business – Outpost 422

Are you a veteran stuck in bewilderment regarding reporting harassment, intimidation or the like as discrimination? Please check out the ChatGPT Legal Assistant research available to you at no cost. Also, if you are a veteran in Dane County, Wisconsin, contact your local VA social worker who can help you navigate locating pro bono services.

ChatGPT Legal Assistant Thesis Question: What is the threshold that Wisconsin Fair Employment investigators use for determining disparate or pervasive treatment? Is there a document?

1. Disparate Treatment Under Wisconsin Law

Definition (Intentional Discrimination)

Wisconsin’s Fair Employment Law makes it unlawful to treat employees or applicants less favorably in employment because of protected characteristics such as age, race, sex, disability, etc. if the adverse action is at least in part due to that protected status. Wisconsin Workforce Development
This is similar to the federal disparate treatment concept: an intentional adverse decision based on a protected class. Wikipedia

Investigator Threshold

There is no publicly-posted numeric or percentage “threshold” (e.g., “X number of instances”) that Wisconsin investigators use to decide disparate treatment. Rather, the Equal Rights Division looks at whether discriminatory intent or motivation can be inferred from the evidence — for example, whether a protected characteristic was a motivating factor in the adverse action.
In practice this is often assessed through evidence such as comparative treatment of similarly situated employees and whether the protected trait influenced the decision.

Document Source

The Wisconsin statute itself (Chapter 111, Sections 111.31–111.395) defines unlawful discrimination, but doesn’t set a numerical threshold. A widely disseminated Wisconsin Fair Employment Law poster summarizes what is unlawful but does not quantify thresholds. Wisconsin Workforce Development

🧠 2. Harassment / “Severe or Pervasive” Conduct in Wisconsin

State Law Standard

For harassment (hostile work environment) under Wisconsin law, the conduct must be:
- Because of a protected characteristic, and
- More than a few isolated incidents or casual comments, involving a pattern of abusive, degrading conduct that interferes with work or creates an offensive/hostile environment. Wisconsin Workforce Development

This standard echoes “severe or pervasive” definitions used in federal law (e.g., Title VII) but under Wisconsin law is framed around pattern and workplace interference — again without a numeric cutoff.

📄 3. Official Guidance or Investigator Manuals

State Guidance

Equal Rights Division User Guides exist for procedural and case-management matters, but not policy thresholds for substantive legal standards. Wisconsin Workforce Development
Wisconsin DWD/ERD does not publish an investigator manual setting a precise numeric threshold for disparate treatment or harassment.
The ERD Civil Rights webpages outline what constitutes discrimination and harassment but do not specify an exact “tests” or cut-off counts. Wisconsin Workforce Development

Secondary/Internal Documents

Some informational documents (e.g., Fair Employment Law Basics or Equal Rights Decision Digest) summarize decisions and elements from past cases, which can be useful for research but are not policy manuals issued to investigators for threshold determinations. LIRC Wisconsin

📌 4. Analogous Federal EEOC Guidance (Useful for Context)

While not Wisconsin law, federal Equal Employment Opportunity Commission (EEOC) guidance on disparate and pervasive treatment — such as in hostile work environment claims — is often used as a reference in training or investigations:

However, again, no specific numeric threshold is prescribed — assessments are fact-intensive and context-driven. EEOC
“Severe or pervasive” harassment standards are explained in EEOC guidance (e.g., hostile environment harassment must be sufficiently severe or pervasive to alter terms/conditions of employment). EEOC

🧾 Summary

Issue	Wisconsin Standard	Threshold / Document
Disparate Treatment	Intentional unfavorable treatment because of a protected class	No official numeric threshold; assessed factually
Harassment / Pervasive	Pattern of abusive conduct tied to protected status interfering with work	No automatic numerical cut-off; fact pattern evaluated
Policy / Manual	ERD provides process info and law summaries	No public “investigator threshold” manual found

📌 Where to Find More Detailed Official Materials

Here are links you may review for statutory language and official explanations:

Wisconsin ERD – Employment Discrimination Overview (Wisconsin DWD)
https://dwd.wisconsin.gov/er/civilrights/discrimination/ Wisconsin Workforce Development
Wisconsin Fair Employment Law (Poster – statutory summary)
https://dwd.wisconsin.gov/dwd/publications/erd/pdf/erd-4531-p.pdf Wisconsin Workforce Development
Harassment section (pattern and workplace impact)
https://dwd.wisconsin.gov/er/civilrights/discrimination/harassment.htm Wisconsin Workforce Development

The blog is a legal reference that does not constitute “giving legal advice,” rather is an informative tool to help veterans understand their rights protected under Wis. Stats. 111.32. Please contact the Wisconsin State Bar if you are seeking information regarding how to obtain counsel. The VA will help you overcome worry and fear and face the obstacle of advocating for military service fair employment.

