Idaho Required Posters Poster Required

Equal Employment Oppor tunity is 
THE LAW  	
Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations	  	Applica nts to  and employ ees of most private  employe rs, state  and lo cal gover n ments, ed ucational i nstitutions, 	 	emplo yment  agencies and  labor organiza tions are pr otected under Federal law from d iscrimination on the fo llowing  bases:	  	
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN 
T itle  VII of the  Civil Rights Act of  1964, as amended, protects ap plicants and 
emp loyee s from  discrimina tion in hiring, pr omotion, d ischarge, pay,  fringe benefits, 
job  training, c lassification, referral, and o ther aspects of  employment, on the ba sis 
of  race , co lor, re ligion, sex  (includi
ng	
 pr egnancy), or  national origin.  Religio us 
di scrimina tion includes fa iling to r easonably  accommod ate an employee’s r eligious 
pra ctices w here the ac commod ation does not  impose undue  hardship. 
DISABILITY 
T itle I and T itle V of the  Americans w ith Disabilities Act of 1990, as a mended, protect 
qualified in dividuals from  discrimination on the  basis of disability in  hiring, promotion, 
dischar ge, pay,  fringe bene fits, job training, cl assifica tion, referral, and  other 
aspects of  employment.  Disability di scrimination i ncludes not m aking reasonable 
accommod ation to the k nown physical or m ental limitations of 
an	
 other wise qu alified 
individual  with a disability who is an  applicant or empl oyee, barring undue hard ship. 
AGE 
The Age Discrimination in Employment Act of 1967, as amended, protects 
applicants and employees 40 years of age or older from discrimination based on  age in hiring, promotion, discharge, pay , fringe benefits, job training, classification, 
referral, and other aspects of employment. 
SEX (WAGES) 
In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as 
amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men per forming substantially equal work, in jobs that require equal skill, ef for t, and responsibility, under similar working conditions, in the same establishment.  GENETICS 
T
itle II of the Gene tic Information N ondiscrimin ation Act of  2008 pr otects applicants 
and empl oyees from d iscrimin ation b ased on gen etic infor mation in  hiring, 
pro motion, di scharge, pay,  fringe  bene fits, job  trai ning,  classi fica tion, r eferral, and 
o ther as pects of emplo yment. G INA also res tricts employers’ acqu isition of  genetic 
informa tion and s trictly  limits disclosure of  genetic infor mation.  Ge
netic	
 in formatio n 
in clude s infor mation  about genetic  tests of ap plicants, employees, or th eir family 
mem bers; the m anifestation of disea ses or di sorders in fa mily memb ers (family 
me dical histor y); and re quests for or receipt of genetic ser vices by a pplicants, 
e mployees, or th eir family members. 
RETA LIATION 
All of th ese Fede ral laws pr ohibit co vered entities from r etaliating ag ainst a 
person who  files a charge of d iscrimination, participates in a d iscrimin ation 
pro ceeding, or  otherwise opposes an  unlawful employment p ractice. 
WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED 
There ar e strict time limits for filing cha rges of employment discrimination. To 
preser ve the ability of EEOC to act on your behalf and to pr otect your right to file a 
private lawsuit, should you ultimately need to, you should contact EEOC \
promptly 
when discrimination is suspected: 
The U.S. Equal Employment Oppor tunity Commission (EEOC), 1-800-669-4000 
(toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing  impair ments). EEOC field office info rmation is available at www.eeoc.gov or 
in most telephone directories in the U.S. Government or Federal Government  section. Additional information about EEOC, including information about charge  filing, is available at ww w.eeoc.gov. 	
Employers Holding Federal Contracts or Subcontracts 	
Applicants to and employees of companies with a Federal government contract or subcontract 
are protected under Federal law from discrimination on the following bases: 
