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The LS-37 form serves as a critical instrument administered by the State of Wisconsin's Department of Workforce Development, specifically under its Equal Rights Division and Labor Standards Bureau. This form is essential for employers seeking a special minimum wage license, which allows them to pay certain employees—those classified as either "workers with a disability" or "student learners"—an hourly wage that may fall below the standard minimum wage dictated by the law. Notably, the form distinguishes between two types of licenses: Type 1 and Type 2. Type 1 is granted to a specific employer for a limited duration, while Type 2 is issued to a worker through a sponsoring agency, enabling temporary job placements across various employers. To qualify for this license, applicants must provide detailed information about the employee's disabilities, potential productivity levels, and any vocational training received. Moreover, the form underscores the importance of compliance with documentation and record-keeping practices to support ongoing evaluation of the worker's abilities. There are strict guidelines regarding the issuance, renewal, and possible revocation of the license, emphasizing the need for transparency and accountability while concurrently acknowledging the potential benefits of accommodating workers with disabilities or student learners. Compliance with both state and federal regulations, including the Fair Labor Standards Act, remains a fundamental requirement for all employers engaging licensed workers under this framework.

Ls 37 Example

State of Wisconsin

Department of Workforce Development

Equal Rights Division

Labor Standards Bureau

Special Minimum Wage License Application

A special minimum wage license may be issued to an employer to permit the employment of individual employees at a lesser hourly wage than prescribed by Section DWD 272.03. Such license will cover only those workers who are unable to earn the minimum wage, or who are student learners. The rate paid must be commensurate with the worker’s ability and productivity. The following definitions and policies shall be used when issuing such licenses

(1)“Worker with a disability” means an individual whose earnings or productive capacity is impaired by a physical or mental disability, including those relating to age or injury, for the work to be performed. Disabilities which may affect earning or productive capacity include blindness, mental illness, intellectual disability, cerebral palsy, alcoholism, and drug addiction. The following, taken by themselves, are not considered disabilities for the purposes of this section: vocational, social, cultural, or educational disabilities; chronic unemployment; receipt of welfare benefits; nonattendance at school; juvenile delinquency; and correctional parole or probation. Further, a disability which may affect earning or productive capacity for one type of work may not have this effect for another type of work.

(2)“Student Learner” means a student who is receiving instruction in an accredited school, college or university and who is employed on a part-time basis, pursuant to a bona fide vocational training program.

(3)“Sponsoring Agency” means a sheltered workshop, governmental agency or a nonprofit charitable organization or institution carrying out an occupational rehabilitating activity of an educational or therapeutic nature.

(4)Two types of “worker with a disability” licenses may be granted by the department.

(a)A type 1 license is issued to a specific employer to employ a worker with a disability in their establishment. This license may be issued for a period of time not to exceed one year.

(b)A type 2 license shall be requested by a sponsoring agency on behalf of a worker with a disability. A type 2 license may be issued by the department to a worker with a disability and will authorize any employer to pay the rate of pay stated on the license. An employer who hires a licensed worker with a disability shall retain a photocopy of the license for the employer’s records. This license may be issued for a period of time not to exceed one year.

Note: The intent of issuing a type 2 license to the worker with a disability instead of to the employer is to permit the sponsoring agency to make short-term placements. This would enable the worker to gain a variety of experiences without putting the burden on each employer to obtain a license. This should not be interpreted as relieving any employer from complying with the federal Fair Labor Standards Act which requires an individual special minimum wage certificate be issued to the federally-covered employer.

(5)The license shall be granted for a specific individual only and only for a designated period of time. Minimum wage must be paid the employee until the license is granted, unless renewing. Renewal applications MUST BE received within 2 weeks of the expiration date of the current license. Licenses are issued effective the date the application is received in the department’s office or a specified later date as requested on the application. It shall provide a special minimum rate. The employer may not pay less than this set rate.

LS-37 (R. 04/2019)

(6)Records to Be Kept: In addition to the records required in DWD 272.11, the employer shall keep the following:

(A)For Student Learner:

(1)The student shall be identified on the payroll records, showing occupation and rate of pay.

(2)A copy of the license and training agreement must be available at all times for inspection for three years.

