Many Americans are having a tough time making ends meet. And an increasing number have fallen so deeply into debt, they’ve filed for bankruptcy.

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A newly signed executive order bans Wisconsin's executive branch employees from using nonpublic information to make money through prediction markets.

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The average single-family homes in Madison jumped above $500,000, a sign of a housing market with low supply and high demand.

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Wisconsin's Uline is looking to pause the development of a more than 1 million-square-foot distribution center in Kenosha due to economic uncertainty.

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Microsoft has hired around 375 people for full-time positions in Wisconsin and that number could grow to 800 by the time the company finishes its second data center in Racine County, according to a company spokesperson.

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The Granite Belt is a developing gravel cycling network of roughly 900 miles across Marathon, Lincoln, Langlade and Shawano counties, with Wausau positioned as the central base camp.

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The high price of fuel is worrying the leaders of some local governments across the state. 

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When Katy Dicks’ two children were both in childcare programs, she and her partner would dread sitting down each month to have the hard conversations about which bills would go on their multiple credit cards, the highest with a 20% interest rate, and which they could pay outright. “It’s a constant budgeting game,” Dicks said, although she and her family watch every penny and keep their finances as tight as possible. 

According to Act For Early Years, the global childcare campaign, the major expense that weighed on Katy and her partner each month is what also plagues 70% of American parents: the high cost of childcare. According to Care.com, Katy, 45, and her domestic partner, who live in Sun Prairie, Wisconsin, are like parents across the nation for whom care has become an “all-consuming strain.” The same source found that mothers report “significantly higher levels of overwhelm, guilt, and identity loss” than fathers, pressuring many to leave the workforce. In fact, of the 455,000 women who left the workforce in 2025, roughly 42% pointed to caregiving costs as the No. 1 reason. In the past 40 years, cost has been the primary reason for the steepest decline in mothers of young children participating in the workforce. 

Katy, whose children are now ages 7 and 11, works primarily as a Pharmacy Project Coordinator, but she is also a realtor, and a co-owner of a logistics business with her partner. Katy considers herself “blessed” because she found wonderful, regulated childcare nearby for both of her children, and she “felt good with the care my children received.” However, between the full-time home-based care and the preschool for both children, it cost her and her partner between $20,000-$30,000 per year over six years for a total of $167,000. Average annual costs for childcare in Wisconsin range between $13,000 and $18,000. Even working her three jobs, she and her partner still owe $45,000 in credit card debt because of their childcare costs. According to a new study, a two-child family would need to earn $400,000 to make childcare affordable, defined as 7% of income by the U.S. Department of Health and Human Services, an unreachable sum for most families including Katy and her partner.

The reason for the high cost of childcare in the U.S. is primarily due to the fact that early childhood education is not considered a public good. Therefore, with little to no public investment in childcare for everyone, early educators are often entirely reliant upon parents’ private tuition payments to operate their programs. Despite high tuition rates, Wisconsin providers earn, on average, $13.55 per hour, compared to the average hourly wage of $28.44 for Wisconsin workers, with family childcare providers earning $7.46 per hour. 

This changed during the COVID-19 pandemic when the federal government recognized childcare as essential and distributed funds to states to stabilize the childcare workforce. In Wisconsin, $20 million per month was distributed to approximately 5,000 licensed providers, assisting in the retention of 72,000 professionals, and supporting care for over 417,000 children throughout the state through a program called Child Care Counts. While recent research shows that this program was highly effective, the majority of Republican legislators rejected continued funding for the program. Additionally, even though the 2025-2027 budget for the first time included state funds for childcare, that funding ends in June 2026, leaving providers once again on their own to figure out how to continue, or in many cases simply to close their programs. 

Katy also experienced complications during pregnancy and her maternity leave. During her first pregnancy she developed pre-eclampsia and had to be hospitalized and induced. After just three months of maternity leave at partial pay, she said, “It was the hardest day of my life to go back to work. What I needed was 12 months to heal and bond with my baby.” Nonetheless, she felt fortunate that she had childcare in place, had kept her job, and therefore had health insurance to pay all of her medical bills. 

When Katy returned to work, she went to her infant’s child care program every day to breastfeed her baby on her lunch break, to bond with her baby and also because she wasn’t able to pump enough milk to last through the day. When she tried pumping at work, she felt like her male supervisor was always “breathing down my neck,” and pumping twice a day felt like she was “pushing it.” Not long after, her supervisor gave her a performance improvement plan (PIP) for taking time out to pump breast milk.

With her second child, in a new position, Katy developed pre-eclampsia again, and had to be induced, but at this employer, she felt the pressure to quit working more intensely. After she repeatedly brought up the topic of maternity leave with her male supervisor, the company finally agreed to give her three months of unpaid leave. She made a plea for partial pay during her leave, only to be informed by her supervisor that the company would indeed adopt a partially paid maternity leave, but not until after her maternity leave was over. He also told her that she was the first employee he had who was pregnant and required maternity leave. 

The U.S. is the only wealthy nation on Earth that lacks federally mandated, paid maternity leave, even though about three-quarters of mothers are employed. As of January 2026, only 14 states and the District of Columbia had a mandated, paid maternity leave of eight to 12 weeks. Wisconsin does not have mandated, paid maternity leave. 

Katy’s  experiences ultimately drove her to take a leadership position in the Mother Forward chapter in Wisconsin to push for better policies so that mothers are set up for success.

It’s different in Denmark

When Manal Stulgaitis, an American, moved to Denmark to work for the United Nations, she had no idea how the early childhood education system worked. She visited the country  ahead of her family before the move to check out childcare programs. One morning, when she was out for a jog, she stumbled across an enchanting scene. Peering through a tall fence surrounding a huge residential house, she saw children in snowsuits playing on climbing equipment built into the trees and sitting under a structure whittling sticks around a fire. Teachers stood nearby, observing and supporting the children in their explorations. Manal decided to visit the place right away. She found the administrator and teachers welcoming and they quickly determined that they had space, so she was able to enroll her 3-year-old without delay. The center was part of the public early childhood education system, and she remembers it cost approximately $400 per month, and “was absolutely zero stress.” Meanwhile, her 6-year-old attended public school. 

Manal, 51, whose children are now 10 and 13 years old, like all parents in Denmark, was  entitled to a guaranteed childcare slot regardless of income or geographic location. Indeed, Danish law mandates this and ensures that parents pay no more than 25% of the cost of childcare, unless a family’s income is below a certain threshold, in which case it is free. 

As for maternity leave, although it did not apply to Manal since her children were older, the standard in Denmark is a paid shared parental leave that begins four weeks before a mother gives birth and continues for 24 weeks post birth. Another parent can share up to 10 weeks of the leave, and there is additional flexibility depending on the circumstances for a total of 52 weeks. Recent research shows that Denmark’s childcare and paid parental leave policies combined erase 80% of what’s called “the motherhood penalty” for working mothers, allowing them to pursue their careers and passions. This is certainly the case for Manal, who said, “I don’t think there are words to describe how it impacts you individually or how it impacts our family. To have the essentials like healthcare and childcare and education taken care of by the state – both financially and in terms of the regulatory aspects — gives every single Danish person a huge measure of confidence. We were so lucky to experience that system, which serves children and their parents so well.” 