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN 
Executive Order 11246, as amended, prohibits job discrimination on the basis  of race, color, religion, sex or national origin, and requir es affirmative action to 
ensure equality of oppor tunity in all aspects of employment. 
INDIVIDUALS WITH DISABILITIES 
Section 503 of the Rehabilitation Act of 1973, as amended, pr otects qualified 
individuals from discrimination on the basis of disability in hiring, promotion, 
discharge, pay , fringe benefits, job training, classification,  referral, and 
other aspects of employment.  Disability discrimination includes not making 
reasonable accommodation to the known physical or mental limitations of an 
other wise qualified individual with a disability who is an applicant or employee, 
barring undue hardship.  Section 503 also requires that Federal contractors take 
affir mative action to employ and advance in employment qualified individuals 
with disabilities at all levels of employment, including the executive l\
evel. 
DISABLED,  RECENTLY SEPARA TED,  OTHER PR OTECTED, 
AND A RMED  FORCES  SERVICE  MEDAL  VETERANS 
The Vie tnam Era Veter ans’ Readjus tment Assistance Act of 1974, as  amended, 38 
U.S.C.  4212, pro hibits job d iscrimina tion and r equires affirmative actio n to employ 
and a dvance in empl oyment d isabled  veterans, r ecently  separate d vete rans  (within  three 
years of  discharge or rel ease from active duty), ot her protected ve terans 
(ve terans  who served  during a war or in a  camp
aign	
 or expe dition fo r w hich a 
campaign  badge has been  autho rize d), and Ar med Forces ser vice  medal  veterans 
(ve terans  who, while on ac tive duty, par ticipate d in a  U.S. militar y op eration for 
which an Ar med Fo rce s ser vice m edal was awarded). 
RETALIATION 
Retaliation is pr ohibited against a person who files a complaint of discrimination, 
par ticipates in an OFCCP proceeding, or other wise opposes discrimination 
under these Federal laws. 
Any person who believes a contractor has violated its nondiscrimination \
or 
affirmative action obligations under the authorities above should contact 
immediately: 
The Office of Federal Contract Compliance P rograms (OFCCP), U.S. 
Depar tment of Labor, 200 Constitution Avenue, N.W., Washington, D.C. 
20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY).  OFCCP may also be 
contacted by e-mail at [email protected], or by calling an OFCCP regional 
or district office, listed in most telephone di rectories under U.S. Government, 
Depar tment of Labor. 	
Programs or Activities Receiving Federal Financial Assistance 	
RACE, COLOR, NATIONAL ORIGIN, SEX  INDIVIDUALS WITH DISABILITIES 
In a dditio n to the pro tections of T itle VII of the Civil Rights Act of 1 964, as 
Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment 
ame nded, T itle VI of the  Civil Rights Act of  1964, as amended, pr ohibits 
discrimination on the basis of disability in any program or activity which receives 
disc rimin ation on the  basis of race,  color or	
 national o rigin in pr ograms or 
Federal financial assistance.   Discrimination is prohibited in all aspects of 
employment against persons with disab ilities who, with or without reaso\
nable
ac
tivities r eceiving Federal  financial  assistance . Empl oyment di scriminatio n 
is c overed by T itle VI if the p rimar y objective of the financial  assistance is 
accommodation, can per form the essential functions of the job. 
pro visio n of emp loyment, or  where employment discrimination  causes or may 
If you believe you have been discriminated against in a program of any 
cause  discrimin ation in pr oviding services u nder such programs. T itle IX of the 
institution which r eceives Federal financial assistance, you should immediately 
Educ ation Amendm ents of 1972 pro hibits empl oyment di scriminati on on the 
contact the Federal agency providing such assistance. 
ba sis of  sex in educ ational pr ograms or  activities which r eceive Federal financial 
as sistance. 	
EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement  EEOC-P/E-1 (Revised 11/09)