(B) Records To Be Kept By Employers:

(1)Every employer of workers under a special minimum wage license, or the referring agency or facility in the case of records verifying a worker’s disabilities, shall maintain and have available for inspection the records specified in this subsection.

(a)Verification of the worker’s disability

(b)Evidence of the productivity of each worker with a disability which has been gathered on a continuing basis or at periodic intervals, which do not exceed six months in the case of employees, paid hourly wage rates

(c)The prevailing wage paid to a worker who is not disabled. This would be for the job performed and for a worker employed in industry in the vicinity for the same type of work using similar methods and equipment as that used by the worker with a disability employed under the special minimum wage license

(d)The production standards and supporting documentation for non-disabled workers for each job being performed by a worker with disabilities employed under the special license.

(e)In the case of workers with disabilities who are employed by a recognized non-profit rehabilitation facility and who are working in or about a home, apartment, or room in the residential establishment the records required under s. DWD 272.11.

(f)The employer shall maintain and preserve the records required by this section for 3 years.

(7)A license may be granted to employ the worker at a wage less than the minimum wage if the following conditions exist and application and documentation are received as per DWD 272.09:

(A)The worker is so disabled that he or she is unable to earn the minimum wage, or

(B)The employer is carrying out a recognized rehabilitation program - medical, therapeutic, or educational - and the person with a disability may learn and gain experience, or

(C)The student learner is in a bona fide school-training program.

(8)Refusal to Issue a License and Revocation of a License. The Department may refuse to issue a license or may revoke, amend or modify any license it has issued, if, in its opinion, conditions or extraordinary circumstances warrant such action.

Note: The issuance of this license will not relieve an employer from responsibility under the Federal Minimum Wage Law. Write to the Regional Office of the U.S. Department of Labor, Wage and Hour Division, 230 South Dearborn Street, Room 562A, Chicago, Illinois 60604.

Application for a Special Minimum Wage License

To be completed by the Department

for Individuals and Student Learners

 

 

 

 

 

Approved

 

Denied

If you have an employee who qualifies for a special minimum

 

wage license, complete the following form.

 

 

 

 

 

Commensurate

 

From

 

To

Prerequisite: Knowledge of DWD 272.09

Rate

 

 

 

 

 

 

Date of Application:

 

 

 

 

 

 

 

 

 

Authorization for this form is provided under Chapter 104 Wisconsin Statutes and Section

DWD 272.09 of

Wisconsin Administrative

Code.

Completion of this form is mandatory. This information is used for the purpose of processing your application and maintaining the division’s records. Any false statements on this application shall result in the refusal of the application.

Personal information you provide may be used for secondary purposes [Privacy Law, s. 15.04(1)(m), Wisconsin Statutes].

 

Employer Information

 

 

Employee Information

 

 

(Not needed if Worker with a Disability Type 2 License)

 

 

 

 

 

 

 

Business Name

 

 

 

Name

 

 

 

 

 

 

 

 

 

 

 

Street Address

 

 

 

Street Address

 

 

 

 

 

 

 

 

 

 

 

City

 

State

Zip Code

City

 

State

Zip Code

 

 

 

 

 

 

 

 

Owners Name

 

 

 

Age

 

 

 

 

 

 

 

 

 

 

 

Nature of Business

 

 

 

Date of Birth

 

 

 

 

 

 

 

 

 

 

1.

Type of Program:

Worker with a Disability - Type 1

 

 

 

 

 

 

Worker with a Disability - Type 2

 

 

 

 

 

Student Learner

 

 

 

 

 

 

 

Renewal (Complete #9, 10, 11, 13, 14 & 15 only) Date License Expired: _____________

 

 

Temporary 90-day Wage for disabled veteran; vocational rehabilitation

 

 

 

(Submit within 10 days of signing)

 

 

 

 

 

 

 

 

2.

What duties will this employee be expected to perform?

 

 

 

 

 

 

 

 

3.

Describe the nature and extent of the disabilities of the employee in full.

 

 

 

 

 

 

 

 

4.

Explain how these disabilities relate to the employee's productivity.

 

 

 

LS-37 (R. 04/2019)

5.What was the highest-grade level in school obtained by employee?

6.Describe any vocational training received by this employee.

7.If the type of work to be performed by the licensed employee is primarily performed by nondisabled persons in the employer’s work force, list the job title, brief job description and prevailing wage paid the experienced nondisabled employee performing similar work (also applies to sponsoring agency).

