Amendment SE3 SA1-SSA1-SB1

SB1-SSA1-SA1,47 Section 47. 103.10 (1) (gm) of the statutes is created to read:

SB1-SSA1-SA1,13,22 103.10 (1) (gm) “Sibling” means a brother, sister, half brother, half sister, stepbrother, or stepsister, whether by blood, marriage, or adoption.

SB1-SSA1-SA1,48 Section 48. 103.10 (1m) (b) 1. of the statutes is renumbered 103.10 (1) (an).

SB1-SSA1-SA1,49 Section 49. 103.10 (1m) (b) 6. of the statutes is renumbered 103.10 (1) (gd).

SB1-SSA1-SA1,50 Section 50. 103.10 (1m) (b) 7. of the statutes is renumbered 103.10 (1) (m).

SB1-SSA1-SA1,51 Section 51. 103.10 (2) (c) of the statutes is amended to read:

SB1-SSA1-SA1,14,4 103.10 (2) (c) This section only applies to an employee who has been employed by the same employer for more than 52 consecutive weeks and who worked for the employer for at least 1,000 680 hours during the preceding 52-week period.

SB1-SSA1-SA1,52 Section 52. 103.10 (3) (a) of the statutes is repealed.

SB1-SSA1-SA1,53 Section 53. 103.10 (3) (b) 3. of the statutes is amended to read:

SB1-SSA1-SA1,14,9 103.10 (3) (b) 3. To care for the employee's child, spouse, domestic partner, or parent, grandparent, grandchild, or sibling, if the child, spouse, domestic partner, or parent, grandparent, grandchild, or sibling has a serious health condition.

SB1-SSA1-SA1,54 Section 54. 103.10 (3) (b) 4. of the statutes is created to read:

SB1-SSA1-SA1,14,14 103.10 (3) (b) 4. Because of any qualifying exigency, as determined by the department by rule, arising out of the fact that the spouse, child, domestic partner, parent, grandparent, grandchild, or sibling of the employee is on covered active duty or has been notified of an impending call or order to covered active duty.

SB1-SSA1-SA1,55 Section 55. 103.10 (3) (b) 5. of the statutes is created to read:

SB1-SSA1-SA1,14,19 103.10 (3) (b) 5. Because there is an unforeseen or unexpected short-term gap in child care for the employee's child, grandchild, or sibling that the employee must fill. The department may define by rule “unforeseen or unexpected short-term gap in child care.”

SB1-SSA1-SA1,56 Section 56. 103.10 (3) (b) 6. of the statutes is created to read:

SB1-SSA1-SA1,14,23 103.10 (3) (b) 6. To care for the employee's child, spouse, domestic partner, parent, grandparent, grandchild, or sibling, if the child, spouse, domestic partner, parent, grandparent, grandchild, or sibling is in medical isolation.

SB1-SSA1-SA1,57 Section 57. 103.10 (3) (b) 7. of the statutes is created to read:

SB1-SSA1-SA1,15,3 103.10 (3) (b) 7. To address issues of the employee or the employee's child, spouse, domestic partner, parent, grandparent, grandchild, or sibling related to being the victim of domestic abuse, sexual abuse, or stalking.

SB1-SSA1-SA1,58 Section 58. 103.10 (4) (a) of the statutes is amended to read:

SB1-SSA1-SA1,15,8 103.10 (4) (a) Subject to pars. (b) and par. (c) and sub. (4m), an employee who is in medical isolation or has a serious health condition which makes the employee unable to perform his or her employment duties may take medical leave for the period during which he or she is unable to perform those duties.

SB1-SSA1-SA1,59 Section 59. 103.10 (4) (b) of the statutes is repealed.

SB1-SSA1-SA1,60 Section 60. 103.10 (4m) of the statutes is created to read:

SB1-SSA1-SA1,15,13 103.10 (4m) Duration of leave. In a 12-month period, no employee may take more than 12 weeks of family leave for any combination of reasons specified under sub. (3) or (4).

