e) (4), as amended to April 15, 1986, to be an employee for the purposes of the fair labor standards act, 29 USC 201 to 219, or if that individual is exempt under 29 USC 213, as amended to April 1, 1990, from being paid at least the federal minimum hourly wage under 29 USC 206 (a) (1).
4. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not subject to the civil service laws of the employer and if that individual is an elective officer; is on the personal staff of an elective officer, other than a member of the legislature; is appointed by an elective officer to serve on a policymaking level; or is an immediate adviser to an elective officer with respect to the constitutional or legal powers of the elective officer's office.
5. Any individual whose primary duty is making sales, as defined in 29 USC 203 (k), or obtaining orders or contracts for services or for the use of facilities for which a consideration will be paid by the client or customer and who is customarily and regularly engaged away from the employer's place of business in performing that primary duty.
(3) 
(a) The term "employer" shall mean and include every person, firm or corporation, agent, manager, representative, contractor, subcontractor or principal, or other person having control or direction of any person employed at any labor or responsible directly or indirectly for the wages of another.
(b) "Employer" includes the state, its political subdivisions and any office, department, independent agency, authority, institution, association, society or other body in state or local government created or authorized to be created by the constitution or any law, including the legislature and the courts.
(5)  "Living wage" means compensation for labor paid, whether by time, piecework, or otherwise, sufficient to enable the employee receiving the compensation to maintain himself or herself under conditions consistent with his or her welfare.
(6)  "Sheltered workshop" means a charitable organization or institution conducted not for profit, but for the purpose of carrying out a recognized program of rehabilitation for workers with disabilities and of providing workers with disabilities with remunerative employment or other occupational rehabilitating activity of an educational or therapeutic nature.
(7)  "Student learner" means a student who is receiving instruction in an accredited school and who is employed on a part-time basis, pursuant to a bona fide school training program. A "bona fide school training program" means a program authorized and approved by the department of public instruction or the technical college system board, or other recognized educational body, and provided for part-time employment training which may be scheduled for a part of the workday or workweek, supplemented by and integrated with, a definitely organized plan of instruction and where proper scholastic credit is given by the accredited school.
(8) The term "wage" and the term "wages" shall each mean any compensation for labor measured by time, piece or otherwise.
(9) The term "welfare" shall mean and include reasonable comfort, reasonable physical well-being, decency, and moral well-being.
(10)  "Worker with a disability" means a worker whose earning capacity is impaired by age or physical or mental deficiency or injury and who is being served in accordance with the recognized rehabilitation program of a sheltered workshop within the facilities of such agency or in or about the home of the worker.
History: 1977 c. 29; 1983 a. 189, 458; 1989 a. 225; 1993 a. 144, 399; 1995 a. 27 ss. 9130 (4), 9145 (1); 1997 a. 3, 27, 112; 2005 a. 12; 2013 a. 285.
104.02  Living wage prescribed. Every wage paid or agreed to be paid by any employer to any employee, except as otherwise provided in s. 104.07, shall be not less than a living wage.
History: 1975 c. 94; 2005 a. 12.
104.03  Unlawful wages. Any employer paying, offering to pay, or agreeing to pay any employee a wage lower or less in value than a living wage is guilty of a violation of this chapter.
History: 1975 c. 94; 2005 a. 12.
104.04  Classifications; department's authority. The department shall investigate, ascertain, determine, and fix such reasonable classifications, and shall impose general or special orders, determining the living wage, and shall carry out the purposes of this chapter. Such investigations, classifications, and orders shall be made as provided under s. 103.005, and the penalties specified in s. 103.005 (12) shall apply to and be imposed for any violation of this chapter. In determining the living wage, the department may consider the effect that an increase in the living wage might have on the economy of the state, including the effect of a living wage increase on job creation, retention, and expansion, on the availability of entry-level jobs, and on regional economic conditions within the state. The department may not establish a different minimum wage for men and women. Said orders shall be subject to review in the manner provided in ch. 227.
History: 1971 c. 228 s. 43; 1975 c. 94; 1995 a. 27; 2005 a. 12.
Cross-reference: See also ch. DWD 272, Wis. adm. code.
The department is charged with determining the living wage and carrying out the purposes of ch. 104 by establishing minimum wage rates. The minimum wage affected by the statute is defined as the hourly rate and does not consider benefits except tips, meals, and lodging. A municipal ordinance requiring paid sick leave did not increase the hourly wage rate as the department has defined it. Metropolitan Milwaukee Association of Commerce, Inc. v. City of Milwaukee, 2011 WI App 45, 332 Wis. 2d 459, 798 N.W.2d 287, 09-1874.
104.045  Tipped employees. The department shall by rule determine what amount of tips or similar gratuities may be counted toward fulfillment of the employer's obligation under this chapter.
History: 1977 c. 179.
104.05  Complaints; investigation. The department shall, within 20 days after the filing of a verified complaint of any person setting forth that the wages paid to any employee in any occupation are not sufficient to enable the employee to maintain himself or herself under conditions consistent with his or her welfare, investigate and determine whether there is reasonable cause to believe that the wage paid to any employee is not a living wage.
History: 1975 c. 94; 2005 a. 12.
104.06  Wage council; determination. If, upon investigation, the department finds that there is reasonable cause to believe that the wages paid to any employee are not a living wage, the department shall appoint a wage council, selected so as fairly to represent employers, employees, and the public, to assist in its investigations and determinations. The living wage so determined upon shall be the living wage for all employees within the same class as established by the classification of the department.
History: 1975 c. 94; 2005 a. 12.
104.07  Rules; license to employ; student learners; sheltered workshops.
(1) The department shall make rules, and, except as provided under subs. (5), (6), and (7), grant licenses to any employer who employs any employee who is unable to earn the living wage determined by the department, permitting the employee to work for a wage that is commensurate with the employee's ability. Each license so granted shall establish a wage for the licensee.