Policymakers in the U.S. have chosen a hands-off approach to childcare and maternity leave. This has had the effect of normalizing the suffering new mothers and parents experience, pressures mothers to leave the workforce, stalls their careers, and loads parents with debt. Denmark, on the other hand, has chosen to promote equality for mothers by mandating and investing in both paid parental leave and childcare. For Manal, the impact of having her daughter welcomed and supported in a high-quality early childhood education system was “a lifesaver.” She could be a  mother and have a high-powered career that demanded long days and frequent travel. Total confidence in her child’s program meant that she or her husband could “drop the kids off in the morning and not have a second thought about their safety or their wellbeing.” Having a high-quality system freed both her and her husband to focus fully on their work, without all the stress parents in the U.S. feel over their children’s well-being and the toll having a baby takes on their household  finances. Childcare advocates in the U.S. say policymakers here could choose policies that set mothers up for success, rather than test their grit, tolerance for debt, and willingness to endure the pain of worrying whether their children are getting good care. 

Across the country, citizens demanding universal child care in their own  communities are joining the thousands of mothers, child care providers, and advocates gathering on Monday, May 11, 2026 for the 5th annual Day Without Child Care.

Support for this reporting came from the Better Life Lab at New America.

The publisher of the Cap Times said Thursday that the news organization’s management will voluntarily recognize the eight-member newsroom staff’s union. 

The employees formally announced their union campaign in a meeting with Publisher Paul Fanlund and other Cap Times managers a week ago. They have affiliated with the NewsGuild-CWA, which also represents employees at Wisconsin Watch and at the Milwaukee Journal Sentinel. 

“The Capital Times Co. has decided to voluntarily recognize the labor union being formed by Capital Times reporters and we hope to work towards an amicable outcome,” Fanlund said in a statement Thursday. “In the meantime, we will continue the excellent reporting and opinion journalism that the community has come to depend upon.”

The Capital Times newspaper was founded in 1917 by William T. Evjue and throughout its history has been known in Madison as a staunch voice for liberal and progressive values, including its support for labor unions.

Since 2008, what was once a daily evening newspaper has published online with a weekly print tabloid edition. While retaining its original name as a business entity, the newspaper adopted its longstanding nickname among readers as its moniker.

In making their case for a union, the employees primarily focused on the paper’s progressive heritage as well as their interest in greater involvement in its operation.

“I’m proud of all the work we put into forming a union,” said Erin Gretzinger, the K-12 reporter at the Cap Times. “Management’s decision to voluntarily recognize us aligns with the Cap Times’ longstanding values, and it is reflective of our value to the newsroom and the broader Madison community. I look forward to the next steps in this process and working collaboratively to ensure a strong future for our newsroom.”

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Wisconsin regulators on Thursday approved a one-off contract between Alliant Energy and the Meta subsidiary building a data center campus in Beaver Dam, but with a major caveat: Alliant must return with a standardized plan to power future data centers — and shield other customers from resulting costs.

The agreement bears little resemblance to the model We Energies proposed for its hyperscale data center customers in Mount Pleasant and Port Washington. That model covers all future We Energies data center customers and was approved last month with major modifications by the three-member Wisconsin Public Service Commission (PSC).

Both the PSC and ratepayer advocates expressed reservations about allowing Alliant to proceed without a standardized payment structure for data center customers. Negotiating contracts one-by-one, Commission Chair Summer Strand argued, would undermine the public’s interest in transparency and consistency.

Strand and fellow commissioners Kristy Nieto and Marcus Hawkins approved a modified version of the agreement, acknowledging that the Beaver Dam campus will open in 2027 with or without a tailored contract with Alliant. Sending the utility back to the drawing board for another year, they reasoned, could expose other customers to greater financial risk. The commissioners directed Alliant to propose a standardized payment structure for large data center customers similar to the We Energies arrangement approved last month.

Wisconsin Power and Light, an Alliant subsidiary, filed its case with the PSC last spring, months before Meta joined state and local officials in announcig its Beaver Dam data center campus.

The Beaver Dam facility, the first of its kind in Alliant’s Wisconsin service territory, is smaller than the soon-to-open Microsoft and Vantage data centers. Meta projects the facility will use 220 megawatts at peak, less than half the projected use of the Mount Pleasant and Port Washington campuses. But even that comparatively modest demand would be six to eight times the current peak for all of Beaver Dam.

In testimony to the PSC in November, Rebecca Valcq, Alliant’s assistant vice president for regulatory affairs and data center services, said the Beaver Dam campus would benefit other customers by “making more efficient use of existing infrastructure” and “spreading fixed costs” across a larger base. She also urged commissioners to consider the data center’s projected $2.1 million in annual local, state and federal tax revenue, among other economic benefits.

Alliant is a founding member of the Wisconsin Data Center Coalition, which promotes the state as a destination for data center developers.

Unlike We Energies, Alliant says it does not expect to immediately build new power plants to serve the Beaver Dam campus. Instead, Meta would purchase electricity from the same generators as the rest of Alliant’s customers. Hawkins noted on Thursday that even if the new data center doesn’t immediately require new generators, it might change the retirement timelines for Alliant’s existing power plants.

Contract negotiated in secret

The utility negotiated its contract with Meta behind closed doors. When it approached the PSC, it asked for approval without changes and requested extensive redactions, hiding many contract terms from the public. Alliant argued that the contract’s specific terms, and the surrounding secrecy, were needed to “attract and accommodate” Meta — and to compete with other states or utility territories courting data center development.

The redactions spurred pushback from ratepayer advocates and the PSC itself, which made more details of the contract available as the case progressed. In Thursday’s hearing, Strand drew parallels with the nondisclosure agreements some data center developers seek from local governments in Wisconsin, including Meta in Beaver Dam, which Wisconsin Watch first reported on in January.

“For some of these new private sector, big tech data center customers that are used to operating confidentially, coming into our state or coming into this process might be a shock to the system,” Strand said. “There is still this black-box approach that includes nondisclosure agreements, heavily redacted filings, corporate pseudonyms and negotiations shrouded in secrecy… This lack of transparency is hurting, not helping.”

The nonprofit law center Midwest Environmental Advocates in December sued the PSC to obtain unredacted documents from the Alliant case. That lawsuit is ongoing.

PSC adds protections, warns of gaps

Alliant proposed some protections for itself and non-data center customers. It set a floor for Alliant’s revenues from Meta, protecting the utility in a scenario in which the data center uses less electricity than initially anticipated.

That minimum covers the cost of building transmission lines to serve the data center. The American Transmission Company, the largest transmission operator in Wisconsin, is currently building a $200 million line to plug in the Beaver Dam campus.

Alliant also proposed requiring Meta to reimburse the utility for the costs of transmission infrastructure if the tech giant backs out of the Beaver Dam project before the new line is complete — and requiring Meta to put up collateral in case its credit rating falls.

The PSC agreed with those terms and added further protections, including requiring Alliant to regularly report on the costs of serving the Beaver Dam campus and leaving the door open for the commission to adjust the cost-sharing to shield other customers from unanticipated expenses.

