Family & Medical Leave Act (FMLA)

The Federal FMLA and Wisconsin FMLA require employers to provide eligible employees with unpaid (paid leave time can be substituted if the employee so wishes), job-protected leave time for qualifying family and medical related reasons.

Both Federal and Wisconsin FMLA laws require that group health benefits be maintained during the protected leave period and that employees are returned to the same or an equivalent position at the end of their FMLA leave.

If an employee would like to request FMLA leave or has questions related to FMLA leave, please contact the LHRO.

Disability/Reasonable Accommodations

The Wisconsin Fair Employment Law (WFEL), Americans with Disabilities Act as Amended (ADAAA) and the Rehabilitation Act of 1973 (Sections 505 and 508) require employers to take reasonable steps to provide accessible work environments and to accommodate qualified employees with disabilities when an accommodation is reasonable and necessary.

A qualified employee with a disability may request a reasonable accommodation to assist them with performing essential job functions, accessing facilities, etc. The legislature will attempt to accommodate a reasonable accommodation request that is not an undue hardship and is not unduly costly, extensive, substantial or disruptive and does not fundamentally alter the nature of the job or the nature or operation of the Legislature.

If an employee would like to request an accommodation or has questions related to accommodations, please contact the LHRO.


The Legislature is committed to providing its employees and interns with a work environment free of harassment and hostility. The Legislature also prohibits retaliation against employees and interns for making complaints about harassment/discrimination or assisting in the investigation of complaints.

If an employee or intern would like to discuss or file a complaint related to harassment/discrimination/retaliation:

Assembly: Per the Assembly Policy Manual, a harassment/discrimination complaint may be filed with the employee’s supervisor, the Speaker or Minority Leader of the State Assembly (or their designees), the Assembly’s Affirmative Action Officer, or the Legislature’s Human Resources Office (LHRO).

Senate: Per the Senate Policy Manual, a harassment/discrimination complaint may be filed with the employee’s supervisor or a supervisor who has authority over the person against whom the complaint is directed. If the employee is not comfortable speaking with a supervisor, the employee may file his/her complaint with another supervisor within his/her supervisory chain or the LHRO.

Worker’s Compensation

If an employee suffers an injury/illness as a result of his/her employment, medical expenses and wage loss may be covered by provisions of the Worker’s Compensation Act. Any injury/illness suspected of being a result of employment should be reported to the LHRO within 24 hours of occurring, or as soon as possible.