If you have a tip, lead or need please contact the Outpost 422 evidence intake agency at Bob Cobb on Facebook. Bob is the Capitol Wolfwatch customer service connect who will walk with you each step anonymously.

Request for Hearing

I, Bradley J. Burt, named patient, request a hearing outlined in the instructions from the letter from the Oct. 31, 2025, letter I received from the Dept. of Veterans Affairs regarding severing my individual unemployability. The issue of gainful employment only reported exceeding the National Poverty Line threshold and not substantive facts in this case, which I have provided as an overview of retributive attempts by employers who challenged VA protocol with their interactive dialogue process questionnaire, I have been informing the VA of since 2021.

The problematic onboarding intimidation and harassment I receive stems from papering me for having suspected war-related PTSD. I was diagnosed with Traumatic Brain Injury and requested TBI accommodations. Now, as a result, my disability increased resulting from Human Resources demands I provide secondary conditions I will not provide due to protecting my role with National Security information shared with VA social workers regarding working with Special Forces as an M-60 RTO in Haiti. I absolutely refuse to breach my secret security clearance thus creating hazing by Human Resources.

The VA stated the VA cannot get involved in employment matters leaving me prey to attacks I have received up to and including meeting with Lake Effect Strategic HR & Law Human Resources Advisor Jennifer Lindberg who indicated my dialog regarding TBI attacks and requests for accommodations by her client, Live Nation d/b/a Frank Productions LLC, believed my discussion warranted concerns for coworker safety who profiled me, then terminated me for a perception of an active threat. I have provided in my URL link portfolio exhibits that will expand in detail at my hearing if the VA should choose to proceed who lacks the grounds to do so.

I am submitting this statement to document my concern regarding disparate treatment I have experienced as a disabled veteran employed by Frank Productions LLC.

As an individual who has served in the military, I have encountered a workplace environment that I believe does not provide a welcoming or inclusive space for veterans. I have observed behaviors and policies that appear to reflect bias against my background and beliefs as a veteran. These experiences have led me to feel marginalized and unwelcome.

I have reported this matter to the Department of Veterans Affairs Office of Inspector General (VA OIG), expressing concern that the systemic oppression of disabled veterans in certain workplaces remains unaddressed. I have described this pattern of behavior under the term “LightFighter Syndrome®”, referring to the ongoing discrimination and exclusion of disabled veterans within civilian employment settings.

It is my sincere hope that my complaint will be reviewed and addressed as a matter of concern, in accordance with the VA’s patient privacy and protection guidelines. Veterans deserve to work in environments that respect their service, dignity, and right to fair treatment without bias or retaliation.

I have acted above and beyond the call by notifying the public through my WordPress self-reporting VA Patient Adjudicator outlet, Outpost 422, which examines the variables of college and employment readjustment and reintegration of combat veterans being a combat veteran who successfully graduated Summa Cum Laude as a Madison College VITAL patient. Severing my unemployability only makes matters worse.

Now, I cannot obtain gainful employment and have substantive proof of such claims I shall bring before the VA. What I seek in exchange is a letter sent to previous employers by the Secretary of the VA. The problem in Madison, Wis., we patients face is Communism and a governor who violates our rights by flying the colors improperly.

We are under duress at Madison College who hosts the VA’s VITAL program and request an audit and possible removal of the program and transfer to UW Milwaukee where patients are served best. Madison College is a domestic terrorism safe harbor and have left my role as the Student Senate vice president of legislative affairs after receiving the report our vice president of public relations identified as such. I received an email attack by the Madison College Student Senate advisor and vice president of administration and finance while taking my law final. I identified the issue as hazing and usurping, then tenured my resignation.

I respectfully request that the VA consider whether a hearing is necessary at this stage, given that my employment records with Live Nation reflect ongoing complications related to my prior report and subsequent termination. The letter contains statements I believe are inaccurate, and I intend to provide documentation to clarify these points. Former employers’ automated reporting systems appear to have mischaracterized my actions, resulting in significant reputational and employment harm.

Currently, I have over a dozen discrimination complaints pending against multiple parties and until the subject matter from all of my cases adjourn with a ruling, I am no longer gainfully employable and noted with the Social Security Administration that my date of termination, Nov. 8, 2024, was the date I was no longer able to obtain gainful employment, which was the day Live Nation d/b/a Frank Productions LLC terminated me for alleged threatening violence and remain on FPC’s ban list wrongfully.

Respectfully,