Commissioners identified some ratepayer protections beyond what it has authority to require. The transmission buildout needed to serve data centers is largely outside of PSC jurisdiction. Much of that authority instead rests with the Federal Energy Regulatory Commission (FERC), which oversees transmission utilities nationwide, and the Midcontinent Independent Systems Operator (MISO), a nonprofit that manages much of the Midwest’s electrical grid.

MISO awarded the transmission line project that will serve the Beaver Dam data center to ATC, which spreads construction costs across all its Wisconsin customers, most of whom are outside Alliant’s territory. While Alliant’s new contract requires Meta to pay a minimum transmission fee to shield other Alliant customers from unexpected costs, those protections don’t extend to customers of other utilities using ATC’s transmission lines.

Alliant’s customers will also pick up “tens of millions of dollars” in transmission costs tied to data centers in other Wisconsin electrical utility territories, Hawkins said. “Whether or not that is appropriate — or something that we are being open-eyed about — is a concern of mine,” he added.

Commissioners on Thursday urged Alliant to begin discussions with ATC on a fairer method for distributing costs — one of the few options within commission authority.

The commission directed Alliant to produce a standardized plan before making agreements with new data center customers.

The PSC is aware that more data centers could come to Alliant’s turf.

“Evidence indicates there are 12 other potential data centers in this utility’s territory that are potentially in the works,” Nieto said. Given that future, she added, Alliant must “establish clear rates, terms and protections and provide transparency, regulatory clarity and public accountability as required when serving loads capable of reshaping a utility’s entire system.”

Ratepayer groups say PSC sent clear message

Ratepayer advocates welcomed Thursday’s decision while emphasizing the importance of the directive to outline a standardized payment structure for future data centers.

“While the PSC approved Alliant’s contract, with modifications, for Meta’s Beaver Dam data
center, the Commissioners recognized that continued one-off, bilateral contract
negotiations are not sufficiently protective of Wisconsin families and small businesses,” Brett Korte, a staff attorney with Clean Wisconsin, said in a press release.

“Today’s PSC decision requiring Alliant to develop a tariff for future data centers will result in a consistent, transparent framework that helps protect the public interest.”

Wisconsin Citizens Utility Board Executive Director Tom Content echoed commissioners’ hopes that Alliant and other electrical utilities will reach an agreement with ATC to protect non-data center customers from transmission-related cost shifts.

“We’re calling on ATC to protect customers across Wisconsin and Michigan to make sure people who aren’t even (customers of) these utilities aren’t on the hook,” he told Wisconsin Watch.

Alliant raised no immediate objections to the PSC’s changes.

“Protecting our customers while allowing communities to grow is central to our commitment at Alliant Energy, and that’s exactly what this contract is designed to do,” a spokesperson wrote in a statement on Thursday afternoon. “It maintains reliability, supports meaningful local economic benefits, and delivers benefits that help keep rates stable for all customers.”

In a quarterly earnings call last week, the company announced plans for a 370-megawatt electric service agreement with a data center customer in Iowa. Unlike Wisconsin’s PSC, Iowa’s utility regulator has been more open to one-off contracts between utilities and data centers.

By removing that option for Alliant’s future arrangements with data center customers, Content said, the PSC’s latest ruling could set a new standard for other utilities in the state.

“They’re sending a message,” he added. “None of this individual contract stuff.”

PSC approves Alliant-Meta data center power deal while criticizing ‘black box’ approach is a post from Wisconsin Watch, a non-profit investigative news site covering Wisconsin since 2009. Please consider making a contribution to support our journalism.

You may not know how to fix appliances, clothing or bikes yourself, or where to take them for repair. But communities around the state are stepping up to help with repair clubs, also known as fix-it clubs or repair cafes.

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IKEA plans to open a store in Madison this fall. It will be the Swedish retailer's second location in Wisconsin.

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Nearly 50 years after a strike that ended union representation at the Madison Capital Times, the newspaper’s eight newsroom employees announced last week they have joined a  union and are seeking a contract.

Ashley Rodriguez, a features writer and spokesperson for the union drive, said in an interview that the staffers have asked Publisher and President Paul Fanlund, Editor Mark Treinen and other newsroom managers to voluntarily recognize The NewsGuild-CWA as their union.

“We were received very professionally and cordially,” Rodriguez said.

Asked Tuesday about his response to the union petition, Fanlund said in an email message, “No comment at this time. Will let you know when we have something to say.”

Rodriguez said the union organizing campaign wasn’t in reaction to any particular developments at the newspaper.

“This isn’t about one thing, this isn’t about one person. This is about exercising our rights and knowing that we’re stronger together,” she said.

Since its conversion in 2008 from a daily evening paper to a digital outlet with a weekly free tabloid edition, the Capital Times now has formally adopted its longstanding nickname, the Cap Times.

Rodriguez said the union effort was in keeping with the news organization’s heritage as a champion of progressive values in Madison since the Capital Times was founded in 1917 by William T. Evjue, a former managing editor and business manager for the Wisconsin State Journal.

“He was angered by the State Journal’s editorials attacking Robert M. ‘Fighting Bob’ LaFollette, who he considered a hero,” states a history the Capital Times posted that was archived in 2007.

“The history of the Cap Times is to be a progressive voice — the voice of Madison, representing the voices of people who aren’t heard,” said Rodriguez. On its editorial pages, the paper has been a strong supporter of labor unions.

“I think this has been like a desire to embody how we see our role as reporters within our own system,” she said. “If we’re going to embody the mission of William Evjue, championing people’s rights and being the voice of the community, that has to exist internally as well.”

Rodriguez joined the staff in January 2025, but she said reporters had been interested in joining a union for years before she arrived, and helped produce the energy that led her and her colleagues to formally organize in the last year. Staff support for the union has been unanimous, she said.

“For us just the biggest thing is that local journalism is so vital to a healthy democracy and strong communities and the reporters that deliver that news just want to live in their communities and feel like their work is being valued as well,” Rodriguez said.

Since the 1940s, the Capital Times and the Wisconsin State Journal have shared business operations, forming a partnership, Madison Newspapers Inc., which owned the presses and conducted other business operations for both papers.

In 1977, MNI installed new printing technology, laying off typesetting employees and cutting wages of the remaining printing staff. The printing unions struck, joined by the newsroom unions of both newspapers.

The striking employees put out an independent paper, first weekly and later daily, the Madison Press Connection, which lasted until 1980, and the strike was settled in 1982 with a $1.5 million payment to the strikers. The unions were all decertified.

Editorially, the Capital Times “had always supported the labor movement,” said Phil Haslanger, one of the reporters who joined the strike. Up to that point, when the Newspaper Guild represented newsroom employees, “there had always been spirited negotiations between the Guild and, at that time, William Evjue, but they found a way to make it work.”

That made the dispute especially controversial. “Here you had a paper that was progressive, liberal, involved in this very complicated labor situation,” Haslanger said.

Haslanger was one of five employees who went back to the paper as part of the settlement agreement. Under the editor, Elliott Maraniss, “There was a real effort on the part of the Cap Times at the end of the strike to gracefully reintegrate those of us who had been in the strike,” he said.