Job Title

Provide a brief description of work to be performed:

Prevailing Wage

List source(s) for prevailing wage:

8.If the type of work to be performed by the licensed employee is primarily performed by disabled employees in the employer’s workforce, the employer may determine the prevailing wage rate by surveying 3 comparable businesses in the area for similar work and rates of pay for nondisabled workers. Or the employer can use federal bureau of statistics, job service, or an employment service which provides above entry-level wages (does not apply to sponsoring agency).

Job Title

Provide a brief description of work to be performed:

Prevailing Wage

List source(s) for prevailing wage:

Scheduled hours of work per week

9.Commensurate Per Hour Wage employer will guarantee worker: $ ____________

Attach documentation of productivity tests, information, dates showing the rate arrived at for the worker with a disability.

10. Scheduled hours of work per day

11. List dates you wish this license to cover

From:To:

(Minimum wage must be paid until the effective date of the license. Licenses cannot be backdated. If you are renewing, prior license is in effect until this application Is granted or denied.)

12.Student Learner Information

(Review DWD 272.09(15))Attach a copy of program or signed training agreement.

Wage rate cannot be less than 75% of current minimum wage unless individual is a worker with a disability.

Name of School

City

13.

State Zip Code

Employer’s Written Assurance:

(A)The wage rates of all hourly-rated employees paid in accordance with Chapter DWD 272.09 of the Wisconsin Administrative Code will be reviewed at least every six (6) months and

(B)Wages paid to all employees under DWD 272.09 will be adjusted at periodic intervals at least once a year to reflect changes in the prevailing wage paid experienced non-disabled workers employed in the vicinity for essentially the same type of work.

(C)Hours worked over 40 in a 7-consecutive day week must be paid at time and one-half the regular rate of pay.

(D)Time and payroll records shall be kept in accordance with DWD 272.11.

Employer’s Signature (Not needed if Worker with a Disability - Type 2 license. It is

assumed the sponsoring agency of this license will oversee this assurance.)

Date Signed

14.

Sponsoring Agent or Agency Information

 

 

 

 

 

 

 

 

 

 

 

 

 

Name

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Signature of Authorizing Official

 

 

Title

 

 

Date Signed

 

 

 

 

 

 

 

 

Street Address

 

City

 

State

Zip Code

Telephone Number

 

 

 

 

 

 

 

 

15.

Required Signatures

 

 

 

 

 

 

 

 

 

 

 

 

 

Employee Signature

 

 

 

 

 

 

Date Signed

 

 

 

 

 

Parent or Guardian Signature: (if Student Learner Program)

 

 

 

Date Signed

 

 

 

 

 

School Official Signature for Student Learner

 

 

 

Date Signed

 

 

Representative of State Agency or Department of Veterans Affairs for 90-day temporary authority

Date Signed

Signature

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Agency Name

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Send the Completed Application to

STATE OF WISCONSIN

DEPARTMENT OF WORKFORCE DEVELOPMENT

EQUAL RIGHTS DIVISION

P O BOX 8928

MADISON WI 53708

If you have any questions call (608) 266-0030

Website: http://dwd.wisconsin.gov/er

Get Ls 37 PDF Form

Form Characteristics

Fact Name Description
Purpose of Form The LS-37 form is used to apply for a special minimum wage license for workers with disabilities or student learners in Wisconsin.
Governing Laws It operates under Chapter 104 of the Wisconsin Statutes and Section DWD 272.09 of the Wisconsin Administrative Code.
Types of Licenses There are two types of licenses: Type 1 for specific employers and Type 2 for workers sought by sponsoring agencies.
Duration of License Both type of licenses can be issued for a maximum duration of one year.
Record Keeping Employers must maintain records for three years, including verification of disabilities and productivity evidence for licensed workers.
Minimum Wage Requirement Employers must pay the minimum wage until the license is granted, except in cases of renewal applications received on time.
Eligibility Criteria To qualify for a reduced wage, the worker must be disabled or a student learner involved in a recognized training program.
License Revocation The Department may revoke or refuse to issue a license if conditions warrant such action based on extraordinary circumstances.
Application Process The completed application must be submitted to the Wisconsin Department of Workforce Development's Equal Rights Division.