Wisconsin Legislature Chapter 104

Ok, so.................................................what's the number?

I'll post in the morning.

Did you use up your quota for vague today?

 

[Disir]

Ok, so.................................................what's the number?

Hold on there, Cowboy.

104.001  Statewide concern; uniformity.
(1)  The legislature finds that the provision of a living wage that is uniform throughout the state is a matter of statewide concern and that the enactment of a living wage ordinance by a city, village, town, or county would be logically inconsistent with, would defeat the purpose of, and would go against the spirit of this chapter. Therefore, this chapter shall be construed as an enactment of statewide concern for the purpose of providing a living wage that is uniform throughout the state.
(2)  A city, village, town, or county may not enact and administer an ordinance establishing a living wage. Any city, village, town, or county living wage ordinance that is in effect on June 16, 2005, is void.
(3) This section does not affect any of the following:
(a) The requirement that employees employed on a public works project contracted for by a city, village, town, or county be paid at the prevailing wage rate, as defined in s. 66.0903 (1) (g), as required under s. 66.0903.
(b) An ordinance that requires an employee of a county, city, village, or town, an employee who performs work under a contract for the provision of services to a county, city, village, or town, or an employee who performs work that is funded by financial assistance from a county, city, village, or town, to be paid at a minimum wage rate specified in the ordinance.
History: 2005 a. 12; 2009 a. 28; 2011 a. 32.
Madison's Minimum-Wage Ordinance, Section 104.001, and the Future of Home Rule in Wisconsin. Burchill. 2007 WLR 151.
104.01  Definitions. The following terms as used in this chapter shall be construed as follows:
(1) "Department" means the department of workforce development.
(2) 
(a) "Employee" means every individual who is in receipt of or is entitled to any compensation for labor performed for any employer.
(b) "Employee" does not mean:
1. Any individual engaged in the house to house delivery of newspapers to the consumer or engaged in direct retail sale to the consumer.
2. Any individual engaged in performing services for a person as a real estate agent or as a real estate salesperson, if all of those services are performed for remuneration solely by commission.
3. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not considered under 29 USC 203 (e) (4), as amended to April 15, 1986, to be an employee for the purposes of the fair labor standards act, 29 USC 201 to 219, or if that individual is exempt under 29 USC 213, as amended to April 1, 1990, from being paid at least the federal minimum hourly wage under 29 USC 206 (a) (1).
4. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not subject to the civil service laws of the employer and if that individual is an elective officer; is on the personal staff of an elective officer, other than a member of the legislature; is appointed by an elective officer to serve on a policymaking level; or is an immediate adviser to an elective officer with respect to the constitutional or legal powers of the elective officer's office.
5. Any individual whose primary duty is making sales, as defined in 29 USC 203 (k), or obtaining orders or contracts for services or for the use of facilities for which a consideration will be paid by the client or customer and who is customarily and regularly engaged away from the employer's place of business in performing that primary duty.
(3) 
(a) The term "employer" shall mean and include every person, firm or corporation, agent, manager, representative, contractor, subcontractor or principal, or other person having control or direction of any person employed at any labor or responsible directly or indirectly for the wages of another.
(b) "Employer" includes the state, its political subdivisions and any office, department, independent agency, authority, institution, association, society or other body in state or local government created or authorized to be created by the constitution or any law, including the legislature and the courts.
(5)  "Living wage" means compensation for labor paid, whether by time, piecework, or otherwise, sufficient to enable the employee receiving the compensation to maintain himself or herself under conditions consistent with his or her welfare.
(6)  "Sheltered workshop" means a charitable organization or institution conducted not for profit, but for the purpose of carrying out a recognized program of rehabilitation for workers with disabilities and of providing workers with disabilities with remunerative employment or other occupational rehabilitating activity of an educational or therapeutic nature.
(7)  "Student learner" means a student who is receiving instruction in an accredited school and who is employed on a part-time basis, pursuant to a bona fide school training program. A "bona fide school training program" means a program authorized and approved by the department of public instruction or the technical college system board, or other recognized educational body, and provided for part-time employment training which may be scheduled for a part of the workday or workweek, supplemented by and integrated with, a definitely organized plan of instruction and where proper scholastic credit is given by the accredited school.
(8) The term "wage" and the term "wages" shall each mean any compensation for labor measured by time, piece or otherwise.
(9) The term "welfare" shall mean and include reasonable comfort, reasonable physical well-being, decency, and moral well-being.
(10)  "Worker with a disability" means a worker whose earning capacity is impaired by age or physical or mental deficiency or injury and who is being served in accordance with the recognized rehabilitation program of a sheltered workshop within the facilities of such agency or in or about the home of the worker.
History: 1977 c. 29; 1983 a. 189, 458; 1989 a. 225; 1993 a. 144, 399; 1995 a. 27 ss. 9130 (4), 9145 (1); 1997 a. 3, 27, 112; 2005 a. 12; 2013 a. 285.
104.02  Living wage prescribed. Every wage paid or agreed to be paid by any employer to any employee, except as otherwise provided in s. 104.07, shall be not less than a living wage.
History: 1975 c. 94; 2005 a. 12.
104.03  Unlawful wages. Any employer paying, offering to pay, or agreeing to pay any employee a wage lower or less in value than a living wage is guilty of a violation of this chapter.
History: 1975 c. 94; 2005 a. 12.
104.04  Classifications; department's authority. The department shall investigate, ascertain, determine, and fix such reasonable classifications, and shall impose general or special orders, determining the living wage, and shall carry out the purposes of this chapter. Such investigations, classifications, and orders shall be made as provided under s. 103.005, and the penalties specified in s. 103.005 (12) shall apply to and be imposed for any violation of this chapter. In determining the living wage, the department may consider the effect that an increase in the living wage might have on the economy of the state, including the effect of a living wage increase on job creation, retention, and expansion, on the availability of entry-level jobs, and on regional economic conditions within the state. The department may not establish a different minimum wage for men and women. Said orders shall be subject to review in the manner provided in ch. 227.
History: 1971 c. 228 s. 43; 1975 c. 94; 1995 a. 27; 2005 a. 12.
Cross-reference: See also ch. DWD 272, Wis. adm. code.
The department is charged with determining the living wage and carrying out the purposes of ch. 104 by establishing minimum wage rates. The minimum wage affected by the statute is defined as the hourly rate and does not consider benefits except tips, meals, and lodging. A municipal ordinance requiring paid sick leave did not increase the hourly wage rate as the department has defined it. Metropolitan Milwaukee Association of Commerce, Inc. v. City of Milwaukee, 2011 WI App 45, 332 Wis. 2d 459, 798 N.W.2d 287, 09-1874.
104.045  Tipped employees. The department shall by rule determine what amount of tips or similar gratuities may be counted toward fulfillment of the employer's obligation under this chapter.
History: 1977 c. 179.
104.05  Complaints; investigation. The department shall, within 20 days after the filing of a verified complaint of any person setting forth that the wages paid to any employee in any occupation are not sufficient to enable the employee to maintain himself or herself under conditions consistent with his or her welfare, investigate and determine whether there is reasonable cause to believe that the wage paid to any employee is not a living wage.
History: 1975 c. 94; 2005 a. 12.
104.06  Wage council; determination. If, upon investigation, the department finds that there is reasonable cause to believe that the wages paid to any employee are not a living wage, the department shall appoint a wage council, selected so as fairly to represent employers, employees, and the public, to assist in its investigations and determinations. The living wage so determined upon shall be the living wage for all employees within the same class as established by the classification of the department.
History: 1975 c. 94; 2005 a. 12.
104.07  Rules; license to employ; student learners; sheltered workshops.
(1) The department shall make rules, and, except as provided under subs. (5), (6), and (7), grant licenses to any employer who employs any employee who is unable to earn the living wage determined by the department, permitting the employee to work for a wage that is commensurate with the employee's ability. Each license so granted shall establish a wage for the licensee.