In 2008, the Capital Times went from being a daily evening paper to a primarily online outlet, first with two free weekly tabloid editions, later reduced to one.

The union campaign also echoes the success of campaigns that have led to unions at several digital news organizations, including Wisconsin Watch and ProPublica. 

Both the Cap Times and the State Journal work out of the same building on Madison’s Southwest Side. Rodriguez said the unionizing effort involves only the staff of the Cap Times, owned by the Evjue Foundation, and not the employees of the State Journal, which is part of Lee Enterprises.

“We hope that management voluntarily recognizes us,” she said. “We think that recognizing the union would be in line with carrying out the values of the Cap Times.”

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• Fidelity bonds protect businesses if an employee steals or commits fraud. 

• The state issues the bonds, and research shows they’re one of the most effective ways to persuade employers to hire people with criminal records.  

• But Wisconsin issues few fidelity bonds. 

• Experts are divided on the issue, with some saying the free insurance can’t hurt and might help. 

• Others say it doesn’t address all the concerns employers have or educate them about the benefits of giving people with criminal records a second chance.

For every 10 people released from Wisconsin’s prisons, just seven find jobs within two years — even as the state’s ongoing worker shortage leaves many employers scrambling to find the help they need. 

The struggle isn’t unique to Wisconsin. Formerly incarcerated people nationwide are far more likely to be unemployed than the general population. One reason: Though people with criminal records often outperform their colleagues, many employers worry they’ll be unreliable or even dangerous. 

That’s why, 60 years ago, the U.S. government began insuring employers against that risk, for free. 

The Federal Bonding Program, established in 1966, offers “fidelity bonds” to reimburse businesses for losses if the covered employee steals or commits fraud. 

Recent research suggests these bonds are one of the most effective ways the government can persuade employers to give jobs to people with criminal records. Those jobs have ripple effects.  Families become more financially stable, communities become safer — as people with jobs are less likely to commit new crimes — and taxpayers save money as fewer people return to prison.  

So why aren’t Wisconsin employers requesting these bonds? While some states issued hundreds last year, Wisconsin issued just three — even though an estimated 1.4 million Wisconsinites have a criminal record. 

Demand in the state is so low that when the federal government in 2019 offered Wisconsin $100,000 to spend on bonds, workforce officials used just $15,000.

To figure out what’s going on, Wisconsin Watch spoke to economists, insurance experts, criminologists and workforce development officials, who ranged from enthusiastic to cynical about bonding. 

Some said the coverage limits may be too low to address employers’ worries, or that bonds don’t help when employers are worried about safety or a bad work ethic. Some said employers overestimate the risk of hiring people with criminal records and that education — not insurance — is the solution. But most said offering this free insurance can’t hurt and might help. 

In a worker-strapped state, is this insurance program a little-known lifeline or an irrelevant relic? 

Bonding basics

Imagine you’re a hiring manager who wants to offer a job to an applicant with a criminal record. If you’re in the same boat as many businesses, your commercial insurance may not cover any theft or other act of dishonesty if the employee in question has a criminal record. 

To fill that insurance gap, you contact your state’s bonding coordinator to apply for a six-month, no-deductible fidelity bond that will reimburse you for up to $5,000 in losses. In special circumstances, you can apply for additional coverage of up to $25,000. The state handles the paperwork and the $100 cost. 

The program boasts a claim rate of just 1%, meaning businesses in the program seldom report losses. At the end of the six months, you may now be satisfied that your new employee is trustworthy — or you can buy additional coverage. 

In Wisconsin, these bonds are the only incentive available to encourage what’s often called “second chance” or “fair chance” hiring.

“It is a unique tool to help a job applicant get and keep a job,” the state’s Department of Workforce Development says on its bonding webpage. “It is like a ‘guarantee’ to the employer that the person hired will be an honest worker.” 

The same bonds are also available to other job applicants whose background could make it hard to get or keep a job. That includes people in treatment or recovery for alcohol or drug addictions and people with little or no work history. 

In practice, the program is almost exclusively used for people with criminal records, according to program administrator Kevin Kulling. 

Wisconsin focuses much of its outreach effort on prisons, making sure people know how to take advantage of the program when they get out. The stakes are high: Of those released in 2023, nearly 1 in 3 were rearrested within a year and 1 in 8 ended up back behind bars. 

Recent research backs bonds 

Governments have tried a variety of ways to persuade employers to hire people with criminal records. 

Nationally, there’s the $2-billion-a-year federal Work Opportunity Tax Credit, which rewards employers for hiring people with felony convictions. But new research finds the tax credit doesn’t increase pay or hiring for the workers it’s designed to help. It expired in December but could be reinstated.

Meanwhile, a growing number of states have tried to boost job seekers by barring employers from asking about criminal records on job applications. In about a dozen states, public and private employers are subject to such “ban-the-box” measures. 

Evidence is mixed. Several studies find these laws reduce hiring for Black and Hispanic men, suggesting that when employers can’t check an applicant’s criminal record, they instead make assumptions based on demographics.

Enter the bond, a policy that predates the others by decades. In 1975, the U.S. Department of Labor commissioned a study of the then-new program. Participating workers reported major salary increases after joining the program, and a majority held on to their bonded job longer than one year. 

New evidence supports the program. In a 2023 article, researchers from the National Bureau of Economic Research teamed up with an online hiring platform to survey businesses. The platform asked users about their willingness to hire people with criminal records and how that might change if the platform offered wage subsidies or insurance coverage. 

Researchers found employer willingness to hire someone with a criminal record rose 12% when offered up to $5,000 in crime and safety insurance. It would take an 80% wage subsidy to get the same result. 

Mitchell Hoffman, an economics professor at the University of California-Santa Barbara, co-authored that study. He said policymakers have often tried to solve these hiring challenges by trying to change the workers, like with training or therapy. This research suggests it’s possible to change employers’ behavior, too.

That matters, he said, because employers hold the cards. “If firms don’t want to employ people with a record, then it’s hard to move them to employment and to good jobs,” Hoffman said.

The findings are welcome news to Jen Doleac, executive vice president of criminal justice at the philanthropy Arnold Ventures and author of the book “The Science of Second Chances: A Revolution in Criminal Justice.” Doleac, who researches crime and discrimination, was surprised when she first learned about the Federal Bonding Program.

“It’s such a smart idea. Employers say they’re worried about the risk of hiring someone with a record. How do we deal with risk? We provide insurance,” Doleac said. A critic of the Work Opportunity Tax Credit, she said the new research shows why bonds are a better bet. 

“Insurance just moved the needle more, and much more dollar for dollar,” Doleac said.   

Experts divided

Even in states issuing hundreds of bonds a year, that’s just a fraction of those released from prison annually, and a smaller share of all people with criminal convictions. 

“The total number of firms nationally that were involved, it seemed like a very small number,” Hoffman said. “There's interesting variation across states, but overall, just not that much usage.”

Just 27 Wisconsin employers participated in the program in the last five years, according to federal records obtained by Wisconsin Watch. Those businesses range from national retailers like Dollar Tree to smaller agricultural businesses like Rine Ridge Farms. 

