What a Wyoming business has to have in writing
Wyoming has no comprehensive consumer privacy act, no biometric privacy statute and no insurance data security law (its insurers file a corporate governance disclosure instead), so the written-policy load is concentrated in employment and safety.
Wyoming OSHA runs an OSHA-approved State Plan covering private and public workplaces, and the state pairs it with a workers' compensation premium discount for employers who run an approved safety program, drug and alcohol testing program or health and safety consultation.
The breach statute is unusual in what it demands of the notice itself: a toll-free number, the data types involved, the date, a description of the incident and of the fixes made. Every employer also has to physically post the wage payment law in two conspicuous places.
Wyoming has a rule of its own in 7 of the 14 areas, listed below. In 5 more we searched the state's own site and found nothing beyond the federal rule, but we have not finished writing up where we looked, so those are not shown yet. The remaining 2 areas we have not checked yet.
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Wyoming rules for a 15–19 person general business
We check the same 14 areas of state law on every state page: breach notification, data security program, consumer privacy law, biometric and health data, harassment prevention, workplace safety programs, workplace violence prevention, insurance data security, state vendor security program, paid leave policies, required postings, pay transparency, licensing and certifications, and other written policies. Federal rules apply in most of these already. What this page adds is whether Wyoming has a rule of its own on top. The federal rules every employer carries follow the Wyoming rules. Each row names what you must write, post, file or certify, who enforces it, and links to the authority.
Breach Notification 1Who you must tell after a data breach, and how fast
LawProduceWhat it requiresTriggerEnforced by
Computer security breach notice to affected personsW.S. 40-12-501 and 40-12-502 #Any individual or commercial entity doing business in Wyoming that owns or licenses computerized data containing personal identifying information about a Wyoming resident; Gramm-Leach-Bliley financial institutions and HIPAA covered entities and business associates that follow their federal rules are deemed compliantDistribute
Notice
On learning of a breach, run a good-faith, reasonable and prompt investigation into whether personal identifying information has been or is likely to be misused, and if so notify affected Wyoming residents as soon as possible. Wyoming dictates the content of the notice: a toll-free number for the business and for the credit bureaus, the types of information involved, a general description of the incident, the approximate date, what the business has done to protect the system since, advice to monitor accounts and credit reports, and whether notice was delayed for a law enforcement investigation. A vendor holding the data must tell the business entity, and the two may agree in writing which of them notifies, but only one notice is required.
From the first employee
Wyoming Attorney General (action at law or equity; damages)
Workplace Safety Programs 2Written programs the state safety agency requires beyond federal OSHA
LawProduceWhat it requiresTriggerEnforced by
Wyoming Occupational Health and Safety Act (Wyoming OSHA State Plan)W.S. 27-11-101 through 27-11-114; Wyoming OSHA rules filed with the Secretary of State #Every employer with one or more employees in Wyoming, private or public, including the state and its political subdivisions; self-employed people in agriculture are covered for education onlyWrite
Written program
Comply with the standards Wyoming OSHA adopts, which follow most federal General Industry and Construction standards with Wyoming additions, keep the injury and illness records and reports the department requires, allow inspection and consultation, and display the Wyoming-specific labor law poster and the federal OSHA poster. Wyoming supplies both free. Wyoming does not mandate a general written safety program, but see the workers' compensation premium discount row for the approved-program route.
From the first employee
Wyoming Department of Workforce Services, OSHA division; Occupational Health and Safety Commission
Workers' compensation premium discounts for approved safety, drug and alcohol testing and consultation programsW.S. 27-14-201(o) #Employers covered by the Wyoming Worker's Compensation Act that choose to qualify for the rate discountsWrite
Written program
To claim a discount of up to 10% of the base rate each, submit a safety program for division approval, a drug and alcohol testing program for division approval, and complete the health and safety consultation program. Total discounts are capped at 30% of the base rate, and the consultation discount runs only three years from certification. The division weighs how likely the program is to cut accidents when deciding approval, so the written program has to be substantive rather than nominal.
