Idaho Required Posters Required

Know Your Rights:
Workplace Discrimination is Illegal	
The U.S. Equal Employment Opportunity Commission (EEOC) enforces Federal laws that protect you from 
discrimination in employment. If you believe you’ve been discriminated against at work or in applying for a 
job, the EEOC may be able to help.
Who is Protected? 
•Employees (current and
former), including managers
and temporary employees
•Job applicants	
•Union members and
applicants for membership
in a union	
What Types of Employment Discrimination 
are Illegal? 
Under the EEOC’s laws, an employer may not discriminate against 
you, regardless of your immigration status, on the bases of:
•Race
•Color
•Religion
•National origin
•Sex (including pregnancy,
childbirth, and related
medical conditions,
sexual orientation, or
gender identity)
•Age (40 and older)
•Disability
•Genetic information
(including employer requests
for, or purchase, use, or
disclosure of genetic tests,
genetic services, or family
medical history)	
•Retaliation for filing
a charge, reasonably
opposing discrimination,
or participating in a
discrimination lawsuit,
investigation, or proceeding
•Interference, coercion, or
threats related to exercising
rights regarding disability
discrimination or pregnancy
accommodation	
What Organizations are Covered?
•Most private employers
•State and local governments
(as employers)	
•Educational institutions
(as employers)
•Unions
•Staffing agencies	
What Employment Practices can be Challenged 
as Discriminatory?
All aspects of employment, including:
•Discharge, firing, or lay-off
•Harassment (including
unwelcome verbal or
physical conduct)
•Hiring or promotion
•Assignment
•Pay (unequal wages or
compensation)
•Failure to provide reasonable
accommodation for a
disability; pregnancy,
childbirth, or related medical
condition; or a sincerely-held
religious belief, observance
or practice
•Benefits
•Job training
•Classification
•Referral	
•Obtaining or disclosing
genetic information
of employees
•Requesting or disclosing
medical information
of employees
•Conduct that might
reasonably discourage
someone from opposing
discrimination, filing a
charge, or participating in an
investigation or proceeding
•Conduct that coerces,
intimidates, threatens, or 
interferes with someone
exercising their rights,
or someone assisting or 
encouraging someone else
to exercise rights, regarding
disability discrimination
(including accommodation) or 
pregnancy accommodationWhat can You Do if You Believe Discrimination has Occurred?
Contact the EEOC promptly if you suspect discrimination. Do not delay , because there are strict time limits for filing a charge 
of discrimination (180 or 300 days, depending on where you live/work). Y ou can reach the EEOC in any of the following ways:	
Submit	    an inquiry through the EEOC’s public portal: 
https://publicportal.eeoc.gov/Portal/Login.aspx
Call	
 	1–800–669–4000 (toll free) 
1–800–669–6820 (TTY) 
1–844–234–5122 (ASL video phone)	
Visit  	   	an EEOC field office (information at 
www.eeoc.gov/field-office)  
E-Mail
 [email protected]	
Additional information about the EEOC, 
including information about filing a charge of 
discrimination, is available at  www.eeoc.gov.

EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTS
The Department of Labor’s Office of Federal Contract Compliance 
Programs (OFCCP) enforces the nondiscrimination and affirmative 
action commitments of companies doing business with the 
Federal Government. If you are applying for a job with, or are an 
employee of, a company with a Federal contract or subcontract, 
you are protected under Federal law from discrimination on the 
following bases:
Race, Color, Religion, Sex, Sexual Orientation, 
Gender Identity, National Origi	n 	
Executive Order 11246, as amended, prohibits employment 
discrimination by Federal contractors based on race, color, 
religion, sex, sexual orientation, gender identity, or national origin, 
and requires affirmative action to ensure equality of opportunity 
in all aspects of employment.
Asking About, Disclosing, or 	Discussing Pay	
Executive Order 11246, as amended, protects applicants and 
employees of Federal contractors from discrimination based on 
inquiring about, disclosing, or discussing their compensation or 
the compensation of other applicants or employees.
Disability 
Section 503 of the Rehabilitation Act of 1973, as amended, 
protects qualified individuals with disabilities from discrimination 
in hiring, promotion, discharge, pay, fringe benefits, job training, 
classification, referral, and other aspects of employment by 
Federal contractors. Disability discrimination includes not making 
reasonable accommodation to the known physical or mental 
limitations of an otherwise qualified individual with a disability 
who is an applicant or employee, barring undue hardship to the 
employer. Section 503 also requires that Federal contractors take 
affirmative action to employ and advance in employment qualified 
individuals with disabilities at all levels of employment, including 
the executive level. 	
Protected Veteran Status
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, 
as amended, 38 U.S.C. 4212, prohibits employment discrimination 
against, and requires affirmative action to recruit, employ, and 
advance in employment, disabled veterans, recently separated 
veterans (i.e., within three years of discharge or release from 
active duty), active duty wartime or campaign badge veterans, or 
Armed Forces service medal veterans.
Retaliation
Retaliation is prohibited against a person who files a complaint of 
discrimination, participates in an OFCCP proceeding, or otherwise 
opposes discrimination by Federal contractors under these 
Federal laws.
Any person who believes a contractor has violated its 
nondiscrimination or affirmative action obligations under OFCCP’s 
authorities should contact immediately:
The Office of Federal Contract Compliance Programs (OFCCP)	 	
U.S. Department of Labor	 	
200 Constitution Avenue, N.W.	 	
Washington, D.C. 20210 	 	
1–800–397–6251 (toll-free)
If you are deaf, hard of hearing, or have a speech disability, please 
dial 7–1–1 to access telecommunications relay services. OFCCP may 
also be contacted by submitting a question online to OFCCP’s Help 
Desk at 	https://ofccphelpdesk.dol.gov/s/	, or by calling an OFCCP 	
regional or district office, listed in most telephone directories under 
U.S. Government, Department of Labor and on OFCCP’s “Contact Us” 
webpage at 	https://www.dol.gov/agencies/ofccp/contact	.	
PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE
Race, Color, National Origin, Sex
In addition to the protections of Title VII of the Civil Rights Act 
of 1964, as amended, Title VI of the Civil Rights Act of 1964, as 
amended, prohibits discrimination on the basis of race, color or 
national origin in programs or activities receiving Federal finan	-	
cial assistance. Employment discrimination is covered by Title VI 
if the primary objective of the financial assistance is provision of 
employment, or where employment discrimination causes or may 
cause discrimination in providing services under such programs. 
Title IX of the Education Amendments of 1972 prohibits employ	-	
ment discrimination on the basis of sex in educational programs 
or activities which receive Federal financial assistance.	
Individuals with Disabilities
Section 504 of the Rehabilitation Act of 1973, as amended, prohibits 
employment discrimination on the basis of disability in any program 
or activity which receives Federal financial assistance. Discrimination 
is prohibited in all aspects of employment against persons with 
disabilities who, with or without reasonable accommodation, can 
perform the essential functions of the job.
If you believe you have been discriminated against in a program 
of any institution which receives Federal financial assistance, you 
should immediately contact the Federal agency providing such 
assistance.	
(Revised 6/27/2023)

WH1088 REV 0423	
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.	
PUMP AT WORK	The FLSA requires employers to provide reasonable break time for a nursing employee to express breast milk for their nursing child for one year after the child’s birth each time the employee needs to express breast milk. Employers must 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	
1-866-487-9243	
www.dol.gov/agencies/whd	
WAGE AND HOUR DIVISION
UNITED STATES DEPARTMENT OF LABOR

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 disabiliti	es. 	 	
Dial 711 for Idaho Relay Service.	 	6/5/2023	 	
  	
 	
EQUAL OPPORTUNITY	 	
IS THE LAW	 	
IT IS 	 	
IT  IS  AGAINST  THE  LAW  FOR  THIS  RECIPIENT  OF  FEDERAL  FINANC	IAL 	
ASSISTANCE TO DISCRIMINATE 	ON 	THE FOLLOWING 	BASI	S:  	
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, ag	ainst 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 assi	sted program or activity.	 	
THE RECIPIENT	 MUST NOT DISCRIMINATE IN ANY OF THE FOLLOWING 	
AREAS:	 	
▪ 	Deciding who will be admitted, or have access, to any WI	OA 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 re	asonable 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  an	d  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 c	omplaint 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 N	otice of Final Action.	 	
 
 
 
 	
To file a complaint with IDOL’s Equal 
Opportunity Officer, contact:	 	
Danil	o Cabrera	 	
WIOA Equal Opportunity Officer	 	
(208) 332	-3570 x 3	656	 	
[email protected]	 	
711 	- Idaho Relay Service

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
www.dol.gov/agencies/whd	
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. 	
WH1462	 REV 02/22	
WAGE AND HOUR DIVISION
UNITED STATES DEPARTMENT OF LABOR