Why haven’t bonds proven more popular? Wisconsin Watch asked more than a dozen Wisconsin businesses and industry groups about their experience with the Federal Bonding Program. Just one responded, and none agreed to answer questions. 

Hoffman thinks maybe employers just aren’t that worried, or that the risk they’re worried about isn’t covered by the bonds. They may worry the applicant will be unreliable or even dangerous, despite evidence to the contrary. In a 2021 survey by the Society for Human Resource Management, more than 80% of business leaders said second-chance hires perform the same as or better than other employees. 

“If someone does something bad to a customer,” Hoffman said, that customer might sue, or customers might take their business elsewhere. Bonds don’t cover that risk. “That is very difficult to quantify. What is the cost of that sort of event?”

Another possibility, Doleac said, is that employers don’t know about the bonds. Some states may be doing more to get the word out than others, but marketing costs money that state workforce departments may not have.

The more likely explanation, she said, is that the process is too cumbersome for employers who are used to buying insurance that covers all their employees. Although job applicants and employers do not have to complete any paperwork to get a bond, employers still need to keep track of the policies that were issued to a specific employee. 

“It’s just too inconvenient and too much paperwork to keep track of,” Doleac said. She and her colleagues are exploring whether standard policies could include riders covering these workers, without a separate process or schedule. 

Meanwhile, some advocates for formerly incarcerated people worry that the bonds can backfire, making employers worry even more. 

Craig Coleman, a case manager for Forward Service Corporation, helps formerly incarcerated Wisconsinites get trained and find work. He doubts bonds will help them. 

“You’re saying to your employer, ‘If I steal from you, then you'll be reimbursed,’” Coleman said. “I’m not an HR person, but if I had someone come in with an insurance policy saying, ‘If I steal from you,’ that’s the end of the conversation. I'm not hiring you.”

Genevieve Martin of Talent Nova agrees. Before starting a website designed to help formerly incarcerated people prepare for the workforce, she worked at Dave’s Killer Bread, which built its brand on hiring people with criminal records. 

There, she trained more than 50 other companies on “fair-chance hiring,” teaching them that hiring people with criminal records isn’t risky. Talking about extra insurance policies undermines that message, she said.

“Rather than hiring the person because they’re the best person for the job, but they happen to have a record. Now we’re trying to say, ‘Here’s an insurance policy. Please do it,’” Martin said. 

The fact that Wisconsin employers seldom use fidelity bonds might even be a good sign. The state has unusually strong organizations that prepare applicants for work and match them with employers, said Josh Morby, who represents such groups as spokesperson for the Wisconsin Workforce Hub. If those organizations are doing their jobs well, employers will trust their participants — no insurance policy necessary. 

“Wisconsin employers are looking for candidates who are screened, prepared and supported so hiring justice-impacted talent becomes a reliable workforce solution, not a risk,” Morby said in an email.

Wisconsin bond use lags 

The bonding program’s popularity varies among states, according to data Wisconsin Watch obtained from the U.S. Department of Labor’s Employment and Training Administration. In 2025, New Jersey issued 277 bonds, and Washington, D.C., issued 192. 

Meanwhile, 12 states didn’t issue any in 2025. 

Wisconsin Watch requested interviews with workforce officials in New Jersey, Tennessee, Washington, D.C., and West Virginia to learn why employers there are using more bonds. None responded. A U.S. Department of Labor spokesperson also declined an interview. 

One possible explanation for the higher numbers is that those states have higher unemployment rates. But Wisconsin’s unemployment rate was at a historic low in 2018, when the state issued 27 bonds, more than 12 times as many as it did in 2025. 

In 2019, Wisconsin workforce officials requested the maximum $100,000 federal grant to buy more bonds. They said they planned to buy 1,000 bonds over four years, plus more with other funds. They estimated more than 5,500 Wisconsinites with criminal records were eligible. The bonds, they said, would help break “the cycle of recidivism.”

But the COVID-19 pandemic — which shuttered businesses and locked down prisons — derailed the state’s plans. 

“With the unemployment rate at an increased rate in Wisconsin, many recruitment efforts for employers to use Fidelity Bonds (have) slowed,” officials wrote in each quarterly grant report from April 2020 to February 2021.

When the grant period ended in 2023, Wisconsin had issued just 59 bonds. Officials wrote that, despite their outreach efforts, their bond numbers were “extremely low.”

The bond’s popularity has since further waned. In each of the last two years, Wisconsin issued no more than three bonds. Department spokesperson Haley McCoy attributed that to the state’s tight labor market. 

“Given the strong demand to fill vacant positions, employers have not needed the added incentive of fidelity bonds to hire justice-involved employees during this historically strong economic period,” McCoy wrote in an email to Wisconsin Watch.

Asked whether the Department of Workforce Development plans to make any changes to Wisconsin’s bonding program, McCoy said the bonds are “just one tool in the toolbox that can help a job seeker secure a job.” 

“We’ll continue to work with our partners to provide opportunities and prepare job seekers and workers for their next opportunity in Wisconsin,” McCoy wrote.

From a job market ‘hidden force’ to a lever against bias

Meanwhile, Arnold Ventures researchers are trying to figure out how to get more businesses across the country to use federal fidelity bonds or something similar. 

Criminal justice director Carson Whitelemons has been studying ways to improve the federal program. But she said just trying to understand how bonding works and how it fits with existing business policies can be “incredibly difficult.”

“Even for business owners who are trying to ask their insurers what is covered and what is not covered, it's not always clear, and often that realm of uncertainty, I think, is what makes employers cautious,” Whitelemons said.

But it’s not just about bonding. The work is part of a new effort she’s organizing with experts from a variety of fields, trying to understand the biases that can keep people from getting all kinds of coverage and how to fix them.  

“(Insurance) is such a powerful lever in terms of what people feel safe or empowered to do, what they feel protected from. This has come up again and again in terms of different issues in the United States, in home ownership and redlining — insurance is often this hidden force, especially in areas where there is stigma or discrimination.”

Hoffman, the HR economist, said if more employers use bonds, that could help dispel misconceptions about people with records. 

“Employers … think they’re less productive than they actually are,” Hoffman said. That’s not the problem bonds are designed to solve, but if bonding gets more employers to hire these applicants, the experience may change how they view similar applicants in the future, he said. 

Meanwhile, officials from Wisconsin’s Department of Corrections will continue teaching prisoners about these seldom-used bonds and encouraging them to pitch the opportunity to their potential future bosses — for better or worse.  

Hongyu Liu is a data investigative reporter for Wisconsin Watch. Email him at hliu@wisconsinwatch.org. 

Natalie Yahr reports on pathways to success statewide for Wisconsin Watch, working in partnership with Open Campus. Email her at nyahr@wisconsinwatch.org.

‘Second chance’ bonds show promise. Few Wisconsin businesses use them is a post from Wisconsin Watch, a non-profit investigative news site covering Wisconsin since 2009. Please consider making a contribution to support our journalism.

Prices at the pump have everyone feeling uneasy, but the anxiety is 738 times worse in the Chequamegon School District. That’s how many square miles the district’s school buses cover every day.