Wisconsin Legislature Chapter 104

Ok, so.................................................what's the number?

I'll post in the morning.

Did you use up your quota for vague today?

No. Staring at a screen too long and have cracked glass.

 

[Politico]

Just one more tidbit of evidence that this nation's 30+ year decline is still in place,

and conservatives are driving the bus.

No Millennial progressives are. Hopefully the adults will be back in charge after the next elections. But I doubt it.

 

[M14 Shooter]

Wisconsin’s GOP is trying to nix an existing law that requires employers in the manufacturing and retail sectors to give employees at least 24 hours off during each consecutive seven-day period. Currently, for an employee to skip his or her weekly day off, an employer has to get approval from the state’s Department of Workforce Development. The Wisconsin Manufacturers and Commerce association—a staunch advocate of the bill—suggests that the step is onerous and unnecessary, since the department has approved 733 such requests over the past five years, a number they imply means that the department is rubber-stamping the requests. Supporters also suggest that the plan ultimately helps employees who want to work more hours.
Will Wisconsin Have 7-Day Workweeks - The Atlantic
Yep. The GOP is awesome.
Morons.

Why do you oppose the state making it possible to give their employees more overtime?
Why do you want these people to have less money?

 

[danielpalos]

Wisconsin’s GOP is trying to nix an existing law that requires employers in the manufacturing and retail sectors to give employees at least 24 hours off during each consecutive seven-day period. Currently, for an employee to skip his or her weekly day off, an employer has to get approval from the state’s Department of Workforce Development. The Wisconsin Manufacturers and Commerce association—a staunch advocate of the bill—suggests that the step is onerous and unnecessary, since the department has approved 733 such requests over the past five years, a number they imply means that the department is rubber-stamping the requests. Supporters also suggest that the plan ultimately helps employees who want to work more hours.
Will Wisconsin Have 7-Day Workweeks - The Atlantic
Yep. The GOP is awesome.
Morons.

Why do you oppose the state making it possible to give their employees more overtime?
Why do you want these people to have less money?

I don't. I want equal application of the law regarding the concept of employment at will.

 

[Disir]

Ok, so.................................................what's the number?

Hold on there, Cowboy.

