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OSHA30Construction Online Training in Wisconsin

Since Wisconsin doesn’t have an official state plan, workers are subject to the laws and regulations of the Federal Occupational Safety and Health Administration (OSHA).

Workers in Wisconsin who opt for supervisory or managerial roles in the construction industry must take Online OSHA 30 training in Wisconsin since Federal OSHA and most employers mandate it prefers OSHA 30 certified employees to those without prior training.

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4.9 (251 Ratings)
Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from serious OSHA violations.
DOL CARD
25 TOPICS
30 HRS
$189 $150
4.7 (165 Ratings)
Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from s...
DOL CARD
25 TOPICS
30 HRS
$189 $150
4.5 (107 Ratings)
Unlock the best site safety procedures and prevention measures through OSHA 30-Hour Construction Training and save yourself and your company from serious OSHA violations.
DOL CARD
25 TOPICS
30 HRS
$189 $150

OSHA30Construction training online is crucial since it plays a significant role in preventing illnesses, accidents, mishaps, and fatalities by upgrading workers’ awareness and knowledge regarding potential workplace hazards.

In addition, investing in OSHA 30 training provides several benefits, including:

  • Preventing OSHA penalties and serious charges.
  • Reducing workers’ compensation costs.
  • Enhancing productivity and work performance.

Construction Industry Statistics in Wisconsin

Of Wisconsin’s $347.3 billion GDP, $14.2 billion (4.1%) came from construction. In 2017, Wisconsin had 13,661 construction companies.

In Wisconsin, private nonresidential spending reached $7 billion in 2019. $5.7 billion was spent on state and municipal expenses.

In July 2020, 123,100 people worked in the construction industry in Wisconsin, a 1.0% decline from July 2019 and 5% below the state’s peak in April 2006.

On June 30, 2020, 60% of organizations in the United States and 50% of enterprises in Wisconsin had open hourly craft positions, according to the 2020 AGC-Autodesk Workforce Survey.

In 2019, the median pay for five of the top five most prevalent construction occupations in Wisconsin exceeded the median pay for all employees in the state.

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Labor Laws in Wisconsin

Fair Employment PracticesAccording to the Wisconsin Fair Employment Act (WFEA), employers are not allowed to mistreat any qualified individual or harass them because of their age, ancestry, creed, color, disability, marital status, military service, national origin, non-participation in religious or political gatherings or communications, race, gender, sexual orientation, or use or abstinence from using legal products while not on the employer's property.

Because a person has complained, testified, or aided in a WFEA proceeding, resisted a discriminatory practice or made a complaint, it is illegal to fire them or treat them differently.
Access to Personnel FilesCurrent and former employees shall have the right to review their personnel records upon written request within seven working days of the request, twice per calendar year, at a location reasonably close to the employee's place of employment, during regular business hours or at such other reasonable time as may be suitable.
Recruiting and HiringWisconsin companies have the right to inquire about applicants' criminal histories, both past and present. An employer has the right to put off hiring someone if a charge is actively pending and directly connected to the position being sought. The employer may decide not to hire the candidate if a conviction has a significant connection to the desired position.
Minimum WageThe minimum wage in Wisconsin is $7.25 per hour, which is also the federal minimum wage. Employees who get tips may be paid up to $2.33 per hour if their compensation meets the state minimum wage.
OvertimeIn Wisconsin, nonexempt employees must typically be paid 1.5 times their regular pay rate for any overtime performed more than 40 hours per week.
Child LaborAccording to state law, minors under the age of 18 are not allowed to work in jobs or settings that are deemed hazardous or harmful to a minor's life, health, safety, or welfare or where a minor's employment could be dangerous or harmful to the lives, health, safety, or welfare of other workers or people. Any minor may work in the parent or guardian's business, trade, or profession while directly supervised by the parent or guardian. Furthermore, without a food break of at least 30 minutes, minors cannot labor for longer than six hours straight.
Payment of WageEmployers in Wisconsin may pay employees in cash or via cheque. However, if an employer uses time checks or another paper means to pay wages, they must be made payable at a specific location in the county where the job was done, the employer's office (if in Wisconsin), or a Wisconsin bank.
Wage DeductionsState and federal taxes, FICA withholdings, creditor garnishments under a court order, and child support according to an income withholding order, may all be deducted by an employer from an employee's pay.
Health Care ContinuationEmployers of any size are subject to Wisconsin's health care continuous coverage law. After an employee's work is ended willingly or involuntarily, after the employee passes away, or after the employee's marriage results in divorce or annulment, eligible employees and dependents may choose to continue receiving health insurance coverage. Unlike federal COBRA, Wisconsin law does not specify a maximum length of coverage but rather the conditions under which coverage will stop.
Family and Medical LeaveAccording to the Wisconsin Family and Medical Leave Act (WFMLA), companies with 50 or more permanent employees are required to offer eligible workers up to six weeks of leave for childbirth or adoption, two weeks for caring for a parent, child, spouse, or domestic partner who has a severe health condition, and two weeks for the employee's serious health condition.
Other Time Off RequirementsSeveral other leave and time off laws must also be complied with by Wisconsin employers in addition to the WFMLA, such as those governing bone marrow and organ donation leave, voting leave, official election leave, military leave, civil Air Patrol leave, emergency responder leave, jury duty leave, witness leave, and day of rest requirements.
Smoke-Free WorkplaceSmoking is forbidden in enclosed workplaces in Wisconsin. An employer must display the necessary signage.
Weapons in the WorkplaceEven if an employee possesses a concealed carry license, the employer may forbid them from bringing guns or other weapons to work or doing their usual tasks.
Safe Driving PracticesIn Wisconsin, it is against the law for any driver to text while driving. Even though not all drivers are prohibited from using cell phones, Wisconsin has laws against inattentive driving that allow the prosecution of drivers whose cell phones caused an accident. Driving a commercial motor vehicle while using a portable mobile phone is forbidden.
Final PayEmployees who resign or are fired must get their whole compensation by their following regular payday, except for sales agents who are paid on commission. Upon termination due to a merger, liquidation, stoppage of operations in whole or in part, or relocation of all or a portion of the business, an employee must be paid within 24 hours.

Frequently Asked Questions

Safety coordinator, Evidence technician, Equipment operator, Maintenance mechanic, Site safety and health officer, Site superintendent etc.

There is no stated expiry date by OSHA. However, employees must renew their OSHA cards every five years due to specific changes in occupational standards.

Yes, an Online OSHA 30-hour training course is accepted in Wisconsin.

You can contact OSHA in Wisconsin by dialing 1-800-321-OSHA (6742).

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Start Your OSHA30Construction Course at Your Own Comfort

Start Your OSHA30Construction Course at Your Own Comfort