1-866-487-9243
TTY: 1-877-889-5627 www.dol.gov/whd	WAGE AND HOUR DIVISION
UNITED STATES DEPARTMENT OF LABOR	
WH1088	 REV 07/16	
OVERTIME PAY	At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek.	
CHILD LABOR	An employee must be at least 16 years old to work in most non-farm jobs \
and at least 18 to work 
in non-farm jobs declared hazardous by the Secretary of Labor. Youths 14 and 15 years old may 
work outside school hours in various non-manufacturing, non-mining, non-\
hazardous jobs with 
certain work hours restrictions. Different rules apply in agricultural employment.	
TIP CREDIT	Employers of “tipped employees” who meet certain conditions may cl\
aim a partial wage credit 
based on tips received by their employees. Employers must pay tipped employees a cash w\
age 
of at least $2.13 per hour if they claim a tip credit against their minimum wage obligation. If an 
employee’s tips combined with the employer’s cash wage of at least $2.13 per hour do not equal 
the minimum hourly wage, the employer must make up the difference.	
NURSING 
MOTHERS	The FLSA requires employers to provide reasonable break time for a nursing mother employee 
who is subject to the FLSA’s overtime requirements in order for the employee to express breast 
milk for her nursing child for one year after the child’s birth each time such employee has a need 
to express breast milk. Employers are also required to provide a place, other than a bathroom, 
that is shielded from view and free from intrusion from coworkers and the public, which may be 
used by the employee to express breast milk.	
ENFORCEMENT	The Department has authority to recover back wages and an equal amount in liquidated damages 
in instances of minimum wage, overtime, and other violations. The Depart\
ment may litigate 
and/or recommend criminal prosecution. Employers may be assessed civil money penalties for 
each willful or repeated violation of the minimum wage or overtime pay provisions of the law. 
Civil money penalties may also be assessed for violations of the FLSA’s child labor provisions. 
Heightened civil money penalties may be assessed for each child labor vi\
olation that results in 
the death or serious injury of any minor employee, and such assessments \
may be doubled when 
the violations are determined to be willful or repeated. The law also prohibits retaliating against or 
discharging workers who file a complaint or participate in any proceeding under the FLSA.	
ADDITIONAL 
INFORMATION	• Certain occupations and establishments are exempt from the minimum wage, and/or overtime 
pay provisions.
• Special provisions apply to workers in American Samoa, the Commonwealth of the Nor\
thern 
Mariana Islands, and the Commonwealth of Puerto Rico.
• Some state laws provide greater employee protections; employers must comply with both.
• Some employers incorrectly classify workers as “independent contractors” when they are 
actually employees under the FLSA. It is important to know the difference between the two 
because employees (unless exempt) are entitled to the FLSA’s minimum wage and overtime 
pay protections and correctly classified independent contractors are not.
• Certain full-time students, student learners, apprentices, and workers with disabilities may be 
paid less than the minimum wage under special certificates issued by the\
 Department of Labor.	
EMPLOYEE RIGHTS 
UNDER THE FAIR LABOR STANDARDS ACT
The law requires employers to display this poster where employees can readily see it.	
FEDERAL MINIMUM WAGE	
$7.25	
 PER HOUR
BEGINNING JULY 24, 2009