104.001  Statewide concern; uniformity.
(1)  The legislature finds that the provision of a living wage that is uniform throughout the state is a matter of statewide concern and that the enactment of a living wage ordinance by a city, village, town, or county would be logically inconsistent with, would defeat the purpose of, and would go against the spirit of this chapter. Therefore, this chapter shall be construed as an enactment of statewide concern for the purpose of providing a living wage that is uniform throughout the state.
(2)  A city, village, town, or county may not enact and administer an ordinance establishing a living wage. Any city, village, town, or county living wage ordinance that is in effect on June 16, 2005, is void.
(3) This section does not affect any of the following:
(a) The requirement that employees employed on a public works project contracted for by a city, village, town, or county be paid at the prevailing wage rate, as defined in s. 66.0903 (1) (g), as required under s. 66.0903.
(b) An ordinance that requires an employee of a county, city, village, or town, an employee who performs work under a contract for the provision of services to a county, city, village, or town, or an employee who performs work that is funded by financial assistance from a county, city, village, or town, to be paid at a minimum wage rate specified in the ordinance.
History: 2005 a. 12; 2009 a. 28; 2011 a. 32.
Madison's Minimum-Wage Ordinance, Section 104.001, and the Future of Home Rule in Wisconsin. Burchill. 2007 WLR 151.
104.01  Definitions. The following terms as used in this chapter shall be construed as follows:
(1) "Department" means the department of workforce development.
(2) 
(a) "Employee" means every individual who is in receipt of or is entitled to any compensation for labor performed for any employer.
(b) "Employee" does not mean:
1. Any individual engaged in the house to house delivery of newspapers to the consumer or engaged in direct retail sale to the consumer.
2. Any individual engaged in performing services for a person as a real estate agent or as a real estate salesperson, if all of those services are performed for remuneration solely by commission.
3. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not considered under 29 USC 203 (e) (4), as amended to April 15, 1986, to be an employee for the purposes of the fair labor standards act, 29 USC 201 to 219, or if that individual is exempt under 29 USC 213, as amended to April 1, 1990, from being paid at least the federal minimum hourly wage under 29 USC 206 (a) (1).
4. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not subject to the civil service laws of the employer and if that individual is an elective officer; is on the personal staff of an elective officer, other than a member of the legislature; is appointed by an elective officer to serve on a policymaking level; or is an immediate adviser to an elective officer with respect to the constitutional or legal powers of the elective officer's office.
5. Any individual whose primary duty is making sales, as defined in 29 USC 203 (k), or obtaining orders or contracts for services or for the use of facilities for which a consideration will be paid by the client or customer and who is customarily and regularly engaged away from the employer's place of business in performing that primary duty.
(3) 
(a) The term "employer" shall mean and include every person, firm or corporation, agent, manager, representative, contractor, subcontractor or principal, or other person having control or direction of any person employed at any labor or responsible directly or indirectly for the wages of another.
(b) "Employer" includes the state, its political subdivisions and any office, department, independent agency, authority, institution, association, society or other body in state or local government created or authorized to be created by the constitution or any law, including the legislature and the courts.
(5)  "Living wage" means compensation for labor paid, whether by time, piecework, or otherwise, sufficient to enable the employee receiving the compensation to maintain himself or herself under conditions consistent with his or her welfare.
(6)  "Sheltered workshop" means a charitable organization or institution conducted not for profit, but for the purpose of carrying out a recognized program of rehabilitation for workers with disabilities and of providing workers with disabilities with remunerative employment or other occupational rehabilitating activity of an educational or therapeutic nature.
(7)  "Student learner" means a student who is receiving instruction in an accredited school and who is employed on a part-time basis, pursuant to a bona fide school training program. A "bona fide school training program" means a program authorized and approved by the department of public instruction or the technical college system board, or other recognized educational body, and provided for part-time employment training which may be scheduled for a part of the workday or workweek, supplemented by and integrated with, a definitely organized plan of instruction and where proper scholastic credit is given by the accredited school.
(8) The term "wage" and the term "wages" shall each mean any compensation for labor measured by time, piece or otherwise.
(9) The term "welfare" shall mean and include reasonable comfort, reasonable physical well-being, decency, and moral well-being.
(10)  "Worker with a disability" means a worker whose earning capacity is impaired by age or physical or mental deficiency or injury and who is being served in accordance with the recognized rehabilitation program of a sheltered workshop within the facilities of such agency or in or about the home of the worker.
History: 1977 c. 29; 1983 a. 189, 458; 1989 a. 225; 1993 a. 144, 399; 1995 a. 27 ss. 9130 (4), 9145 (1); 1997 a. 3, 27, 112; 2005 a. 12; 2013 a. 285.
104.02  Living wage prescribed. Every wage paid or agreed to be paid by any employer to any employee, except as otherwise provided in s. 104.07, shall be not less than a living wage.
History: 1975 c. 94; 2005 a. 12.
104.03  Unlawful wages. Any employer paying, offering to pay, or agreeing to pay any employee a wage lower or less in value than a living wage is guilty of a violation of this chapter.
History: 1975 c. 94; 2005 a. 12.
104.04  Classifications; department's authority. The department shall investigate, ascertain, determine, and fix such reasonable classifications, and shall impose general or special orders, determining the living wage, and shall carry out the purposes of this chapter. Such investigations, classifications, and orders shall be made as provided under s. 103.005, and the penalties specified in s. 103.005 (12) shall apply to and be imposed for any violation of this chapter. In determining the living wage, the department may consider the effect that an increase in the living wage might have on the economy of the state, including the effect of a living wage increase on job creation, retention, and expansion, on the availability of entry-level jobs, and on regional economic conditions within the state. The department may not establish a different minimum wage for men and women. Said orders shall be subject to review in the manner provided in ch. 227.
History: 1971 c. 228 s. 43; 1975 c. 94; 1995 a. 27; 2005 a. 12.
Cross-reference: See also ch. DWD 272, Wis. adm. code.
The department is charged with determining the living wage and carrying out the purposes of ch. 104 by establishing minimum wage rates. The minimum wage affected by the statute is defined as the hourly rate and does not consider benefits except tips, meals, and lodging. A municipal ordinance requiring paid sick leave did not increase the hourly wage rate as the department has defined it. Metropolitan Milwaukee Association of Commerce, Inc. v. City of Milwaukee, 2011 WI App 45, 332 Wis. 2d 459, 798 N.W.2d 287, 09-1874.
104.045  Tipped employees. The department shall by rule determine what amount of tips or similar gratuities may be counted toward fulfillment of the employer's obligation under this chapter.
History: 1977 c. 179.
104.05  Complaints; investigation. The department shall, within 20 days after the filing of a verified complaint of any person setting forth that the wages paid to any employee in any occupation are not sufficient to enable the employee to maintain himself or herself under conditions consistent with his or her welfare, investigate and determine whether there is reasonable cause to believe that the wage paid to any employee is not a living wage.
History: 1975 c. 94; 2005 a. 12.
104.06  Wage council; determination. If, upon investigation, the department finds that there is reasonable cause to believe that the wages paid to any employee are not a living wage, the department shall appoint a wage council, selected so as fairly to represent employers, employees, and the public, to assist in its investigations and determinations. The living wage so determined upon shall be the living wage for all employees within the same class as established by the classification of the department.
History: 1975 c. 94; 2005 a. 12.
104.07  Rules; license to employ; student learners; sheltered workshops.
(1) The department shall make rules, and, except as provided under subs. (5), (6), and (7), grant licenses to any employer who employs any employee who is unable to earn the living wage determined by the department, permitting the employee to work for a wage that is commensurate with the employee's ability. Each license so granted shall establish a wage for the licensee.