Guidelines on Utilizing Ls 37

After gathering all necessary information, the next step is to accurately complete the LS 37 form. Ensure that all details regarding the employer, employee, and job duties are filled in completely. Any omission or incorrect information may delay the process or lead to denial of the application. Following the outlined steps will help streamline this process.

  1. Obtain the LS 37 form from the Wisconsin Department of Workforce Development's website or office.
  2. Fill in the date of application at the top of the form.
  3. Provide employer information, including:
    • Business name
    • Street address
    • City, state, and zip code
    • Owner's name
    • Owner's age
    • Nature of business
    • Date of birth
  4. For employee information (not needed for Worker with a Disability Type 2 License), fill out:
    • Name
    • Street address
    • City, state, and zip code
  5. Select the type of program by marking the appropriate box:
    • Worker with a Disability - Type 1
    • Worker with a Disability - Type 2
    • Student Learner
    • Renewal (complete #9, 10, 11, 13, 14 & 15 only)
  6. If renewing, indicate the date the previous license expired.
  7. Provide a description of duties the employee will perform.
  8. Detail the nature and extent of the employee's disabilities.
  9. Explain how the disabilities affect the employee's productivity.
  10. State the highest grade level the employee completed in school.
  11. Describe any vocational training received by the employee.
  12. If similar work is performed by nondisabled workers, include:
    • Job title
    • Brief job description
    • Prevailing wage for that position
    • Sources for the prevailing wage
  13. If work is primarily performed by disabled employees, survey three comparable businesses or use statistics to determine the prevailing wage, providing:
    • Job title
    • Brief job description
    • Prevailing wage
    • Sources for the prevailing wage
  14. Review all information for accuracy and completeness.
  15. Submit the completed LS 37 form to the Wisconsin Department of Workforce Development.

What You Should Know About This Form

What is the purpose of the LS-37 form?

The LS-37 form serves as an application for a special minimum wage license in Wisconsin. This license allows employers to hire individuals with disabilities or student learners at wages lower than the standard minimum wage. The license ensures that these workers are compensated fairly based on their abilities and productivity levels, rather than the minimum wage rate. It is part of Wisconsin's effort to provide job opportunities to those who may struggle to earn a regular wage due to their disabilities or while receiving vocational training.

Who qualifies for a special minimum wage license?

To qualify for a special minimum wage license, an individual must fall into one of two categories: they must either be a "worker with a disability" or a "student learner." Workers with disabilities have their earnings or productivity affected by a physical or mental condition, while student learners are enrolled in accredited educational institutions and are part of a bona fide vocational training program. The form ensures that individuals who truly need this support can access it.

What types of licenses are available through the LS-37 form?

There are two types of licenses available: Type 1 and Type 2. A Type 1 license is issued specifically to an employer for a designated worker with a disability in their establishment. This license is valid for up to one year. A Type 2 license is requested by a sponsoring agency, such as a non-profit organization, on behalf of a worker with a disability. This type allows any employer to pay the special minimum wage listed on the license, facilitating short-term employment opportunities for the worker without requiring each employer to obtain a separate license.

How long is a special minimum wage license valid?

A special minimum wage license is typically valid for no longer than one year. It is important to note that if an employer wishes to continue employing the individual at a reduced wage after the license expires, they must apply for renewal. Renewal applications should be submitted within two weeks of the current license's expiration date to avoid any lapse in authorization.

What records must employers keep when they hire licensed workers?

Employers must maintain several records to comply with the LS-37 requirements. These records include verification of the worker's disability, evidence of their productivity, and payroll records showing their job title and rate of pay. Additionally, for student learners, a copy of the license and training agreement must be available for inspection for three years. Ensuring accurate record-keeping helps demonstrate compliance with the licensing requirements and protects both the employer and the worker.

Can employers pay less than the special minimum wage set by the LS-37 license?

No, employers are not allowed to pay less than the set rate established by the special minimum wage license. Once granted, the license specifies a minimum wage that must be adhered to during the employment of the licensed worker. Violating this could lead to penalties, and employers must also remain compliant with federal wage laws, which require that individuals under the federal jurisdiction also have a valid special minimum wage certificate.

What happens if an application for a special minimum wage license is denied?