STATE OF IDAHO 
 Idaho Department of Labor 
 317 W. Main St. 
 Boise, Idaho  83735-0910 
  
IDAHO MINIMUM WAGE LAW	 	
 
SECTION  44-1502,  IDAHO  CODE: Except as hereinafter otherwise provided, no employer shall pay to any of his 
employees any wages computed at a rate of less than: 	
$7.25 PER HOUR 	 	
AS OF JULY 24, 2009	 	
TIPPED  EMPLOYEES: Any employee engaged in an occupation in which he customarily and regularly 
receives  more  than  thirty  dollars  ($30.00)  a  month  in  tips  will  be  paid  a  minimum  of  $3.35  per  hour.  If  an 
employee's  tips  combined  with  the  employer's  cash  wage  do  not  equal  the  minimum  hourly  wage,  the 
employer must make up the difference. 
 
OPPORTUNITY  WAGE: Employees under 20 years of age may be paid $4.25 per hour during their first 
90 consecutive calendar days of employment with an employer. 
 
SECTION  44-1504,  IDAHO  CODE,  EXEMPTIONS  FROM  MINIMUM  WAGE: The provisions of this act shall 	
not  apply to any  employee  employed in  a  bona  fide  executive, administrative, or professional  capacity;  to  anyone 
engaged  in  domestic  service;  to  any  individual  employed  as  an  outside  salesperson;  to  seasonal  employees  of  a 
non-profit  camping  program;  or  to  any  child  under  the  age  of  sixteen  (16)  years  working  part-time  or  at  odd  jobs 
not exceeding a total of four (4) hours per day with any one (1) employer; or any individual employed in agriculture 
if;  such  employee  is  the  parent,  spouse,  child  or  other  member of  his  employer’s  immediate  family;  or  such 
employee is older than sixteen (16) years of age and is employed as a harvest laborer and is paid on a piece-rate 
basis in an operation which has been, and is customarily and generally recognized as having been paid on a piece
-rate  basis  in  the  region  of  employment,  and  commutes  daily  from  his  permanent  residence  to  the  farm  on  which 
he  is  so  employed,  and  has  been  employed  in  agriculture  less  than  thirteen  (13)  weeks  during  the  preceding 
calendar  year;  or  such  employee  is  sixteen  (16)  years  of  age  or  under  and;  is  employed  as  a  harvest  laborer,  is 
paid on a piece-rate basis in an operation which has been, and is customarily and generally recognized as having 
been paid on a piece-rate basis in the region of employment, and  is  employed  on the same  farm as  his  parent  or 
person standing in the place of his parent, and is paid at the same piece-rate basis as employees over the age of 
sixteen (16) years are paid on the same farm; or such employee is principally engaged in the range production of 
livestock. 
 
SECTION  45-606,  IDAHO  CODE: All wages due a separated employee must be paid the earlier of the next 
regularly  scheduled  payday  or  within  10  days  of  separation,  weekends  and  holidays  excluded.  If  the  separated 
employee  makes  a  written  request for  earlier  payment,  all  wages  then  due  must  be  paid  within  48  hours, 
weekends and holidays excluded. 
The  Wage  and  Hour  Section  of  the  Idaho  Department  of  Labor  is  responsible  for  the  administration  of  the  Idaho 
Minimum Wage and the Wage Payment Act. 
For further information, "A Guide to Idaho Labor Laws" is available at any Idaho Department of Labor office in the state and 
online at labor.idaho.gov/pdf/wagehour.pdf (English) and labor.idaho.gov/pdf/wagehourspan.pdf (Spanish) or call Kootenai 
County (208) 457-8789; Boise (208) 332-3570; Pocatello (208) 236-6710, ext. 3659; or Burley (208) 678-5518, ext. 3128. Dial 
800-377-3529 for Idaho Relay Service. 
 
NOTICE TO EMPLOYERS: 
THIS  OFFICIAL  NOTICE  MUST  BE  POSTED  IN  A  CONSPICUOUS  PLACE,  IN OR  ABOUT  THE  PREMISES 
WHERE  ANY  PERSON  SUBJECT  TO  THE  ACT  IS  EMPLOYED,  OR  IN  A  PLACE 	
ACCESSIBLE  TO  	
EMPLOYEES (SECTION 44-1507, IDAHO CODE).	 
 	
EMPLOYMENT OF WORKERS WITH DISABILITIES OR APPRENTICES MUST BE IN CONFORMANCE WITH 
SECTION 44-1505 AND 44-1506, IDAHO CODE.	
 
 	
FOR  ADDITIONAL  POSTERS  OR  INFORMATION,  PLEASE  CONTACT  THE  ADDRESS  STATED  ON  THIS	 
BULLETIN OR ACCESS OUR WEBSITE AT http:/labor.idaho.gov 	
 (R. 3/14)

Idaho Department of Labor is an equal opportunity employer. 
Auxiliary aids and services are available upon request to individuals with disabilities.  
Dial 711 for Idaho Relay Service. 	
1/22/2019 	
  	