SB1-SSA1-SA1,61 Section 61. 103.10 (6) (b) (intro.) of the statutes is amended to read:

SB1-SSA1-SA1,15,19 103.10 (6) (b) (intro.) If an employee intends to take family leave because of the planned medical treatment or supervision of a child, spouse, domestic partner, or parent, grandparent, grandchild, or sibling or intends to take medical leave because of the planned medical treatment or supervision of the employee, the employee shall do all of the following:

SB1-SSA1-SA1,62 Section 62. 103.10 (6) (b) 1. of the statutes is amended to read:

SB1-SSA1-SA1,15,24 103.10 (6) (b) 1. Make a reasonable effort to schedule the medical treatment or supervision so that it does not unduly disrupt the employer's operations, subject to the approval of the health care provider of the child, spouse, domestic partner, parent, grandparent, grandchild, sibling, or employee.

SB1-SSA1-SA1,63 Section 63. 103.10 (6) (c) of the statutes is created to read:

SB1-SSA1-SA1,16,5 103.10 (6) (c) If the employee intends to take family leave under sub. (3) (b) 4. that is foreseeable because the spouse, child, domestic partner, parent, grandparent, grandchild, or sibling of the employee is on covered active duty or has been notified of an impending call or order to covered active duty, the employee shall provide notice of that intention to the employer in a reasonable and practicable manner.

SB1-SSA1-SA1,64 Section 64. 103.10 (7) (a) of the statutes is amended to read:

SB1-SSA1-SA1,16,12 103.10 (7) (a) If an employee requests family leave for a reason described in sub. (3) (b) 3. or requests medical leave due to a serious health condition, the employer may require the employee to provide certification, as described in par. (b), issued by the health care provider or Christian Science practitioner of the child, spouse, domestic partner, parent, grandparent, grandchild, sibling, or employee, whichever is appropriate.

SB1-SSA1-SA1,65 Section 65. 103.10 (7) (b) (intro.) of the statutes is amended to read:

SB1-SSA1-SA1,16,15 103.10 (7) (b) (intro.) No employer may require certification under par. (a) stating more than the following:

SB1-SSA1-SA1,66 Section 66. 103.10 (7) (b) 1. of the statutes is amended to read:

SB1-SSA1-SA1,16,18 103.10 (7) (b) 1. That the child, spouse, domestic partner, parent, grandparent, grandchild, sibling, or employee has a serious health condition.

SB1-SSA1-SA1,67 Section 67. 103.10 (7) (cm) of the statutes is created to read:

SB1-SSA1-SA1,16,23 103.10 (7) (cm) If an employee requests family leave for a reason described in sub. (3) (b) 3., the employer may require the employee to provide certification that the employee is responsible for the care of a child, spouse, domestic partner, parent, grandparent, grandchild, or sibling with a serious health condition.

SB1-SSA1-SA1,68 Section 68. 103.10 (7) (d) of the statutes is created to read:

SB1-SSA1-SA1,17,7 103.10 (7) (d) If an employee requests family leave under sub. (3) (b) 4., the employer may require the employee to provide certification that the spouse, child, domestic partner, parent, grandparent, grandchild, or sibling of the employee is on covered active duty or has been notified of an impending call or order to covered active duty. The certification under this paragraph shall be issued at such time and in such manner as the department may prescribe by rule, and the employee shall provide a copy of that certification to the employer in a timely manner.

SB1-SSA1-SA1,69 Section 69. 103.10 (7) (e) of the statutes is created to read:

SB1-SSA1-SA1,17,13 103.10 (7) (e) If an employee requests family leave under sub. (3) (b) 5., the employer may require the employee to provide certification that there is an unforeseen or unexpected short-term gap in child care, as defined in rule by the department, for the employee's child, grandchild, or sibling that the employee must fill. The department may prescribe by rule the form and content of the certification.

SB1-SSA1-SA1,70 Section 70. 103.10 (7) (f) of the statutes is created to read:

SB1-SSA1-SA1,17,24 103.10 (7) (f) 1. If an employee requests family leave under sub. (3) (b) 6., or medical leave due to medical isolation, the employer may require the employee to provide certification issued by a local public health official, the department of health services, or a health care provider or Christian Science practitioner of the child, spouse, domestic partner, parent, grandparent, grandchild, sibling, or employee, whichever is appropriate, except that no employer may require certification under this paragraph if the sole reason for the medical isolation is due to the employer's request under sub. (1) (em) 3. No employer may require certification under this subdivision stating more than that the child, spouse, domestic partner, parent, grandparent, grandchild, sibling, or employee is in medical isolation.

