RULE Wisconsin | Category Rules | Official Guidelines

[StateGigs]

Welcome to the Wisconsin category. This section is designed for listings and discussions related to:

• FOR HIRE – Individuals or businesses offering their services
• HIRING – Employers looking to fill positions
• SERVICES – Professional, trade, or local service offerings
• LOCAL EVENT – Community gatherings, announcements, and public events

All posts, replies, and content shared within this category must strictly comply with:

1. Applicable Wisconsin State Laws
2. Wisconsin Labor & Employment Regulations
3. Wisconsin Business & Commerce Codes
4. Google's Content & User-Contributed Policies

Our Commitment to Compliance​

We take legal and policy compliance seriously. Our platform is committed to operating in full accordance with Wisconsin state regulations, Wisconsin labor laws, and Google's community standards. Wisconsin has a comprehensive legal framework governing employment, business practices, and public postings, and we are dedicated to upholding them.

While we strive to keep our rules and references as accurate and up-to-date as possible, please note that laws and policies can change. The information and links provided here serve as our primary guidance and roadmap, but they may not reflect the absolute latest amendments.

We believe in transparency and accountability – for both our users and our team.

Official References​

To ensure clarity and eliminate excuses like "I didn't know" or "I couldn't find it," we strongly encourage all users to review the official sources directly:

Reference	Official Link
Wisconsin Statutes & Annotations – Search all state laws, including labor, business, and commerce codes	https://docs.legis.wisconsin.gov/statutes/
Wisconsin Administrative Code – Official compilation of state agency regulations and administrative rules	https://docs.legis.wisconsin.gov/code/
Wisconsin Department of Workforce Development (DWD) – Labor law compliance, wage and hour information, and workforce development	https://dwd.wisconsin.gov/
DWD – Equal Rights Division – Enforcement of wage and hour, discrimination, and worker classification laws	https://dwd.wisconsin.gov/er/
DWD – Worker Misclassification Resources – Classification tests and compliance information	https://dwd.wisconsin.gov/misclassification/
Wisconsin Department of Safety and Professional Services (DSPS) – Contractor certification and professional licensing	https://dsps.wi.gov/
DSPS – Dwelling Contractor Certification – Certification requirements for one- and two-family dwelling contractors	https://dsps.wi.gov/Pages/Professions/DwellingContractor/Default.aspx
Wisconsin Legislature – Bills & Laws – Track legislation, session laws, and the state constitution	https://docs.legis.wisconsin.gov/
Google User-Contributed Content Policy – Spam, harassment, illegal content, and community standards	https://support.google.com/googleshopping/answer/10012515
Google Terms of Service – General platform rules and enforcement	https://policies.google.com/terms

These are the foundational documents we use to evaluate content and enforce our rules.

Wisconsin Labor & Employment Laws – What You Need to Know​

Wisconsin law sets clear standards for employers, workers, and service providers. All hiring and service posts must comply with the following:

• Minimum Wage: Wisconsin's standard minimum wage remains at the federal rate of $7.25 per hour for non-opportunity employees as of 2026. "Opportunity employees" (workers under 20 in their first 90 consecutive calendar days of employment) may be paid $5.90 per hour. The minimum cash wage for tipped employees is $2.33 per hour for non-opportunity employees and $2.13 per hour for opportunity employees. Employers must make up the difference if tips combined with the cash wage do not equal at least $7.25 per hour. Important Note: While legislation (such as SB 1126) has been introduced in the 2026 session to increase the state minimum wage to $15 per hour, these proposals have not passed into law. Employers should monitor legislative updates, but until a bill passes, the minimum wage remains tied to the federal standard of $7.25 per hour.
• Overtime Pay: Wisconsin follows the federal Fair Labor Standards Act (FLSA) standard, requiring 1.5x the regular rate after 40 hours in a workweek for non-exempt employees. The federal salary exemption threshold remains $684 per week ($35,568/year).
• Worker Classification: Wisconsin strictly enforces worker classification standards. Under labor standards laws, workers are presumed to be employees unless the employer can prove otherwise. The state uses the 6-part Economic Realities testfor labor standards cases, with the first and most important consideration being the employer's degree of control over the worker. The six factors are:
  • (1) Degree of Control – Does the employer have the right to control the worker? (If yes → likely employee)
  • (2) Profit or Loss – Do the worker's managerial skills result in profit or loss? (If yes → likely independent contractor)
  • (3) Investment – Does the worker invest their own money or provide their own equipment? (If yes → likely independent contractor)
  • (4) Special Skill – Does the worker use business skills and initiative to find clients? (If yes → likely independent contractor)
  • (5) Degree of Permanence – Does the worker have a permanent position? (If yes → likely employee)
  • (6) Integral Part – Is the work directly related to or integrated into the employer's business? (If yes → likely employee)
  Misclassification can result in stop-work orders, daily forfeitures of $250, civil penalties, and liability for unpaid wages and taxes.
• Contractor Licensing & Certification Requirements:Wisconsin has specific requirements for contractors:
  • Commercial general contractors are not required to hold a state-issued license, but should contact the municipality where work is performed for local requirements.
  • Dwelling Contractor Certification is requiredfor contractors working on one- or two-family homes when the work requires a building permit. Requirements include:
    • Liability insurance of at least $250,000 per occurrence
    • A bond of at least $25,000
    • Workers' compensation and unemployment insurance coverage
    • Annual certification renewal
    • Completion of continuing education requirements every two years
  • Dwelling Contractor - Restricted Certification is available for contractors using a bond of less than $25,000, but restricts the contractor to projects where estimated costs do not exceed the bond amount.
  • Specialty contractor licenses are required for electrical contractors ($260 initial, $200 renewal every 4 years), HVAC contractors ($15 application + $160 credential), elevator contractors ($15 + $100), and asbestos contractors ($200).
  • A Dwelling Contractor Qualifier certification is required for the qualifying individual.
• Workplace Rights: Wisconsin law prohibits discrimination, retaliation, and unfair labor practices. Workers have the right to file complaints with the DWD Equal Rights Division, the Wisconsin Department of Workforce Development, or the Equal Employment Opportunity Commission (EEOC). The Wisconsin Fair Employment Law has a 300-day statute of limitations for filing discrimination complaints.
• Notice Requirements: Employers must display required labor law postings in the workplace, including information about minimum wage, workers' compensation, unemployment compensation, family and medical leave, fair employment, and anti-discrimination protections. Digital posters are available through the DWD eWorkBoard.

Enforcement & Penalties​

To maintain a safe, lawful, and respectful environment for everyone, we enforce the following:

• All posts and comments must comply with Wisconsin state law, Wisconsin labor regulations, Wisconsin business codes, and Google policies.
• If a post or reply is reportedand found to be in violation, we will:
  1. Investigate promptly – Our team reviews every report in a timely manner.
  2. Take immediate action – Content that violates our rules will be removed, edited, or hidden without prior notice.
  3. Apply penalties– The responsible user will receive:
     • A formal warning or notification
     • Penalty points added to their account
     • Repeat or severe violations may result in temporary suspension or permanent ban from the platform.

We reserve the right to take action against any content we deem inappropriate, even if it is not explicitly listed in this guideline.

Note: While our moderation team strives for consistency, all enforcement actions and interpretations of these rules are at the sole discretion of StateGigs Administration. Our decisions are final.

User Responsibility​

By posting in this Wisconsin category, you agree that:

• You have reviewed and understood the referenced laws and policies.
• You are solely responsible for the accuracy and legality of your content.
• You will not use ignorance of the rules as a defense if a violation occurs.
• If you are offering professional services, you hold any required Wisconsin state certifications (Dwelling Contractor Certification or specialty licenses) or local city/county permits and will provide proof upon request.

We are not legal experts, and this guidance is provided in good faith to help our community stay compliant. However, it is ultimately your responsibility to ensure your posts meet all current legal and policy requirements.

Questions or Concerns?​

If you're unsure whether your post complies, or if you need clarification on any rule, feel free to reach out to our moderation team before posting. We're here to help – but we're also here to enforce.

Disclaimer – Governing Law​

This platform and its operations are governed by the laws of the State of Delaware, regardless of the state-specific category in which content is posted. By using this site, you agree that any legal disputes or claims arising from your use of the platform shall be resolved exclusively under Delaware jurisdiction. While we strive to align our category rules with applicable local laws, our governing framework remains rooted in Delaware law, and all enforcement actions are taken accordingly.

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Thank you for being part of our community and for helping us keep this platform lawful, professional, and fair for everyone.

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StateGigs Administration