 	
EQUAL OPPORTUNITY 
IS THE LAW	
 	
IT IS  	
IT IS AGAINST THE LAW FOR THIS RECIPIENT OF FEDERAL FINANCIAL 
ASSISTANCE TO DISCRIMINATE ON THE FOLLOWING BASIS:  
Against any individual in the United States, on the basis of race, color, religion, sex (including pregnancy, childbirth, 
and related medical conditions, sex stereotyping, transgender status, and gender identity), national origin (including 
limited English proficiency), age, disability, or political affiliation or belief, or, against any beneficiary of, applicant to, 
or participant in programs financially assisted under Title I of the Workforce Innovation and Opportunity Act, on the 
basis of the individual’s citizenship status or participation in any WIOA Title I-financially assisted program or activity. 
THE RECIPIENT MUST NOT DISCRIMINATE IN ANY OF THE FOLLOWING 
AREAS: 
 Deciding who will be admitted, or have access, to any WIOA Title I-financially assisted program or activity;  
 Providing opportunities in, or treating any person with regard to, such a program or activity; or 
 Making employment decisions in the administration of, or in connection with, such program or activity. 
Recipients of federal financial assistance must take reasonable steps to ensure that communications with individuals 
with disabilities are as effective as communications with others. This means that, upon request and at no cost to the 
individual, recipients are required to provide appropriate auxiliary aids and services to qualified individuals with 
disabilities. 
WHAT TO DO IF YOU BELIEVE YOU HAVE EXPERIENCED DISCRIMINATION 
If you think that you have been subjected to discrimination under a WIOA Title I-financially assisted program or 
activity, you may file a complaint within 180 days from the date of the alleged violation with either: 
 The recipient’s Equal Opportunity Officer (or the person whom the recipient has designated for this purpose); or 
 The Director, Civil Rights Center (CRC), U.S. Department of Labor, 200 Constitution Avenue NW., Room N-
4123, Washington, DC 20210 or electronically as directed on the CRC Web site at www.dol.gov/crc. 
If you file your complaint with the recipient, you must wait either until the recipient issues a written Notice of Final 
Action, or until 90 days have passed (whichever is sooner), before filing with the Civil Rights Center (see address 
above). 
If the recipient does not give you a written Notice of Final Action within 90 days of the day on which you filed your 
complaint, you may file a complaint with CRC before receiving that Notice. However, you must file your CRC 
complaint within 30 days of the 90-day deadline (in other words, within 120 days after the day on which you filed 
your complaint with the recipient). 
If the recipient does give you a written Notice of Final Action on your complaint, but you are dissatisfied with the 
decision or resolution, you may file a complaint with CRC. You must file your CRC complaint within 30 days of the 
date on which you received the Notice of Final Action. 	
 
 
 
 	
To file a complaint with IDOL’s Equal 
Opportunity Officer, contact: 
Amy Hohnstein 
WIOA Equal Opportunity Officer 
(208) 332-3570 x 3330 
[email protected]

Job Safety and Health
IT’S THE LAW!	
All workers have the right to:
 ƒA safe workplace.
 ƒRaise a safety or health concern with 	
your	 employer or OSHA, or report a work-	
related injury or illness, without being 
retaliated against. 
 ƒReceive information and training on 
job hazards, including all hazardous 
substances in your workplace. 
 ƒRequest a confidential OSHA inspection 
of your workplace if you believe there are 
unsafe or unhealthy conditions. You have 	
the right	 to	 have a representative contact 	
OSHA	 on your behalf.	
 ƒParticipate (or have your representative 
participate) in an OSHA inspection and 	
speak	 in private to the inspector.	
 ƒFile a complaint with OSHA within 	
30	 days (by phone, online or by mail) 	
if you have been retaliated against for 	
using your	 rights. 	
 ƒSee any OSHA citations issued to 	
your	 employer.	
 ƒRequest copies of your medical 
records, tests that measure hazards 
in the workplace, and the workplace 	
injury	 and	 illness log.	
Employers must:
 ƒProvide employees a workplace free from 
recognized hazards. It is illegal to retaliate 	
against an employee for	 using any of their 	
rights under the law, including raising a 
health and safety concern with you or 
with OSHA, or reporting a work-related 
injury or illness.
 ƒComply with all applicable OSHA standards. 
 ƒNotify OSHA within 8 hours of a 
workplace fatality or within 24 hours of 
any work-related inpatient hospitalization, 	
amputation, or loss of	 an eye.	
 ƒProvide required training to all workers 
in a language and vocabulary they can 
understand. 
 ƒProminently display this poster in the 
workplace.
 ƒPost OSHA citations at or near the 	
place	 of the alleged violations.	
On-Site Consultation services are 
available to small and medium-sized 
employers, without citation or penalty, 
through	 OSHA	-supported consultation 	
programs in every state.	
U.S. Department of Labor	
Contact OSHA. We can help. 
1-800-321-OSHA (6742)  •   TTY 1-877-889-5627  •  www.osha.gov
This poster is available free from OSHA.	
OSHA 3165-04R 2019