SB1-SSA1-SA1,18,4 2. If an employee requests family leave under sub. (3) (b) 6., the employer may require the employee to provide certification that the employee is responsible for the care of a child, spouse, domestic partner, parent, grandparent, grandchild, sibling, or employee who is in medical isolation.

SB1-SSA1-SA1,71 Section 71. 103.10 (7) (g) of the statutes is created to read:

SB1-SSA1-SA1,18,10 103.10 (7) (g) If an employee requests family leave under sub. (3) (b) 7., the employer may require the employee to provide certification that the employee is addressing issues of the employee or the employee's child, spouse, domestic partner, parent, grandparent, grandchild, or sibling related to being the victim of domestic abuse, sexual abuse, or stalking.

SB1-SSA1-SA1,72 Section 72. 103.10 (10) of the statutes is amended to read:

SB1-SSA1-SA1,18,17 103.10 (10) Alternative employment. Nothing in this section prohibits an employer and an employee with a serious health condition or in medical isolation from mutually agreeing to alternative employment for the employee while the serious health condition or medical isolation lasts. No period of alternative employment, with the same employer, reduces the employee's right to family leave or medical leave.

SB1-SSA1-SA1,73 Section 73. 103.10 (12) (b) of the statutes is amended to read:

SB1-SSA1-SA1,19,3 103.10 (12) (b) An employee who believes his or her employer has violated sub. (11) (a) or (b) may, within 30 300 days after the violation occurs or the employee should reasonably have known that the violation occurred, whichever is later, file a complaint with the department alleging the violation. Except as provided in s. 230.45 (1m), the department shall investigate the complaint and shall attempt to resolve the complaint by conference, conciliation or persuasion. If the complaint is not resolved and the department finds probable cause to believe a violation has occurred, the department shall proceed with notice and a hearing on the complaint as provided in ch. 227. The hearing shall be held within 60 days after the department receives the complaint.

SB1-SSA1-SA1,74 Section 74. 103.10 (12) (c) of the statutes is amended to read:

SB1-SSA1-SA1,19,11 103.10 (12) (c) If 2 or more health care providers disagree about any of the information required to be certified under sub. (7) (b), the department may appoint another health care provider to examine the child, spouse, domestic partner, parent, grandparent, grandchild, sibling, or employee and render an opinion as soon as possible. The department shall promptly notify the employee and the employer of the appointment. The employer and the employee shall each pay 50 percent of the cost of the examination and opinion.

SB1-SSA1-SA1,75 Section 75. 103.10 (14) (a) of the statutes is renumbered 103.10 (14).

SB1-SSA1-SA1,76 Section 76. 103.10 (14) (b) of the statutes is repealed.

SB1-SSA1-SA1,77 Section 77. 103.105 of the statutes is created to read:

SB1-SSA1-SA1,19,16 103.105 Family and medical leave benefits insurance program. (1) Definitions. In this section:

SB1-SSA1-SA1,19,19 (a) “Application year" means the 12-month period beginning on the first day of the first calendar week for which family or medical leave insurance benefits are claimed by a covered individual.

SB1-SSA1-SA1,20,6 (b) “Average weekly earnings" means one-thirteenth of the wages paid to an employee during the last completed calendar quarter prior to the covered individual's date of eligibility for benefits under this section and includes all sick, holiday, vacation, and termination pay that is paid directly by an employer to an employee at the employee's usual rate of pay during his or her last completed calendar quarter as a result of employment for an employer and any total or partial disability payments under ch. 102 or a federal law that provides for payments on account of a work-related injury or illness. For self-employed individuals, “ average weekly earnings" means one fifty-second of the gross income reported as income to the federal internal revenue service in the most recent tax year in which the individual filed taxes prior to the individual's date of eligibility for benefits under this section.

