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Can I use third-party HR tools that collect personal information in Wisconsin? What are the requirements?

Using Third-Party HR Tools in Wisconsin

If you are planning to use third-party HR tools that collect personal information in Wisconsin, you must comply with the state’s data privacy laws.

According to the Wisconsin Department of Justice, businesses that collect personal information must implement and maintain reasonable security procedures and practices to protect that information from unauthorized access, destruction, use, modification, or disclosure. This includes personal information collected through third-party HR tools.

Additionally, Wisconsin law requires businesses to notify individuals if their personal information is compromised in a data breach. The notification must be made in the most expedient time possible and without unreasonable delay.

It is recommended that you review the privacy policies and security measures of any third-party HR tools you plan to use to ensure compliance with Wisconsin law.

For more information on Wisconsin’s data privacy laws, you can contact the Wisconsin Department of Justice or consult with a legal professional.

[2] provides information on how to become a CDL third party testing company or examiner, but it does not provide information on data privacy laws in Wisconsin.

[1], [3], and [4] are not relevant to the user’s query.

Source(s):
Jurisdiction

Wisconsin