Wisconsin Legislature Chapter 104

Ok, so.................................................what's the number?

I'll post in the morning.

Did you use up your quota for vague today?

$15 on the low end.

 

[Disir]

Wisconsin’s GOP is trying to nix an existing law that requires employers in the manufacturing and retail sectors to give employees at least 24 hours off during each consecutive seven-day period. Currently, for an employee to skip his or her weekly day off, an employer has to get approval from the state’s Department of Workforce Development. The Wisconsin Manufacturers and Commerce association—a staunch advocate of the bill—suggests that the step is onerous and unnecessary, since the department has approved 733 such requests over the past five years, a number they imply means that the department is rubber-stamping the requests. Supporters also suggest that the plan ultimately helps employees who want to work more hours.
Will Wisconsin Have 7-Day Workweeks - The Atlantic
Yep. The GOP is awesome.
Morons.

Why do you oppose the state making it possible to give their employees more overtime?
Why do you want these people to have less money?

It was already possible.

 

[The Rabbi]

Ok, so.................................................what's the number?

Hold on there, Cowboy.

104.001  Statewide concern; uniformity.
(1)  The legislature finds that the provision of a living wage that is uniform throughout the state is a matter of statewide concern and that the enactment of a living wage ordinance by a city, village, town, or county would be logically inconsistent with, would defeat the purpose of, and would go against the spirit of this chapter. Therefore, this chapter shall be construed as an enactment of statewide concern for the purpose of providing a living wage that is uniform throughout the state.
(2)  A city, village, town, or county may not enact and administer an ordinance establishing a living wage. Any city, village, town, or county living wage ordinance that is in effect on June 16, 2005, is void.
(3) This section does not affect any of the following:
(a) The requirement that employees employed on a public works project contracted for by a city, village, town, or county be paid at the prevailing wage rate, as defined in s. 66.0903 (1) (g), as required under s. 66.0903.
(b) An ordinance that requires an employee of a county, city, village, or town, an employee who performs work under a contract for the provision of services to a county, city, village, or town, or an employee who performs work that is funded by financial assistance from a county, city, village, or town, to be paid at a minimum wage rate specified in the ordinance.
History: 2005 a. 12; 2009 a. 28; 2011 a. 32.
Madison's Minimum-Wage Ordinance, Section 104.001, and the Future of Home Rule in Wisconsin. Burchill. 2007 WLR 151.
104.01  Definitions. The following terms as used in this chapter shall be construed as follows:
(1) "Department" means the department of workforce development.
(2) 
(a) "Employee" means every individual who is in receipt of or is entitled to any compensation for labor performed for any employer.
(b) "Employee" does not mean:
1. Any individual engaged in the house to house delivery of newspapers to the consumer or engaged in direct retail sale to the consumer.
2. Any individual engaged in performing services for a person as a real estate agent or as a real estate salesperson, if all of those services are performed for remuneration solely by commission.
3. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not considered under 29 USC 203 (e) (4), as amended to April 15, 1986, to be an employee for the purposes of the fair labor standards act, 29 USC 201 to 219, or if that individual is exempt under 29 USC 213, as amended to April 1, 1990, from being paid at least the federal minimum hourly wage under 29 USC 206 (a) (1).
4. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not subject to the civil service laws of the employer and if that individual is an elective officer; is on the personal staff of an elective officer, other than a member of the legislature; is appointed by an elective officer to serve on a policymaking level; or is an immediate adviser to an elective officer with respect to the constitutional or legal powers of the elective officer's office.
5. Any individual whose primary duty is making sales, as defined in 29 USC 203 (k), or obtaining orders or contracts for services or for the use of facilities for which a consideration will be paid by the client or customer and who is customarily and regularly engaged away from the employer's place of business in performing that primary duty.
(3) 
(a) The term "employer" shall mean and include every person, firm or corporation, agent, manager, representative, contractor, subcontractor or principal, or other person having control or direction of any person employed at any labor or responsible directly or indirectly for the wages of another.
(b) "Employer" includes the state, its political subdivisions and any office, department, independent agency, authority, institution, association, society or other body in state or local government created or authorized to be created by the constitution or any law, including the legislature and the courts.
(5)  "Living wage" means compensation for labor paid, whether by time, piecework, or otherwise, sufficient to enable the employee receiving the compensation to maintain himself or herself under conditions consistent with his or her welfare.