SB1-SSA1-SA1,20,11 (c) “Covered individual" means an employee who satisfies s. 103.10 (2) (c), a self-employed individual who elects coverage under sub. (2), or an employee of a small employer who elects coverage under sub. (2), regardless of whether the individual is employed or unemployed at the time the individual files an application for family or medical leave insurance benefits.

SB1-SSA1-SA1,20,12 (d) “Employee" has the meaning given in s. 103.10 (1) (b).

SB1-SSA1-SA1,20,13 (e) “Employer" has the meaning given in s. 103.10 (1) (c).

SB1-SSA1-SA1,20,16 (f) “Family leave" means an individual's leave from employment, self-employment, or availability for employment for a reason specified in s. 103.10 (3) (b) 1. to 7. or 103.11 (4).

SB1-SSA1-SA1,20,18 (g) “Family or medical leave insurance benefits" means benefits payable under this section from the family and medical leave benefits insurance trust fund.

SB1-SSA1-SA1,20,20 (h) “Medical leave” means leave from employment, self-employment, or availability for employment for any of the reasons in s. 103.10 (4).

SB1-SSA1-SA1,20,23 (i) “Self-employed individual” means a sole proprietor, partner of a partnership, member of a limited liability company, or other individual engaged in a vocation, profession, or business for himself or herself and not for an employer.

SB1-SSA1-SA1,20,25 (j) “Small employer” means a person engaging in any activity, enterprise, or business in this state employing fewer than 50 individuals on a permanent basis.

SB1-SSA1-SA1,21,3 (k) “State annual median wage" means the median hourly wage for all occupations in this state in a calendar year, as determined by the bureau of labor statistics of the U.S. department of labor, multiplied by 2,080.

SB1-SSA1-SA1,21,16 (2) Election by self-employed individual or small employer. A self-employed individual or small employer may elect to be covered under this section by filing a written notice of election with the department in a form and manner prescribed by the department by rule. An initial election under this subsection becomes effective on the date on which the notice of election is filed, shall be for a period of not less than 3 years, and may be renewed for subsequent one-year periods by the filing of a written notice with the department that the self-employed individual or small employer intends to continue coverage under this section. A self-employed individual or small employer who elects coverage under this section may withdraw that election no earlier than 3 years after the date of the initial election or at such other times as the department may prescribe by rule by providing notice of that withdrawal to the department not less than 30 days before the expiration date of the election.

SB1-SSA1-SA1,21,20 (3) Eligibility for benefits. (a) Except as otherwise provided in sub. (6), a covered individual who is on family leave or medical leave is eligible to receive family or medical leave insurance benefits in the amount specified in sub. (4) and for the duration specified in sub. (5).

SB1-SSA1-SA1,22,7 (b) To receive family or medical leave insurance benefits, a covered individual shall file a claim for those benefits within the time and in the manner that the department prescribes by rule. On receipt of a claim for family or medical leave insurance benefits, the department may request from the individual's employer or from the self-employed individual any information necessary for the department to determine the individual's eligibility for those benefits and the amount and duration of those benefits. The employer or self-employed individual shall provide that information to the department within the time and in the manner that the department prescribes by rule. If the department determines that a covered individual is eligible to receive family or medical leave insurance benefits, the department shall provide those benefits to the individual as provided in subs. (4) and (5).

SB1-SSA1-SA1,22,10 (4) Amount of benefits. Except as provided in sub. (6), the amount of family or medical leave insurance benefits payable for a week shall be based upon the covered individual's average weekly earnings, as follows:

SB1-SSA1-SA1,22,14 (a) For the amount of the covered individual's average weekly earnings that are less than 50 percent of the state annual median wage in the calendar year before the covered individual's application year, 90 percent of the covered individual's average weekly earnings.

SB1-SSA1-SA1,22,18 (b) For the amount of the covered individual's average weekly earnings that are more than or equal to 50 percent of the state annual median wage in the calendar year before the covered individual's application year, 50 percent of the covered individual's average weekly earnings.

SB1-SSA1-SA1,22,22 (5) Duration of benefits. The maximum number of weeks for which family or medical leave insurance benefits are payable in an application year is 12 weeks. A covered individual may be paid family or medical leave insurance benefits continuously, or at the option of the covered individual, intermittently.