If the application for a special minimum wage license is denied, the employer will typically receive notification detailing the reasons for the denial. Additionally, the department has the authority to revoke or modify any license it has issued if circumstances warrant such actions. Employers are encouraged to address the reasons provided in the denial notice and, if possible, rectify any issues before reapplying.

What steps should an employer take to apply for the LS-37 license?

To apply for the LS-37 license, an employer needs to complete the form accurately and provide detailed information about the worker, their disabilities, and the nature of the work they will perform. After filling out the desired sections related to the specific worker or student learner, the employer submits the application to the Wisconsin Department of Workforce Development’s Equal Rights Division. It's essential to ensure that all necessary documentation and evidence supporting the application is attached to demonstrate compliance with eligibility criteria.

Are there any penalties for submitting false information on the LS-37 form?

Yes, providing false information on the LS-37 form can result in the refusal of the application. Employers are expected to be truthful and accurate in the information they provide to the department. Misrepresentation may not only hinder the application process but also lead to legal repercussions or the loss of licensing privileges. It is crucial that all answers on the application are well-documented and verifiable per the requirements outlined in the form.

Common mistakes

Filling out the Ls 37 form incorrectly can lead to delays or denials in obtaining a special minimum wage license. Common mistakes include providing incomplete information. Each section of the form requires specific details related to the employee's disability and the nature of the work they will perform. Failing to fully address each inquiry can result in the application being rejected outright.

Another frequent error is misunderstanding the definitions provided in the form. For example, not accurately classifying the employee as either a “Worker with a Disability” or a “Student Learner” may lead to inappropriate applications for the license. Applicants must clearly comprehend the distinctions and ensure they categorize their employees correctly to avoid complications.

Application timing also plays a critical role in the process. Submitting the application too close to the expiration date of a current license can lead to interruptions in wage payments. The form indicates that renewal applications must be received within two weeks of the expiration date. Neglecting this timeframe can inadvertently lead to non-compliance with wage laws.

Inadequate documentation can also hinder the licensing process. The application requests supporting evidence, including records verifying the worker’s disability and productivity. Not providing these documents, or having them prepared incorrectly, may cause significant delays or potential denial of the application.

Finally, applicants often overlook the requirement to retain records. The Ls 37 form specifies that essential records related to the licensure must be kept for three years. Failing to maintain these records not only violates compliance but may also impact future renewals or applications.

Documents used along the form

When applying for a special minimum wage license using the LS 37 form, employers may encounter several other essential documents and forms that ensure compliance with relevant laws and facilitate the application process. Each of these documents serves a specific purpose, often providing crucial information or requirements related to the employment of individuals with disabilities or student learners. Below is a brief overview of some common forms and documents associated with the LS 37 application.

  • Form DWD 272.09: This form outlines the application process for obtaining a special minimum wage license. By specifying requirements and conditions necessary for approval, it ensures employers understand the criteria for eligibility and documentation needed.
  • Verification of Disability Documentation: Employers must maintain written evidence confirming the disability of the worker. This documentation may include medical records or assessments that demonstrate how the disability affects the individual's capacity to earn the minimum wage.
  • Training Agreement: For student learners, a training agreement between the employer and the educational institution is essential. This document outlines the scope of the vocational training program, roles, and responsibilities of both parties to ensure a structured learning experience.
  • Prevailing Wage Documentation: Employers should collect evidence of prevailing wages for non-disabled workers performing similar roles. This documentation is critical for establishing fair wages and complying with wage requirements for disabled workers.
  • Employment Records: Employers must keep detailed records related to the employment of individuals under a special minimum wage license. These records include payroll details, productivity metrics, and any changes in job duties that may affect wage rates.
  • License Renewal Application: To continue employment under a special minimum wage license, employers must submit a renewal application. This document confirms ongoing eligibility and compliance with requirements related to each licensed employee.
  • Compliance Notices: Employers are often required to display compliance notices in their workplace. These notices provide information about the special minimum wage license, rights of the workers, and any relevant legal disclaimers to inform employees of their standing.

Understanding these associated documents can significantly bolster an employer’s readiness to comply with state regulations when hiring individuals under special minimum wage circumstances. Proper management of these forms facilitates a smoother application process and supports the legal aspects of employing individuals with varying abilities.

