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Employee Handbooks - Work Rules - Employee Conduct: Wisconsin

Employee Handbooks - Work Rules - Employee Conduct requirements for other states

Federal law and guidance on this subject should be reviewed together with this section.

Author Kristofor L. Hanson, Lindner & Marsack, S.C.


  • Wisconsin is an employment at-will state. Accordingly, employment relationships generally can be terminated by either the employee or employer at any time for any lawful reason. See Impact on Employment At-Will.
  • Employee handbooks can alter the employment at-will relationship in Wisconsin. Therefore, employers must be careful to include disclaimers to protect them from creating contractual obligations. See Impact on Employment At-Will.
  • Employers should be sure to inform employees of their intent to abide by all anti-discrimination and anti-harassment laws. See Antidiscrimination and Harassment Provisions.
  • Wisconsin employers may monitor employees' use of its equipment, including telephones and computers, but must notify employees of their intent to do so. See Electronic Monitoring.
  • Employees must be notified of grooming and dress requirements at the time of hire under Wisconsin law. See Dress and Appearance.
  • Wisconsin allows licensed individuals to carry concealed weapons, but employers may prohibit the carrying of weapons in the workplace with proper notification. See Firearms in the Workplace.
  • Wisconsin employers generally cannot take action against an employee for his or her use of lawful products on their own time. See Use of Lawful Products.
  • Alcoholism is considered a disability under Wisconsin law. Therefore, employers must be careful to limit discipline for alcohol abuse to only those situations where the alcohol abuse negatively impacts and employee's ability to do his or her job. See Alcohol and Drugs.