SB1-SSA1-SA1,23,5 (6) Employer exemption from participation in paid family and medical leave benefits insurance program. (a) If an employer provides family and medical leave benefits that are identical to or more generous than benefits provided under this section, the employer may elect to not participate in the paid family and medical leave benefits insurance program under this section. If the department grants an exemption under this subsection, the employer shall pay benefits that are at least identical to benefits under this section, and an employee is entitled to be paid those benefits.

SB1-SSA1-SA1,23,10 (b) An employer that elects to not participate in the paid family and medical leave benefits insurance program under this section shall request an exemption from the department in writing, in the manner prescribed by the department. An exemption from participation is not effective until approved by the department in writing.

SB1-SSA1-SA1,23,13 (c) The department may grant a written exemption from participation to an employer who complies with this subsection and all rules promulgated by the department under par. (g).

SB1-SSA1-SA1,23,17 (d) The department may withdraw its written exemption order granted under par. (c) if the department determines that an employer is not providing paid family and medical leave benefits to employees that are at least identical to those provided under this section.

SB1-SSA1-SA1,24,2 (e) If an employee believes that his or her employer that has an exemption under this subsection has violated the employee's right to paid family and medical leave benefits identical to those provided under this section, the employee may file a complaint with the department alleging the violation, and the department shall process the complaint in the same manner as complaints filed under s. 103.10 (12) (b) are processed. If the department finds that an employer has violated this subsection, the department may order the employer to take action to remedy the violation, including providing the paid family and medical leave benefits, and, notwithstanding s. 814.04 (1), paying reasonable actual attorney fees to the employee.

SB1-SSA1-SA1,24,7 (f) After the completion of an administrative proceeding under par. (e), including judicial review, an employee or the department may bring an action in circuit court against an employer to recover damages caused by a violation of this subsection. Section 103.10 (13) (b) applies to the commencement of an action under this paragraph.

SB1-SSA1-SA1,24,8 (g) The department shall promulgate rules to implement this subsection.

SB1-SSA1-SA1,24,11 (7) Federal tax treatment of benefits. With respect to the federal income taxation of family or medical leave insurance benefits, the department shall do all of the following:

SB1-SSA1-SA1,24,17 (a) At the time an individual files a claim for those benefits, advise the individual that those benefits may be subject to federal income taxation, that requirements exist under federal law pertaining to estimated tax payments, and that the individual may elect to have federal income taxes withheld from the individual's benefit payments and may change that election not more than one time in an application year.

SB1-SSA1-SA1,24,21 (b) Allow the individual to elect to have federal income tax deducted and withheld from the individual's benefit payments, allow the individual to change that election not more than one time in an application year, and deduct and withhold that tax in accordance with the individual's election as provided under 26 USC 3402.

SB1-SSA1-SA1,24,24 (c) Upon making a deduction under par. (b), transfer the amount deducted from the family and medical leave benefits insurance trust fund to the federal internal revenue service.

SB1-SSA1-SA1,25,3 (d) In deducting and withholding federal income taxes from an individual's benefit payments, follow all procedures specified by the federal internal revenue service pertaining to the deducting and withholding of federal income tax.

SB1-SSA1-SA1,25,9 (8) Family and medical leave benefits insurance trust fund. (a) The department shall determine the amount of the required contribution by each employee, self-employed individual who elects coverage under sub. (2), and each employer. The required contribution shall be based on the employee's wages or the self-employed individual's earnings. The required contribution for an employee shall be equally shared between each employee and the employee's employer.

SB1-SSA1-SA1,25,11 (b) Each employer shall withhold from the wages of its employees the amount determined by the department under this subsection.

SB1-SSA1-SA1,25,17 (c) The department shall promulgate rules to establish procedures for filing wage reports and collecting the contributions withheld by employers and employer-required contributions under par. (a). The department may utilize the quarterly wage reports submitted under s. 108.205 in lieu of separate contribution reports and may utilize the procedures for collecting contributions that apply to the collection of contributions to the unemployment reserve fund under s. 108.17.