(6)  "Sheltered workshop" means a charitable organization or institution conducted not for profit, but for the purpose of carrying out a recognized program of rehabilitation for workers with disabilities and of providing workers with disabilities with remunerative employment or other occupational rehabilitating activity of an educational or therapeutic nature.
(7)  "Student learner" means a student who is receiving instruction in an accredited school and who is employed on a part-time basis, pursuant to a bona fide school training program. A "bona fide school training program" means a program authorized and approved by the department of public instruction or the technical college system board, or other recognized educational body, and provided for part-time employment training which may be scheduled for a part of the workday or workweek, supplemented by and integrated with, a definitely organized plan of instruction and where proper scholastic credit is given by the accredited school.
(8) The term "wage" and the term "wages" shall each mean any compensation for labor measured by time, piece or otherwise.
(9) The term "welfare" shall mean and include reasonable comfort, reasonable physical well-being, decency, and moral well-being.
(10)  "Worker with a disability" means a worker whose earning capacity is impaired by age or physical or mental deficiency or injury and who is being served in accordance with the recognized rehabilitation program of a sheltered workshop within the facilities of such agency or in or about the home of the worker.
History: 1977 c. 29; 1983 a. 189, 458; 1989 a. 225; 1993 a. 144, 399; 1995 a. 27 ss. 9130 (4), 9145 (1); 1997 a. 3, 27, 112; 2005 a. 12; 2013 a. 285.
104.02  Living wage prescribed. Every wage paid or agreed to be paid by any employer to any employee, except as otherwise provided in s. 104.07, shall be not less than a living wage.
History: 1975 c. 94; 2005 a. 12.
104.03  Unlawful wages. Any employer paying, offering to pay, or agreeing to pay any employee a wage lower or less in value than a living wage is guilty of a violation of this chapter.
History: 1975 c. 94; 2005 a. 12.
104.04  Classifications; department's authority. The department shall investigate, ascertain, determine, and fix such reasonable classifications, and shall impose general or special orders, determining the living wage, and shall carry out the purposes of this chapter. Such investigations, classifications, and orders shall be made as provided under s. 103.005, and the penalties specified in s. 103.005 (12) shall apply to and be imposed for any violation of this chapter. In determining the living wage, the department may consider the effect that an increase in the living wage might have on the economy of the state, including the effect of a living wage increase on job creation, retention, and expansion, on the availability of entry-level jobs, and on regional economic conditions within the state. The department may not establish a different minimum wage for men and women. Said orders shall be subject to review in the manner provided in ch. 227.
History: 1971 c. 228 s. 43; 1975 c. 94; 1995 a. 27; 2005 a. 12.
Cross-reference: See also ch. DWD 272, Wis. adm. code.
The department is charged with determining the living wage and carrying out the purposes of ch. 104 by establishing minimum wage rates. The minimum wage affected by the statute is defined as the hourly rate and does not consider benefits except tips, meals, and lodging. A municipal ordinance requiring paid sick leave did not increase the hourly wage rate as the department has defined it. Metropolitan Milwaukee Association of Commerce, Inc. v. City of Milwaukee, 2011 WI App 45, 332 Wis. 2d 459, 798 N.W.2d 287, 09-1874.
104.045  Tipped employees. The department shall by rule determine what amount of tips or similar gratuities may be counted toward fulfillment of the employer's obligation under this chapter.
History: 1977 c. 179.
104.05  Complaints; investigation. The department shall, within 20 days after the filing of a verified complaint of any person setting forth that the wages paid to any employee in any occupation are not sufficient to enable the employee to maintain himself or herself under conditions consistent with his or her welfare, investigate and determine whether there is reasonable cause to believe that the wage paid to any employee is not a living wage.
History: 1975 c. 94; 2005 a. 12.
104.06  Wage council; determination. If, upon investigation, the department finds that there is reasonable cause to believe that the wages paid to any employee are not a living wage, the department shall appoint a wage council, selected so as fairly to represent employers, employees, and the public, to assist in its investigations and determinations. The living wage so determined upon shall be the living wage for all employees within the same class as established by the classification of the department.
History: 1975 c. 94; 2005 a. 12.
104.07  Rules; license to employ; student learners; sheltered workshops.
(1) The department shall make rules, and, except as provided under subs. (5), (6), and (7), grant licenses to any employer who employs any employee who is unable to earn the living wage determined by the department, permitting the employee to work for a wage that is commensurate with the employee's ability. Each license so granted shall establish a wage for the licensee.