The post Rising fuel costs slamming already cash-strapped Wisconsin school districts appeared first on WPR.

Wisconsin is now home to the longest-operating Chinese restaurant in the country. Owner Tom Fong says the key to keeping the 104-year-old enterprise going has been community support and his mom’s and his wife’s love of the business.

The post Janesville’s Cozy Inn becomes America’s longest-operating Chinese restaurant appeared first on WPR.

LAS VEGAS, Nev. — Now in its seventh year, the State of Sustainable Fleets 2026 Market Brief, released today, delivers a comprehensive, technology-neutral assessment of an industry building resilience through powertrain and fuel diversification amid an extended period of uncertainty. The Market Brief was unveiled at ACT Expo in Las Vegas, Nevada — North America’s largest fleet technology conference and expo, now in its 16th year. It was authored by TRC Companies, a WSP member company and leading construction, engineering, and consulting firm.

The Market Brief arrives as commercial fleets face a convergence of pressures that industry analysts are calling the most complex operating environment in modern trucking history. A prolonged freight recession now in its third consecutive year has been compounded by sweeping federal policy reversals, tariff-driven cost increases of up to $35,000 per new truck, and geopolitical volatility affecting global supply chains and energy markets. The rollback of federal greenhouse gas (GHG) vehicle standards, the expiration of zero-emission vehicle (ZEV) tax credits worth up to $40,000 per eligible medium- and heavy-duty (MD/HD) vehicle, the cancellation of federal clean transportation funding, and the nullification of California’s clean truck regulations have restructured the policy landscape from a federally driven system to a decentralized patchwork of state policies and market-driven factors.

Yet across all this disruption, the data reveals a picture of an industry in structural adaptation rather than retreat. TRC estimates that more than $5 billion in state, local, and utility program funding remains available annually through 2028 supporting clean fleet investment. Fleet technology markets are maturing across nearly every fuel and drivetrain type. Artificial intelligence has moved from pilot projects to mainstream fleet operations. And the central strategic finding of this year’s Market Brief is clear: fleets managing total cost of ownership (TCO) across a portfolio of powertrain technologies  rather than concentrating on a single solution or waiting out the uncertainty are demonstrating measurably greater resilience. In a freight economy where external shocks can rapidly change the economics of any single technology, including conventional diesel, powertrain diversification has become both a financial strategy and a risk management imperative.

Penske Transportation Solutions and Volvo Trucks North America serve as title sponsors of the 2026 State of Sustainable Fleets Market Brief. Exelon Companies and S&P Global Mobility serve as supporting sponsors. Each sponsor contributes expertise and data that enhances credibility of the findings.

The 2026 Market Brief identifies key findings shaping the sustainable fleets landscape:

Artificial Intelligence and Autonomous Trucking: From Pilot Projects to Commercial Operations

AI-powered fleet management has moved from experimentation to mainstream operations: approximately half of fleets in the annual survey report using AI for route optimization, dispatching, predictive maintenance, and maintenance diagnostics with users reporting measurable cost savings, greater vehicle uptime, and improved fleet utilization.

Fleet AI adoption is expected to accelerate rapidly: survey respondents project that 35% of their fleets will be AI-enabled by 2027, nearly doubling from an estimated 20% across the fleet in 2025. Among respondents, 49% reported that none of their fleet had been AI-enabled as of 2025, signaling a significant near-term adoption runway.

Autonomous freight is advancing from Sun Belt pilots to commercial-scale operations: driverless light-duty vehicles have logged millions of miles, and HD autonomous trucks entered commercial freight service in 2025. Broader heavy-duty rollouts across more routes and regions are expected by end of 2026.

Policy and Funding: Federal Cuts Reshape the Landscape; States, Markets, and New Biofuel Mandates Take the Lead

Federal clean transportation funding has been substantially reduced: zero-emission tax credits of up to $40,000 for eligible MD/HD vehicles expired; DOE’s Vehicle Technologies Office budget was cut approximately 90%; $2.2 billion in hydrogen R&D funding was rescinded, including so-called “Hydrogen Hubs”; and the DOT’s National Electric Vehicle Infrastructure (NEVI) program was suspended for six months.

Despite federal cuts, available funding for clean fleet projects remains well above pre-2022 levels: more than $5 billion in state, local, and utility programs is estimated annually through 2028. California maintained over $1 billion in active grant funding for on-road trucks and buses in 2025. Low-carbon fuel standards (LCFS) in California, Oregon, Washington, and New Mexico continue generating meaningful revenue streams supporting multiple clean technology pathways.

The EPA finalized record-high Renewable Fuel Standard (RFS) volume obligations for 2026 and 2027 in April 2026, requiring approximately a 60% increase in biodiesel and renewable diesel production and use compared to 2025 levels — a major structural tailwind for renewable fuel adoption. Regulatory responsibility for GHG and criteria pollutant standards is also increasingly shifting to the state level, though significant questions remain for fleets and their partners.

Diesel Vehicles: Efficiency Gains and Drop-In Renewable Fuels Displace Conventional Diesel at Scale

New Class 8 tractor registrations declined 16% in 2025 according to S&P Global Mobility data amid the prolonged freight recession, tariff-driven cost increases, and economic uncertainty. Fleets and OEMs have focused on diesel fuel efficiency: more than one-third of survey respondents reported using efficiency technologies, with leading heavy-duty adopters in the logistics sector achieving 8.5+ mpg and best-in-class operations demonstrating 11.5 mpg or higher.

Renewable diesel (RD) and biodiesel (BD) drop-in fuels that work in existing diesel engines and infrastructure are displacing conventional diesel at scale: the two fuels combined to replace 74% of conventional diesel used in California transportation in 2024 and 71% in the first three quarters of 2025. More than half of annual fleet survey respondents now report using RD or BD, with near-100% B99 biodiesel adoption expanding in 2025.

The EPA’s Clean Trucks Plan establishing MY 2027 NOx and particulate matter (PM) standards for MD/HD vehicles remains on track, with incremental per-vehicle costs expected to range from $8,000 to $18,000. Final warranty and useful-life provisions are still pending.

Natural Gas Vehicles: 15-Liter Engine Delivers Diesel-Equivalent Performance; RNG Enables Carbon-Negative Fleet Operations

The Cummins X15N 15-liter natural gas engine completed its first full year of commercial availability in 2025 and delivered diesel-equivalent performance, range, and payload capacity alongside compelling fuel cost savings. The U.S. leads the world in commercial use of compressed natural gas (CNG) and liquefied natural gas (LNG) for trucking — a competitive advantage built on years of fleet adoption and infrastructure investment that no other market has matched.

Total MD/HD natural gas vehicle (NGV) registrations fell 15% in 2025, driven in part by the freight recession and the fleet transition period as the market shifted to 15-liter platform deliveries. Straight trucks comprised 82% of 2025 NGV registrations, followed by transit buses (10%) and tractor trucks (7%) according to S&P Global Mobility data.