1-866-487-9243
TTY: 1-877-889-5627 www.dol.gov/whd	WAGE AND HOUR DIVISION
UNITED STATES DEPARTMENT OF LABOR	
WH1462	 REV 07/16	
PROHIBITIONS	Employers are generally prohibited from requiring or requesting 
any employee or job applicant to take a lie detector test, and from 
discharging, disciplining, or discriminating against an employee or 
prospective employee for refusing to take a test or for exercising other 
rights under the Act. 	
EXEMPTIONS	Federal, State and local governments are not affected by the law. Also, 
the law does not apply to tests given by the Federal Government to 
certain private individuals engaged in national security-related activities.
The Act permits polygraph (a kind of lie detector) tests to be adminis\
tered 
in the private sector, subject to restrictions, to certain prospective 
employees of security service firms (armored car, alarm, and guard), and 
of pharmaceutical manufacturers, distributors and dispensers.
The Act also permits polygraph testing, subject to restrictions, of certain 
employees of private firms who are reasonably suspected of involvement 
in a workplace incident (theft, embezzlement, etc.) that resulted in 
economic loss to the employer.
The law does not preempt any provision of any State or local law or any 
collective bargaining agreement which is more restrictive with respect to 
lie detector tests.	
EXAMINEE 
RIGHTS	Where polygraph tests are permitted, they are subject to numerous strict 
standards concerning the conduct and length of the test. Examinees 
have a number of specific rights, including the right to a written notice 
before testing, the right to refuse or discontinue a test, and the right not 
to have test results disclosed to unauthorized persons.	
ENFORCEMENT	The Secretary of Labor may bring court actions to restrain violations and 
assess civil penalties against violators. Employees or job applicants ma\
y 
also bring their own court actions.	
EMPLOYEE RIGHTS 
EMPLOYEE POLYGRAPH PROTECTION ACT
The Employee Polygraph Protection Act 
prohibits most private employers from using 
lie detector tests either for pre-employment 
screening or during the course of employment.	
THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER 
WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.