Yo u  	do 	not	 have to share a medical diagnosis	 but must provide enough 	
information to your employer so they can determine whether the leave 
qualifies for FMLA protection. You 	must	 also inform your employer if 	
FMLA leave was previously taken 	or approved for the same reason 	 	
when requesting additional leave. 
Yo u r  	employer 	may	 request certification	 from a health care 	provider 	
to verify medical leave and may request certification of a qualifying 
exigency. 
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. 
State employees may be subject to certain limitations in pursuit 	of direct 	
lawsuits regarding leave for their own serious health conditions. Most 
federal and certain congressional employees are also covered by the 
law but are subject to the jurisdiction of the U.S. Office of Personnel 
Management or Congress.
What does my 
employer need to do?
If you are eligible for FMLA leave, your 	employer 	must	:	
   • Allow you to take job-protected time off work for a qualifying 	reason,	
   • Continue your group health plan coverage while you are on 	leave on 	
the same basis as if you had not taken leave, and	
   • Allow you to return to the same job, or a virtually identical 	job with 	
the same pay, benefits and other working conditions, including shift 
and location, at the end of your leave.	
Yo u r	 employer 	cannot	 interfere with your FMLA rights	 or threaten 	or 	
punish you for exercising your rights under the law. For example, your 
employer cannot retaliate against you for requesting FMLA leave or 
cooperating with a WHD investigation.
After becoming aware that your need for leave is for a reason that 	may 	
qualify under the FMLA, your 	employer 	must	 confirm whether you are 	
eligible	 or not eligible for FMLA leave. If your employer determines that 	
you are eligible, your 	employer 	must	 notify you in writing	:	
   • About your FMLA rights and responsibilities, and	
   • How much of your requested leave, if any, will be FMLA-	protected 	
leave. 	
Where can I find more 
information?
Call 	1-866-487-9243	 or visit 	dol.gov/fmla	 to learn more. 	
If you believe 	your rights under the FMLA have been violated, you may 	
file a complaint with WHD or file a private lawsuit against your employer 
in court. 	Scan the QR code to learn about our WHD complaint process	.	
Your Employee Rights 	 	
Under the Family and 	 	
Medical Leave Act
What is FMLA leave?
The Family and Medical Leave Act (FMLA) is a federal law 	that provides 	
eligible employees with	 job-protected leave	 for qualifying family and 	
medical reasons. The U.S. Department of Labor’s Wage and Hour Division 
(WHD) enforces the FMLA for most employees. 
Eligible employees can take 	up to 12 workweeks	 of FMLA leave 	 	
in a 12-month period for:
   • The birth, adoption or foster placement of a child with you,	
   • Your serious mental or physical health condition that makes 	you 	
unable to work,	
   • To care for your spouse, child or parent with a serious mental or 
physical health condition, and	
   • Certain qualifying reasons related to the foreign 	deployment of your 	
spouse, child or parent who is a military servicemember. 	
An eligible employee who is the spouse, child, parent or next of 	kin of a 	
covered servicemember with a serious injury or illness 	may	 take up to 	
26 workweeks	 of FMLA leave in a single 12-month period to care for the 	
servicemember. 
You have the right to use FMLA leave in 	one block of time	. When it is 	
medically necessary or otherwise permitted, you may take FMLA leave 
intermittently in separate blocks of time,	 or on a reduced schedule 	by 	
working less hours each day or week. Read Fact Sheet #28M(c) for more 
information.
FMLA leave is 	not	 paid leave	, but you may choose, or be required 	by your 	
employer, to use any employer-provided paid leave if your employer’s 
paid leave policy covers the reason for which you need FMLA leave.
Am I eligible to take    
FMLA leave?
You are an 	eligible employee	 if all	 of the following apply:	
   • You work for a covered employer, 	
   • You have worked for your employer at least 12 months, 	
   • You have at least 1,250 hours of service for your employer 	during 	 	
the 12 months before your leave, and 	
   • Your employer has at least 50 employees within 75 miles 	 	
of your work location.	
Airline 	flight crew employees have different 	“hours of service” 	
requirements.
You work for a 	covered employer	 if 	one	 of the following applies:	
   • You work for a private employer that had at least 50 	employees during 	
at least 20 workweeks in the current or previous calendar year,	
   • You work for an elementary or public or private secondary school	, or	
   • You work for a public agency, such as a local, state or federal 
government agency. Most federal employees are covered by Title II 
of the FMLA, administered by the Office of Personnel Management.	
How  do  I  request                       
FMLA leave?
Generally, 	to request FMLA leave you 	must	:	
   • Follow your employer’s normal policies for requesting leave, 	
   • Give notice at least 30 days before your need for FMLA 	leave, or 	
   • If advance notice is not possible, give notice as soon as 	possible.	
WAGE AND HOUR DIVISION	
UNITED STATES DEPARTMENT OF LABOR	
scan	 me	
WH1420  REV 04/23

7/2023	 	
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	 	
 
Idaho's unemployment insurance programs are 100% funded by U.S. Department of Labor	 Employment and	 Training Administration 	
grants totaling $40,761,255.	 	
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

HH	
✩✩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	
H
H