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JobNet, a web-based system for matching applicants to employment opportunities began operation in 1996. Between 1995 and 1996, Wisconsin closed nearly all of its local unemployment offices and became the first state in the nation to implement a telephone-based claims system. [5] In 1996, the Department of Workforce Development replaced DILHR. [5]
The Workforce Investment Act is a federal act that "provides workforce investment activities, through statewide and local workforce investment systems, that increase the employment, retention, and earnings of participants, and increase occupational skill attainment by participants, and, as a result, improve the quality of the workforce, reduce welfare dependency, and enhance the productivity ...
(The Center Square) – Wisconsin’s new laws for the new year are mostly notable because there are so few, and the changes are relatively small. Many states see hundreds of new laws with each ...
Unemployment insurance is funded by both federal and state payroll taxes. In most states, employers pay state and federal unemployment taxes if: (1) they paid wages to employees totaling $1,500 or more in any quarter of a calendar year, or (2) they had at least one employee during any day of a week for 20 or more weeks in a calendar year, regardless of whether those weeks were consecutive.
Here's a look at how weekly unemployment claims changed in Wisconsin the week of Dec. 17, 2023, compared with the week prior. Unemployment claims in Wisconsin increased in final weeks of 2023 Skip ...
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Title I programs are administered by the US Department of Labor (DOL), primarily through its Employment and Training Administration (ETA). Elements of WIOA that are collectively intended to comprise a "workforce development system" are: WIOA is designed to be a demand driven workforce development system. This system is supposed to provide ...
The Worker Adjustment and Retraining Notification Act of 1988 (the "WARN Act") is a U.S. labor law that protects employees, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of planned closings and mass layoffs of employees. [1]