EMPLOYEE RIGHTS
UNDER THE FAMILY AND MEDICAL LEAVE ACT	
Eligible employees who work for a covered employer can take up to 12 weeks of unpaid, job-protected leave in a 12-month period 
for the following reasons:•	 The birth of a child or placement of a child for adoption or foster care;
•	 To bond with a child (leave must be taken within 1 year of the child’s birth or placement);
•	 To care for the employee’s spouse, child, or parent who has a qualifying serious health condition;
•	 For the employee’s own qualifying serious health condition that makes the employee unable to perform the employee’s job;
•	 For qualifying exigencies related to the foreign deployment of a military member who is the employee’s spouse, 
child, or parent.
An eligible employee who is a covered servicemember’s spouse, child, parent, or next of kin may also take up to 26 weeks 
of FMLA leave in a single 12-month period to care for the servicemember with a serious injury or illness. 
An employee does not need to use leave in one block. When it is medically necessary or otherwise permitted, employees 
may take leave intermittently or on a reduced schedule. 
Employees may choose, or an employer may require, use of accrued paid leave while taking FMLA leave. If an employee 
substitutes accrued paid leave for FMLA leave, the employee must comply with the employer’s normal paid leave policies.
While employees are on FMLA leave, employers must continue health insurance coverage as if the employees were not on leave. 
Upon return from FMLA leave, most employees must be restored to the same job or one nearly identical to it with 
equivalent pay, benefits, and other employment terms and conditions. 
An employer may not interfere with an individual’s FMLA rights or retaliate against someone for using or trying to use FMLA leave, 
opposing any practice made unlawful by the FMLA, or being involved in any proceeding under or related to the FMLA.  
An employee who works for a covered employer must meet three criteria in order to be eligible for FMLA leave. The employee must: 
•	 Have worked for the employer for at least 12 months; 
•	 Have at least 1,250 hours of service in the 12 months before taking leave;* and 
•	 Work at a location where the employer has at least 50 employees 
•	 within 75 miles of the employee’s worksite. 
*Special “hours of service” requirements apply to airline flight crew employees. 
Generally, employees must give 30-days’ advance notice of the need for FMLA leave. If it is not possible to give 30-days’ notice, 
an employee must notify the employer as soon as possible and, generally, follow the employer’s usual procedures. 
Employees do not have to share a medical diagnosis, but must provide enough information to the employer so it can determine 
if the leave qualifies for FMLA protection. Sufficient information could include informing an employer that the employee is or 
will be unable to perform his or her job functions, that a family member cannot perform daily activities, or that hospitalization or 
continuing medical treatment is necessary. Employees must inform the employer if the need for leave is for a reason for which 
FMLA leave was previously taken or certified.
Employers can require a certification or periodic recertification supporting the need for leave. If the employer determines that the 
certification is incomplete, it must provide a written notice indicating what additional information is required. 
Once an employer becomes aware that an employee’s need for leave is for a reason that may qualify under the FMLA, the 
employer must notify the employee if he or she is eligible for FMLA leave and, if eligible, must also provide a notice of rights and 
responsibilities under the FMLA. If the employee is not eligible, the employer must provide a reason for ineligibility.
Employers must notify its employees if leave will be designated as FMLA leave, and if so, how much leave will be designated as 
FMLA leave.    
Employees may file a complaint with the U.S. Department of Labor, Wage and Hour Division, or may bring a private lawsuit 
against an employer.
The FMLA does not affect any federal or state law prohibiting discrimination or supersede any state or local law or collective 
bargaining agreement that provides greater family or medical leave rights.	LEAVE 
ENTITLEMENTS
BENEFITS &
PROTECTIONS ELIGIBILITY  
REQUIREMENTS	
1-866-4-USWAGE
WWW.WAGEHOUR.DOL.GOV
For additional information or to file a complaint:
(1-866-487-9243)     TTY: 1-877-889-5627
U.S. Department of Labor     Wage and Hour Division	
 T HE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION	
WH1420a REV 04/16	
REQUESTING 
LEAVE
EMPLOYER 
RESPONSIBILITIES 
ENFORCEMENT

11/2017	 	
 
 	
UNEMPLOYMENT INSURANCE BENEFITS	 	
  	
This firm is subject to the Employment  
Security Law of the State of Idaho.	
 
  	
All employees, except those specifically exempt,  
are insured for compensation during periods of  
involuntary unemployment.	
 
  	
Unemployment Insurance 	
is what the name implies — an INSURANCE paid from 
the Employment Security Trust Fund, a fund derived  
from taxation against the company or employer. 
  
NO PORTION OF THE COST OF THIS PROGRAM  
IS DEDUCTIBLE FROM YOUR EARNINGS. 
  
Claims for Unemployment Insurance must be filed  
online at labor.idaho.gov/claimantportal.  	
Don’t delay or you could lose your benefits. 
Claims should be filed immediately after separation.	
 
