Regulatory Compliance
Wisconsin
CorVel has provided workers’ compensation management services to Wisconsin employers for more than 30 years. Our approach is that all injured workers need quality healthcare and compassionate guidance from someone who is familiar with their case. CorVel provides personalized attention, along with the expertise needed to help speed return to work, while ensuring patients understand and follow treatment plans and get their questions answered quickly. All so that recovery can continue and life can get back on track.
Our comprehensive return to work program ensures collaboration and communication with all interested parties including the injured worker, employer, human resources, medical and safety teams, and healthcare providers. We use technology, compassionate case management for employees and cost containment measures, to give Wisconsin employers a superior program.
Wisconsin Regulatory Updates 11/03/2023
AB 474 – An Act to Renumber and Amend 108.221 (1) (A) and 108.221 (2); to Amend 102.85 (1) (A), 102.85 (1) (B) and 102.85 (2) (Intro.); and to Create 16.40 (24), 102.85 (1) (C), 102.85 (1) (D), 102.85 (2J), 102.85 (2K), 103.005 (4M), 108.221 (1) (A) 2., 108.221 (2) (B), 182.01 (8) and 601.41 (12) of the Statutes; Relating To: Employee Misclassification and Providing a Penalty. (Fe)
Issues: Workers’ Compensation: Any Proposal
Summary:
This measure impacts insurers, employers, employees, and independent contractors.
This measure requires the Department of Administration to direct all departments to provide educational outreach regarding worker misclassification in languages with a significant number of speakers in Wisconsin. The Department of Financial Institutions is also required to provide informational resources on worker misclassification to persons filing with the department documents forming a business corporation, nonstock corporation, limited liability corporation, limited liability partnership, or limited partnership.
This measure requires the Department of Workforce Development to design and make available a notice regarding worker classification laws and their requirements to employers for display in a conspicuous place. The measure penalizes employers less than $100 for failing to post the notice.
The Department of Workforce Development must also establish and maintain on its website information regarding worker classification laws and associated requirements, penalties, and contact information.
This measure adjusts penalties for employers who provide false information in misclassifying employees as nonemployees. The measure removes maximum penalties and provides that for each act occurring before the first determination of a violation and employer will be fined $1,000. For each act occurring after an employer’s first determination of violation, the employer shall be fined $2,000. The measure also expands these penalties to all employers rather than prior limitations to employers in construction, painting, and drywall finishing.
This measure increases the penalty of subsequent violations for employers who require employees to pay any part of worker’s compensation or fail to provide mandatory worker’s compensation coverage. Penalties after the third violation incur a $3,000 fine or a fine three times the amount of the insurance premium that would have been payable, whichever is greater. Penalties after the fourth violation incur a $4,000 fine or a fine four times the amount of the insurance premium that would have been payable, whichever is greater
This measure increases the penalty of subsequent violations for employers who provide false information about coverage to their employees when requested or else fail to notify a contractor whose coverage has been canceled under their contract. Penalties after the third violation incur a $3,000 fine or a fine three times the amount of the insurance premium that would have been payable, whichever is greater. Penalties after the fourth violation incur a $4,000 fine or a fine four times the amount of the insurance premium that would have been payable, whichever is greater.
This measure is effective the day after enactment.
Most Recent Update:
- 10/11/2023 – Introduced; Referred to Assembly Committee on Labor and Integrated Employment
AB 475 – An Act to Amend 102.125 (2) and 102.125 (3); and to Create 102.125 (1M) and 943.395 (1) (E) of the Statutes; Relating To: Worker Misclassification and Providing a Penalty.
Issues: Workers’ Compensation: Any Proposal
Summary:
This measure impacts insurers, employers, employees, and independent contractors.
This measure requires that insurers with evidence that an application for worker’s compensation insurance coverage is fraudulent report the claim to the Department of Workforce Development. Additionally, if an insurer has evidence that an employer has fraudulently misclassified employees to lower the employer’s worker’s compensation insurance premiums they are required to report the claim to the Department of Workforce Development.
This measure is effective one day after enactment.
Most Recent Update:
- 10/11/2023 – Introduced; Referred to Assembly Committee on Labor and Integrated Employment
Wisconsin Services
- Workers’ compensation claims administration
- Medical bill review in compliance with state requirements
- Local PPO development and management
- Case management services
Wisconsin Resources
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