From the first employee
Wyoming Department of Workforce Services, Workers' Compensation Division
Required Postings 1The notices every workplace in the state must display
LawProduceWhat it requiresTriggerEnforced by
Statutory workplace postingsW.S. 27-4-101(a); W.S. 27-3-401(b); W.S. 27-14-507 #Every Wyoming employerPost
Posting
Post and maintain copies of the wage payment law in plain type in at least two conspicuous places employees can see. Post information on unemployment benefit rights where employees can reach it. Keep the workers' compensation notice supplied by the Workers' Compensation Division posted conspicuously, with a summary of the act and the claim procedure, and keep a copy of the act available to all employees. The Department of Workforce Services provides the Wyoming-specific combined labor law poster and the federal posters free at its workforce centers and online.
From the first employee
Wyoming Department of Workforce Services (Labor Standards, Unemployment Insurance, Workers' Compensation)
Pay Transparency 1Salary ranges in job posts and pay disclosure on request
LawProduceWhat it requiresTriggerEnforced by
Equal pay act and wage recordsW.S. 27-4-301 through 27-4-304; W.S. 27-4-203 #Wyoming employers; the equal pay prohibition applies within the same establishmentWrite
Written policy
Do not pay employees of one gender less than the other for equal work requiring equal skill, effort and responsibility under similar conditions, unless the difference comes from a seniority system, a merit system, a quantity or quality of production system, or a factor other than gender, which means those systems have to be documented to be defensible. Keep the record of hours worked and wages paid that the minimum wage law requires. Wyoming has no salary-range disclosure law. Violations carry unpaid wages plus an equal amount as liquidated damages.
From the first employee
Wyoming Department of Workforce Services, Labor Standards; private civil action
Licensing and Certifications 1Registrations, licenses and certifications a business or its staff must hold
LawProduceWhat it requiresTriggerEnforced by
Business entity registration and annual reportW.S. Title 17 (business corporations, LLCs, nonprofits, limited partnerships) #Any corporation, LLC, nonprofit or limited partnership formed in or transacting business in WyomingFile
Filing / record
File formation or foreign-registration documents with the Secretary of State through WyoBiz, keep a Wyoming registered agent (commercial registered agents are listed by the state), and file the annual report with the annual license tax to stay in good standing; a lapsed entity has to be reinstated. Wyoming also publishes guidance on the federal beneficial ownership reporting regime alongside its own filings.
From the first employee
Wyoming Secretary of State, Business Division
Other Written Policies 5Any other document the state makes an employer write or hand out
LawProduceWhat it requiresTriggerEnforced by
Wage payment: regular paydays and itemized deduction statementsW.S. 27-4-101; W.S. 27-4-104 and 27-4-105 #Every Wyoming employerDistribute
Notice
Establish and maintain regular paydays at least semimonthly, and with every wage payment give the employee a written itemized statement of all deductions attached to the check, draft or voucher. Pay a departing employee under the timing the statute sets. The employer's written pay policy is what the Department of Workforce Services reads against these rules when a wage claim comes in.
From the first employee
Wyoming Department of Workforce Services, Labor Standards; county attorneys
Wyoming Fair Employment Practices ActW.S. 27-9-101 through 27-9-106 #Every person employing two or more employees in Wyoming, plus the state and its subdivisions; religious organizations and associations are excludedWrite
Written policy
Keep hiring, terms and discharge free of the discriminatory and unfair employment practices the act lists, and be ready to answer a complaint investigated by the Department of Workforce Services. The two-employee threshold is far lower than the federal one, so a very small Wyoming employer still needs a written non-discrimination and complaint policy even though the state does not separately mandate a harassment policy or harassment training.
2+ employees
Wyoming Department of Workforce Services (director); district court
New hire reporting to the state directory of new hiresW.S. 27-1-115 #Every employer in WyomingFile
Filing / record
Report each new employee to the Department of Workforce Services within 20 days of hire, giving the employee's name, address and social security number, the date services for pay were first performed, and the employer's name, address and federal EIN, on a W-4 or an approved equivalent. Employers who file electronically or magnetically may instead send two monthly transmissions 12 to 16 days apart, and multistate electronic filers may elect a single state.