Renewable natural gas (RNG) sourced from organic waste enables carbon-negative fleet operations and continues to grow: RNG accounted for 97% of all natural gas fuel used in California transportation in 2025. Among NGV-using fleets in the survey, 65% report RNG use, which they estimate accounts for 78% of their total fueling volume.

Propane Vehicles: Cost Savings Drive Steady Growth; New Role as EV Charging Power Source Expands Market

The propane vehicle fleet grew 3.1% in 2025, with school bus and upfitter markets continuing as key adoption sectors. The fuel delivered operational cost savings for 39% of propane fleet operators compared to the vehicles they replaced, reinforcing propane’s role as a cost-effective, practical option in a diversified powertrain portfolio.

Renewable propane use surged: 32% of propane-using fleets reported using it in 2025, up from just 10% in 2023 — a nearly threefold increase that reflects fleet demand for low-carbon, drop-in fuel options requiring no vehicle modifications.

Propane is expanding into a new application as a power source for EV charging infrastructure, offering fleets an alternative to or temporary solution while awaiting utility grid connections with installation cost savings of up to 75% — a development that may accelerate BEV adoption in segments where grid access and utility timelines have been barriers to uptake at scale.

Battery-Electric Vehicles: MD Registrations Set Records as Cost Benefits Demonstrated; HD Vehicles Show Signs of 2026 Growth

MD/HD BEV registrations increased in 2025, led by pickup trucks and delivery vans that set a new record in the MD segment. Fleets operating MD BEVs and HD yard electric tractors reported total cost of ownership benefits compared to the vehicles they replaced, confirming that fleet electrification is delivering financial returns in duty cycles where range and infrastructure align.

Global market signals point to long-term BEV competitiveness in heavy-duty applications: BEVs now represent 22% of China’s HD truck market, and battery costs in that market have fallen to $90/kWh — a level widely cited as cost-competitive with conventional powertrains. Battery costs have fallen below $100/kWh in some markets, a leading indicator for future U.S. fleet economics.

Near-term U.S. growth faces headwinds from the expiration of EV tax credits and manufacturer production pivots. However, data from a California funding program and other signals show that Class 8 truck deployments should exceed the 1,000 annual deployments mark for the first time.

Hydrogen Vehicles: Funding Cuts Cloud Long-Term Outlook; Duty-Cycle Fit for Long-Haul and Heavy Payloads Remains Promising

The hydrogen vehicle sector faced its most challenging year in 2025: hydrogen fuel cell electric vehicle registrations dropped 12%, the cancellation of much of the Hydrogen Hub funding removed a critical development resource, and two prominent Class 8 FCEV manufacturers exited the market.

Despite these setbacks, Hyundai, Toyota, Honda, and Cummins continue advancing fuel cell modules and vehicle programs. Real-world fleet operations continue to confirm hydrogen’s operational fit for long-haul, heavy-payload duty cycles where truck weight and range constraints are most acute, with some deployments achieving 400+ miles per day with faster refueling times than EVs.

Long-term hydrogen sector viability for heavy-duty transportation is expected to depend on sustained federal investment in research, development, and fueling infrastructure that private capital alone will not provide at scale. Coordinated government investment remains the defining variable for hydrogen’s commercial future in freight.

“This year’s Market Brief accurately captures the continuing use of AI in fleet technology and how it allows for fleets to drive enhanced fleet and MPG performance and ultimately sustainability.”

— Paul Rosa, Senior Vice President Procurement and Fleet Planning, Penske Truck Leasing

“Volvo Trucks has been clear and consistent in our commitment towards zero emissions,” said Peter Voorhoeve, president, Volvo Trucks North America. “We continue to invest across a broad range of technologies because we believe meaningful progress requires more than a single solution. By investing in multiple solutions, we’re giving fleets the confidence that they can reduce emissions with the solution that makes the most sense for their business.”

— Peter Voorhoeve, president, Volvo Trucks North America

“In a very short time we’ve moved from ‘what’s the best AI-enabled drivetrain’ to ‘how do I utilize each where it works best’ to manage cost and uncertainty. Adoption of multiple advanced, clean technologies for medium- and heavy-duty fleets has emerged as the defining strategy instead of the retreat that many had predicted.”

— Nate Springer, Vice President, Market Development, TRC Companies

To access the full 2026 Market Brief and receive ongoing updates and analysis from State of Sustainable Fleets, visit www.StateofSustainableFleets.com.

About State of Sustainable Fleets
The State of Sustainable Fleets Market Brief is the foremost authority on sustainable technology adoption within America’s on-road fleets. This annual analysis compiles real-world data from early adopter fleets nationwide, offering sector-specific insights into the uptake of battery-electric vehicles, natural gas, propane, and hydrogen fuel cell electric vehicles, alongside renewable fuels, benchmarked against diesel and gasoline vehicles. The annual Market Brief provides essential data and analysis for year-round education on the rapidly developing market via regular webinars, Academy webinar series, fleet guides, and trend briefs. State of Sustainable Fleets is authored by the Clean Transportation Solutions group of TRC Companies.

About Penske Transportation Solutions
Penske Transportation Solutions is the universal brand for Penske Truck Leasing, Penske Logistics, Epes Transport Systems, Penske Vehicle Services, and related businesses. Our businesses provide innovative transportation, supply chain, and technology solutions to keep the world moving forward. Visit GoPenske.com to learn more.

About Volvo Trucks North America
Volvo Trucks North America, headquartered in Greensboro, North Carolina, is one of the leading heavy-duty truck manufacturers in North America. Its Uptime Services commitment is delivered by a network of nearly 400 authorized dealers across North America and the 24/7 Volvo Trucks Uptime Center. Every Volvo truck is assembled in the Volvo Trucks New River Valley manufacturing facility in Dublin, Virginia. Volvo Trucks North America provides complete transport solutions for its customers, offering a full range of diesel, alternative-fuel, and all-electric vehicles, and is part of the Volvo Trucks global organization.

About ACT Expo
ACT Expo is North America’s largest fleet technology conference and expo, bringing together more than 12,000 fleet operators, OEMs, shippers, technology providers, infrastructure developers, energy companies, and policymakers for four days of peer-to-peer education, real-world case studies, and direct

access to the solutions shaping the industry. Now in its 16th year, ACT Expo 2026 takes place May 4–7 at the Las Vegas Convention Center. The 2026 program expands on ACT Expo’s long-standing leadership in clean transportation with increased focus on the digital frontier, including AI, autonomy, connectivity, and software-defined vehicles. More than 500 exhibitors will showcase the advanced vehicles, charging and fueling solutions, equipment, software platforms, and digital tools redefining commercial transportation. For more information, visit www.actexpo.com.

The post State of Sustainable Fleets: As Freight Economy Recession Enters Third Year, Powertrain and Energy Diversification Defines Fleet Resilience Strategy appeared first on School Transportation News.

Wisconsin lost thousands of manufacturing jobs in 2025, driven in part by an aging workforce and hesitancy to expand hiring in an uncertain economy. 

The post Wisconsin lost thousands of manufacturing jobs in 2025 appeared first on WPR.