Wisconsin Legislature Chapter 104

Ok, so.................................................what's the number?

I'll post in the morning.

Did you use up your quota for vague today?

$15 on the low end.

Why do you hate black teenagers?

 

[OKTexas]

Ok, so.................................................what's the number?

Hold on there, Cowboy.

104.001  Statewide concern; uniformity.
(1)  The legislature finds that the provision of a living wage that is uniform throughout the state is a matter of statewide concern and that the enactment of a living wage ordinance by a city, village, town, or county would be logically inconsistent with, would defeat the purpose of, and would go against the spirit of this chapter. Therefore, this chapter shall be construed as an enactment of statewide concern for the purpose of providing a living wage that is uniform throughout the state.
(2)  A city, village, town, or county may not enact and administer an ordinance establishing a living wage. Any city, village, town, or county living wage ordinance that is in effect on June 16, 2005, is void.
(3) This section does not affect any of the following:
(a) The requirement that employees employed on a public works project contracted for by a city, village, town, or county be paid at the prevailing wage rate, as defined in s. 66.0903 (1) (g), as required under s. 66.0903.
(b) An ordinance that requires an employee of a county, city, village, or town, an employee who performs work under a contract for the provision of services to a county, city, village, or town, or an employee who performs work that is funded by financial assistance from a county, city, village, or town, to be paid at a minimum wage rate specified in the ordinance.
History: 2005 a. 12; 2009 a. 28; 2011 a. 32.
Madison's Minimum-Wage Ordinance, Section 104.001, and the Future of Home Rule in Wisconsin. Burchill. 2007 WLR 151.
104.01  Definitions. The following terms as used in this chapter shall be construed as follows:
(1) "Department" means the department of workforce development.
(2) 
(a) "Employee" means every individual who is in receipt of or is entitled to any compensation for labor performed for any employer.
(b) "Employee" does not mean:
1. Any individual engaged in the house to house delivery of newspapers to the consumer or engaged in direct retail sale to the consumer.
2. Any individual engaged in performing services for a person as a real estate agent or as a real estate salesperson, if all of those services are performed for remuneration solely by commission.
3. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not considered under 29 USC 203 (e) (4), as amended to April 15, 1986, to be an employee for the purposes of the fair labor standards act, 29 USC 201 to 219, or if that individual is exempt under 29 USC 213, as amended to April 1, 1990, from being paid at least the federal minimum hourly wage under 29 USC 206 (a) (1).
4. Any individual engaged in performing services for an employer described in sub. (3) (b) if that individual is not subject to the civil service laws of the employer and if that individual is an elective officer; is on the personal staff of an elective officer, other than a member of the legislature; is appointed by an elective officer to serve on a policymaking level; or is an immediate adviser to an elective officer with respect to the constitutional or legal powers of the elective officer's office.
5. Any individual whose primary duty is making sales, as defined in 29 USC 203 (k), or obtaining orders or contracts for services or for the use of facilities for which a consideration will be paid by the client or customer and who is customarily and regularly engaged away from the employer's place of business in performing that primary duty.
(3) 
(a) The term "employer" shall mean and include every person, firm or corporation, agent, manager, representative, contractor, subcontractor or principal, or other person having control or direction of any person employed at any labor or responsible directly or indirectly for the wages of another.
(b) "Employer" includes the state, its political subdivisions and any office, department, independent agency, authority, institution, association, society or other body in state or local government created or authorized to be created by the constitution or any law, including the legislature and the courts.
(5)  "Living wage" means compensation for labor paid, whether by time, piecework, or otherwise, sufficient to enable the employee receiving the compensation to maintain himself or herself under conditions consistent with his or her welfare.
(6)  "Sheltered workshop" means a charitable organization or institution conducted not for profit, but for the purpose of carrying out a recognized program of rehabilitation for workers with disabilities and of providing workers with disabilities with remunerative employment or other occupational rehabilitating activity of an educational or therapeutic nature.
(7)  "Student learner" means a student who is receiving instruction in an accredited school and who is employed on a part-time basis, pursuant to a bona fide school training program. A "bona fide school training program" means a program authorized and approved by the department of public instruction or the technical college system board, or other recognized educational body, and provided for part-time employment training which may be scheduled for a part of the workday or workweek, supplemented by and integrated with, a definitely organized plan of instruction and where proper scholastic credit is given by the accredited school.
(8) The term "wage" and the term "wages" shall each mean any compensation for labor measured by time, piece or otherwise.
(9) The term "welfare" shall mean and include reasonable comfort, reasonable physical well-being, decency, and moral well-being.
(10)  "Worker with a disability" means a worker whose earning capacity is impaired by age or physical or mental deficiency or injury and who is being served in accordance with the recognized rehabilitation program of a sheltered workshop within the facilities of such agency or in or about the home of the worker.
History: 1977 c. 29; 1983 a. 189, 458; 1989 a. 225; 1993 a. 144, 399; 1995 a. 27 ss. 9130 (4), 9145 (1); 1997 a. 3, 27, 112; 2005 a. 12; 2013 a. 285.
104.02  Living wage prescribed. Every wage paid or agreed to be paid by any employer to any employee, except as otherwise provided in s. 104.07, shall be not less than a living wage.
History: 1975 c. 94; 2005 a. 12.
104.03  Unlawful wages. Any employer paying, offering to pay, or agreeing to pay any employee a wage lower or less in value than a living wage is guilty of a violation of this chapter.
History: 1975 c. 94; 2005 a. 12.
104.04  Classifications; department's authority. The department shall investigate, ascertain, determine, and fix such reasonable classifications, and shall impose general or special orders, determining the living wage, and shall carry out the purposes of this chapter. Such investigations, classifications, and orders shall be made as provided under s. 103.005, and the penalties specified in s. 103.005 (12) shall apply to and be imposed for any violation of this chapter. In determining the living wage, the department may consider the effect that an increase in the living wage might have on the economy of the state, including the effect of a living wage increase on job creation, retention, and expansion, on the availability of entry-level jobs, and on regional economic conditions within the state. The department may not establish a different minimum wage for men and women. Said orders shall be subject to review in the manner provided in ch. 227.
History: 1971 c. 228 s. 43; 1975 c. 94; 1995 a. 27; 2005 a. 12.
Cross-reference: See also ch. DWD 272, Wis. adm. code.
The department is charged with determining the living wage and carrying out the purposes of ch. 104 by establishing minimum wage rates. The minimum wage affected by the statute is defined as the hourly rate and does not consider benefits except tips, meals, and lodging. A municipal ordinance requiring paid sick leave did not increase the hourly wage rate as the department has defined it. Metropolitan Milwaukee Association of Commerce, Inc. v. City of Milwaukee, 2011 WI App 45, 332 Wis. 2d 459, 798 N.W.2d 287, 09-1874.
104.045  Tipped employees. The department shall by rule determine what amount of tips or similar gratuities may be counted toward fulfillment of the employer's obligation under this chapter.
History: 1977 c. 179.
104.05  Complaints; investigation. The department shall, within 20 days after the filing of a verified complaint of any person setting forth that the wages paid to any employee in any occupation are not sufficient to enable the employee to maintain himself or herself under conditions consistent with his or her welfare, investigate and determine whether there is reasonable cause to believe that the wage paid to any employee is not a living wage.
History: 1975 c. 94; 2005 a. 12.
104.06  Wage council; determination. If, upon investigation, the department finds that there is reasonable cause to believe that the wages paid to any employee are not a living wage, the department shall appoint a wage council, selected so as fairly to represent employers, employees, and the public, to assist in its investigations and determinations. The living wage so determined upon shall be the living wage for all employees within the same class as established by the classification of the department.
History: 1975 c. 94; 2005 a. 12.
104.07  Rules; license to employ; student learners; sheltered workshops.
(1) The department shall make rules, and, except as provided under subs. (5), (6), and (7), grant licenses to any employer who employs any employee who is unable to earn the living wage determined by the department, permitting the employee to work for a wage that is commensurate with the employee's ability. Each license so granted shall establish a wage for the licensee.