From the first employee
Wyoming Department of Workforce Services; Department of Family Services
Nonresident employer bondW.S. 27-1-106 and 27-1-107 #Nonresident firms, corporations and employers expecting to pay more than $4,000 in Wyoming wages in any month from doing business in the stateFile
Filing / record
File a surety bond or other approved security with the director of the Department of Workforce Services before working, sized on a sliding scale that starts at $8,000 and rises with expected monthly wages. The bond secures employee wages, occupational health and safety civil penalties, workers' compensation obligations and unemployment amounts. Post additional security before starting a new contract once the existing security expires.
From the first employee
Wyoming Department of Workforce Services (director)
Child labor proof of age on fileW.S. 27-6-107 through 27-6-114 #Any employer of a child under 16, outside farm, domestic and lawn and yard serviceFile
Filing / record
Before employing anyone under 16, obtain and keep on file at the workplace an accepted proof of age, such as an attested birth certificate, and make it available to any official enforcing the minor employment laws. Do not employ anyone under 14 at all outside the narrow exceptions, and do not place a minor under 16 in any occupation the statute or the Department of Workforce Services has declared hazardous. Observe the hours limits, including the ban on employment during school hours.
From the first employee
Wyoming Department of Workforce Services
Because You Are in Food & Beverage 1Industry layer
LawProduceWhat it requiresTriggerEnforced by
Retail food establishment license (Wyoming Food Safety Rule)Wyoming Food Safety Rule (Department of Agriculture rules); W.S. Title 35 (food safety) #Anyone processing, distributing, storing or preparing food for wholesale or retail use in Wyoming, including restaurants, processing plants, temporary events and samplingFile
Filing / record
Get a license from the Department of Agriculture or the local health department before serving, holding for sale or selling food to the public, display it prominently in the establishment, and renew annually ($200 initial for a new, relocated or newly owned establishment, $100 renewal; temporary and sampling permits $50). Submit scaled plans and equipment specifications for approval 30 days before construction, and meet the Wyoming Food Safety Rule's demonstration-of-knowledge, equipment and sanitation standards at inspection. Licenses are not transferable.
From the first employee
Wyoming Department of Agriculture, Consumer Health Services; local health departments
Because You Are in Financial & Tax 1Industry layer
LawProduceWhat it requiresTriggerEnforced by
Wyoming Insurance Corporate Governance Annual Disclosure ActW.S. 26-54-101 through 26-54-108 #All insurers and insurance groups domiciled in Wyoming, including domestic fraternal benefit societies and health maintenance organizationsFile
Filing / record
File a confidential corporate governance annual disclosure with the Insurance Commissioner by June 1 each year, describing the system of rules, practices and procedures by which the company is governed, at whichever level of the group the insurer chooses. A member of an insurance group files with the lead state commissioner instead. Wyoming has not adopted the NAIC insurance data security model, so there is no separate written information security program or cybersecurity certification requirement in the Wyoming Insurance Code.
From the first employee
Wyoming Insurance Commissioner (Department of Insurance)
Federal rules for a 15–19 person general business
Federal rules apply in every state, on top of the Wyoming rules above. Wyoming has an OSHA-approved State Plan covering private sector workers, so the state program enforces the workplace safety rows here and must be at least as effective as OSHA. OSHA State Plans ↗
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Sources
Wyoming Legislature - W.S. Title 40 (40-12-501 to 40-12-502)Wyoming Legislature - 2015 Senate File 0035 as enrolledWyoming Attorney General - PrivacyWyoming DWS - OSHA Standards and RulesWyoming Legislature - W.S. Title 27 chapter 11OSHA - Wyoming State PlanWyoming DWS - PostersWyoming DWS - Labor Standards forms and resourcesWyoming DWS - Labor StandardsWyoming DWS - BusinessesWyoming Legislature - W.S. Title 26 chapter 54Wyoming Secretary of State - Business DivisionWyoming Legislature - W.S. Title 17Wyoming Department of Agriculture - Consumer Health Services informationWyoming Department of Agriculture - Food service establishment licensing requirementsWyoming Department of Agriculture - Food Safety