Hundreds of people marched in Milwaukee’s annual May Day protest on a chilly, cloudy Friday, joining thousands of other protests, walk-outs, and economic black-outs taking place nationwide. After first gathering outside of the offices of the immigrant rights group Voces de la Frontera on Mitchell Street, a crowd spanning multiple city blocks marched north towards the downtown Federal Building. 

The action aimed to draw attention to the contributions of working class people, including immigrants,  while condemning the policies of the Trump administration, and calling for the release of Wisconsinites who’ve been detained by Immigration and Customs Enforcement (ICE). 

“No hate, no fear, immigrants are welcome here,” the protesters chanted, marching down the roadway with traffic assistance from both their own volunteers and Milwaukee police officers. 

Marchers were greeted with a performance by a mariachi band playing  music as people cheered and danced. Christine Neumann-Ortiz, executive director of Voces de la Frontera, said that those at the protest were joining “over 3,000 actions across the country, and tens of thousands of people in more than 30 cities that are part of a national immigrant-rights network.” 

Backed by the occasional rhythms of parade drums and cheers Neumann-Ortiz declared, “We are May Day strong!” She said that those participating in May Day protests are “leading the way in the movement against authoritarianism, against white nationalism, against ICE gestapo terror.” She praised the immigrant workers who couldn’t be there, as well as the students who participated in the May Day protest. Neumann-Ortiz said that President Donald Trump and his allies “want us to believe that we are powerless, and we know that is a lie.”

People of all ages and ethnic backgrounds came from as far away as Racine and Green Bay to attend the Milwaukee protest. They carried signs calling for the abolition of ICE, an end to the war and humanitarian crisis in Gaza and occupation of Palestinian people, rolling back U.S. militarism, taxing billionaires, an end to local police cooperation with ICE, and generally denouncing Trump’s policies and character.

From the stage, speakers also demanded the reunification of immigrant families separated by ICE, investment in human needs, and the establishment of what Neumann-Ortiz called “a dignified immigration system with a path to citizenship for the undocumented,” as well as for recipients of Deferred Action for Childhood Arrivals (DACA), and people  fleeing danger in their home countries. 

She also called for lawmakers to support granting state driver’s licenses for immigrants and praised members of Congress who withheld funding from  the Department of Homeland Security as they sought accountability and standards for ICE officers. 

 

 

Speakers’ remarks in English were  translated to Spanish for the crowd. 

José Ramirez, president of the Milwaukee Chapter of the Labor Council for Latin American Advancement, said he is both the  son of immigrants and an immigrant himself. Ramirez and his sister were born in Mexico and came to the U.S. in the early 2000s. Both of his parents worked in the meat packing industry. When he grew older, Ramirez became a first-generation union member, and worked jobs in concrete and demolition. 

Ramirez asked the crowd to look around at the different colors, flags, signs, and people. “I like to believe that everybody here truly believes in the same thing,” despite their differences, Ramirez said. “That women’s rights are human rights. That gay rights are human rights. That workers’ rights and immigrant rights are human rights.” 

Ramirez stressed that the victories working-class people have achieved have not come because of the sympathy of career politicians, whether Democrat or Republican, but from the sacrifice of working-class people.

Kareem Sarsour, the son of Salah Sarsour —  the president of the Milwaukee Islamic Society who was arrested by ICE in late March — also addressed the crowd. While he was born and raised in Milwaukee, Kareem said that his father was an immigrant who’d grown up as a Palestinian boy in the Israeli-occupied West Bank. Sarsour was a legal permanent resident for over 30 years when ICE officers ambushed him at a property he owned. Sarsour’s family and supporters believe that he was targeted because of his longtime advocacy for Palestinian liberation, and for sharing his experiences while in Israeli custody. Sarsour is being held in an immigration detention facility in Indiana.

Kareem recalled that on March 30, his wife called him at work and told him  that his father “was abducted and nowhere to be found.” Kareem Sarsour said that “no family should get that call.” He said of Salah Sarsour and other people he called “heroes”  “we believe God is with them, and with our unity we’re able to take a stand and say enough is enough! In sha’ Allah — God willing — justice will prevail, our heroes will come back home, Palestine will be free, and our families will be reunited.”

Ingrid Walker Henry, President of the Milwaukee Teacher Education Association (MTEA), said, “ Everywhere we turn, our rights are under attack. Our neighbors are being terrorized by a hostile administration, they are using every trick in the fascist playbook.” Walker Henry called Sarsour a “pillar of our community,” and denounced his detention. “I have three words — and I’m going to want you to repeat them — free Salah now!” 

Walker Henry said that her union members are getting organized “because we know that no one is coming to save us, except us.” MTEA members established school defense teams to protect schools and families this school year, “because no family should have to choose between taking their children to school and risking their family’s safety,” she said. “Across this city, MTEA members are stepping up to protect our children from this administration.” 

Walker Henry said  actions like May Day teach the next generation how to fight back against oppression. “MTEA members will not rest until every student, every public school, and every family has what they need to thrive.”

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Wisconsin’s economic growth is continuing to slow down, with job numbers down from a year ago and unemployment up slightly, the state labor department reported Thursday.

“The Wisconsin labor market has cooled a bit along with the national economy,” said Scott Hodek, section chief in the office of economic advisors at the Wisconsin Department of Workforce Development. “But unemployment remains historically low.”

Jobs and employment data are collected through two separate surveys conducted by the federal government.

The number of jobs reported each month is projected based on a federal survey of employers’ payrolls. The number of people listed as employed or unemployed is projected based on a survey of U.S. households each month.

With the release of data for March on Thursday, Wisconsin now has the jobs and employment picture for the full first quarter of 2026. The release of January and February data was delayed until earlier in April while DWD adjusted its data calculations in comparison with unemployment insurance tax collections. That annual benchmarking process was delayed further due to the October 2025 federal government shutdown.

“Through 2025 and now into ‘26, we are seeing continued growth still, but it does seem to be decelerating some,” Hodek said.

The number of jobs reported each month is projected based on a federal survey of employers’ payrolls. The number of people listed as employed or unemployed is projected based on a survey of U.S. households each month.

The household survey results projected 109,500 people were unemployed in March, an increase of 2,200 from February  and an increase of 8,400 from March 2025. The unemployment rate — the percentage of people who report they are actively seeking work — went up to 3.5% in March. It has increased by a tenth of a percentage point each month for the last three months.

Wisconsin had a projected 3,021,600 jobs in March, about 1,200 more than February of this year but  a loss of more than 17,000 since March 2025. Hodek said that echoed an increase in the number of jobs nationally from February to March.

The construction industry, which has been doing well in Wisconsin, showed a projected 151,800 jobs in March, 1,800 fewer than in February, but a gain of 6,600 jobs from March 2025.

“There are a lot of jobs there still, and if anything, the employment trend over the last year has likely accelerated,” Hodek said.

A challenge has been a continued shortage of workers. “What we’re seeing is demand still outstripping supply,” Hodek said. “There’s not enough crews to go around.”

The number of jobs in manufacturing was projected at 453,600 in March, 1,800 more than in February but a loss of 5,200 jobs from March 2025.

There were a projected 437,500 jobs in healthcare and social assistance in March, a gain of 300 from February and a gain of 4,900 from March 2025.

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