Wisconsin Legislature Chapter 104

Ok, so.................................................what's the number?

I'll post in the morning.

Did you use up your quota for vague today?

$15 on the low end.

So a 16 year old, living with his mom and dad needs $15.00 an hour to live on, really? Also where did you get that number, is it actually based in reality, a talking point or did you just pull it out of your ass? So what's the top end?

 

[Unkotare]

Wisconsin’s GOP is trying to nix an existing law that requires employers in the manufacturing and retail sectors to give employees at least 24 hours off during each consecutive seven-day period. Currently, for an employee to skip his or her weekly day off, an employer has to get approval from the state’s Department of Workforce Development. The Wisconsin Manufacturers and Commerce association—a staunch advocate of the bill—suggests that the step is onerous and unnecessary, since the department has approved 733 such requests over the past five years, a number they imply means that the department is rubber-stamping the requests. Supporters also suggest that the plan ultimately helps employees who want to work more hours.
Will Wisconsin Have 7-Day Workweeks - The Atlantic
Yep. The GOP is awesome.
Morons.

Why do you oppose the state making it possible to give their employees more overtime?
Why do you want these people to have less money?

Because liberals know better how everyone should work, live, spend, think, believe, etc. Just ask them.

 

[danielpalos]

Further confirmation of the right’s contempt for working Americans.

This is one of many examples of failed conservative dogma, the errant notion that the employer/employee relationship can be returned to a pre-Lochner paradigm where workers are at ‘liberty to contract,’ this is reactionary idiocy, unfounded, devoid of merit, and harmful to working Americans.

It is libs who have contempt for working Americans, thinking they are too stupid to do anything without help from Big Daddy Government. Why do you oppose giving people a choice?

How much choice does labor get when exercising their legal rights regarding employment at will and unemployment compensation simply for being unemployed on an at-will basis in any at-will employment State.

Why does the right, as if by custom and habit until it is ingrained as a moral, prefer to bear false witness to our own laws on an Institutional basis and claim poverty is an Individual problem?

Can you be more specific?
What legal rights are employees in At Will states are being denied?

Forgetit. You thought you were dealing with a rational person.
An employee can leave any time for a better job. And they do it all the time.

I am trying to Establish this as a moral absolute in our Republic, Rabbi:

Unemployment compensation simply for being unemployed on an at-will basis in any at-will employment State.