 
Idaho Department of Labor 
317 W. Main St. 
Boise, Idaho  83735-0910 
(208) 332-8942 
Website:  labor.idaho.gov	
 	
NOTICE ALL EMPLOYEES

IDAHO LAW 
PROHIBITS 
DISCRIMINATION 
IN EMPLOYMENT
based on religion, race, color, 
sex, age (40	+), disability 	and 	
national origin. 	The 	law 	also 	
prohibits 	retaliation against 	
individuals who exercise 	their 	
rights under Idaho’s 
antidiscrimination laws	. 	
The	Commission	also	offers	educational	programs	for	
businesses	, human 	resource	organizations	and 	other	
agencies free of 	charge	. 	
Rev. 5/2018

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✩✩The U.S. Department of Labor, Veterans Employment and Training 
Service (VETS) is authorized to investigate and resolve complaints 
of USERRA violations.
✩✩ For assistance in filing a complaint, or for any other information on 
USERRA, contact VETS at  1-866-4-USA-DOL or visit its website at 
http://www.dol.gov/vets.  An interactive online USERRA Advisor can 
be viewed at  http://www.dol.gov/elaws/userra.htm.
✩✩ If you file a complaint with VETS and VETS is unable to resolve it, 
you may request that your case be referred to the Department 
of Justice or the Office of Special Counsel, as applicable, for 
representation.
✩✩ You may also bypass the VETS process and bring a civil action 
against an employer for violations of USERRA.	
YOUR RIGHTS UNDER USERRA	 	
THE UNIFORMED SERVICES EMPLOYMENT  
AND REEMPLOYMENT RIGHTS ACT	
USERRA protects the job rights of individuals who voluntarily or involun\
tarily leave employment positions to undertake 
military service or certain types of service in the National Disaster Medical System.  USERRA also prohibits employers from  discriminating against past and present members of the uniformed services, and applicants to the uniformed services.	
REEMPLOYMENT RIGHTS
You have the right to be reemployed in your civilian job if you leave tha\
t 
job to perform service in the uniformed service and:
✩✩ you ensure that your employer receives advance written or verbal 
notice of your service;
✩✩ you have five years or less of cumulative service in the uniformed 
services while with that particular employer;
✩✩ you return to work or apply for reemployment in a timely manner 
after conclusion of service; and
✩✩ you have not been separated from service with a disqualifying 
discharge or under other than honorable conditions.
If you are eligible to be reemployed, you must be restored to the job 
and benefits you would have attained if you had not been absent due to 
military service or, in some cases, a comparable job.
RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION
If you: ✩✩ are a past or present member of the uniformed service; 
✩✩ have applied for membership in the uniformed service; or
✩✩ are obligated to serve in the uniformed service;
then an employer may not deny you:
✩✩ initial employment;
✩✩ reemployment;
✩✩ retention in employment;
✩✩ promotion; or
✩✩ any benefit of employment
because of this status.
In addition, an employer may not retaliate against anyone assisting in 
the enforcement of USERRA rights, including testifying or making a 
statement in connection with a proceeding under USERRA, even if that 
person has no service connection. 	
HEALTH INSURANCE PROTECTION
✩✩ If you leave your job to perform military service, you have the right 
to elect to continue your existing employer-based health plan 
coverage for you and your dependents for up to 24 months while in 
the military.
✩✩ Even if you don’t elect to continue coverage during your military 
service, you have the right to be reinstated in your employer’s 
health plan when you are reemployed, generally without any waiting 
periods or exclusions (e.g., pre-existing condition exclusions) except 
for service-connected illnesses or injuries.
ENFORCEMENT	
The rights listed here may vary depending on the circumstances.  The tex\
t of this notice was prepared by VETS, and may be viewed on the internet at this 
address:  http://www.dol.gov/vets/programs/userra/poster.htm.  Federal law requires employers to notify employees of their rights un\
der USERRA, and employers 
may meet this requirement by displaying the text of this notice where th\
ey customarily place notices for employees.
U.S. Department of Labor 1-866-487-2365 U.S. Department of Justice
Office of Special Counsel 1-800-336-4590	
Publication Date — April 2017	
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