Similar forms

  • Wage and Hour Division Certification: Similar to the LS-37, this certification allows employers to pay workers below the minimum wage under specific conditions, ensuring compliance with labor laws while addressing unique workforce needs.
  • EEOC Form 161: This form is an application for a determination of reasonable accommodation under the Americans with Disabilities Act (ADA), reflecting similar considerations for employees with disabilities in the workplace.
  • FMLA Eligibility Notice: This document informs employees about their rights under the Family and Medical Leave Act (FMLA), acknowledging the need for accommodation when a disability limits work capability.
  • Vocational Rehabilitation Referral Form: Like the LS-37, this form helps facilitate employment opportunities for individuals with disabilities, ensuring they receive necessary support during their job search.
  • Worker’s Compensation Claim Form: This form addresses the financial impact of disabilities from workplace injuries, similar to how the LS-37 addresses wage adjustments based on disabilities.
  • Job Accommodations Request: When an employee seeks modifications to the work environment, it aligns with the LS-37's focus on adapting work roles for individuals with disabilities.
  • Special Education Transition Plan: This plan outlines the transition for students with disabilities into the workforce, much like the provision for student learners in the LS-37 form.
  • AbilityOne Program Application: This application allows employers to hire individuals with disabilities at rates below the federal minimum wage, similar to the purpose of obtaining an LS-37 license.
  • Temporary Disability Insurance Application: This document supports those facing temporary disabilities in maintaining financial stability, paralleling how the LS-37 addresses wage concerns for disabled workers.
  • Certification of Health Care Provider for FMLA: This form is used to validate a serious health condition needing time off work, resembling aspects of the LS-37 that consider health impacts on employability.

Dos and Don'ts

Things to Do:

  • Complete all required sections of the Ls 37 form accurately and thoroughly.
  • Keep a photocopy of the special minimum wage license for your records.
  • Submit your application for the license at least two weeks before the expiration of your current license, if applicable.
  • Clearly outline the duties expected of the employee applying for the license.
  • Provide a complete description of the nature and extent of the employee's disabilities.
  • Include information on the prevailing wage paid to nondisabled workers for similar positions.

Things Not to Do:

  • Do not submit false statements or incomplete information on the application.
  • Avoid delaying the application submission until after the current license expires.
  • Do not neglect to maintain proper records for at least three years as required.
  • Do not assume that a previous license guarantees automatic approval for renewal.
  • Avoid using ambiguous language when describing the disabilities related to the employee’s productivity.
  • Do not forget to state the type of program and the highest grade level completed by the employee.

Misconceptions

  • Misconception #1: The LS-37 form is only for individuals with severe disabilities.

    • This form applies to a broader range of individuals. It serves not only those with profound disabilities but also to those whose earning capacity is impaired by various mental or physical conditions. Additionally, it includes provisions for student learners, allowing students engaged in vocational training to work at special minimum wage rates.

  • Misconception #2: Once a license is issued, it remains valid indefinitely.

    • In fact, each license has a specific duration. The maximum validity is one year, and employers must keep track of license expiration dates. Renewal applications need to be submitted within two weeks of the current license's expiration to maintain legality.

  • Misconception #3: Employers can pay any amount they choose as long as they have a special minimum wage license.

    • This is not correct. There is a set special minimum wage that employers must pay, based on the

Key takeaways

Understanding the LS-37 form is essential for employers who wish to employ workers at a special minimum wage. Here are seven key takeaways to keep in mind:

  • The LS-37 form is used to apply for a special minimum wage license, which allows certain workers to be paid less than the standard minimum wage due to disabilities or while in vocational training.
  • There are two types of licenses available: a Type 1 license for specific employers and a Type 2 license which allows any employer to hire a worker through a sponsoring agency.
  • The application must specify details about the worker’s disabilities and how these affect their productivity. This is crucial for determining eligibility.
  • Employers must keep thorough records for a period of three years. This includes payroll records, license copies, and evidence of the worker's productivity.
  • When renewing a license, applications must be submitted within two weeks of the current license expiration to maintain continuous employment at the special rate.
  • Licenses can be revoked if circumstances warrant such an action, emphasizing the importance of compliance with regulations.
  • The issuance of a special minimum wage license does not relieve employers of their responsibility under the Federal Minimum Wage Law.

By keeping these points in mind, employers can navigate the LS-37 form process effectively while ensuring compliance with relevant laws and guidelines.

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