Idaho Required Posters Required
The Required Posters is a general labor law poster poster by the Idaho Department Of Labor. This is a mandatory posting for all employers in Idaho, and businesses who fail to comply may be subject to fines or sanctions.
This set of posters must be posted in a conspicuous place where all employees will see them. These posters describe all of the laws that must be followed in the workplace.
ID All-In-One Labor Poster: Instead of printing out dozens of posters, employers can also purchase an all-in-one poster that covers both Idaho and Federal poster requirements by clicking here .
Equal Employment Opportunity is THE LAW Priv ate Emplo yers, State and Local Gove rnments , Educational Institutions, Employment Agencies and Labor Org anizations Applica nts to and employ ees of mo st private emplo ye rs, state and lo cal gove rn me nts , e d ucatio nal institu tions, emplo yme nt age ncie s an d labo r organiza tions are p rotecte d unde r Feder al law fr o m disc riminatio n on th e f o llo win g base s: RA CE, COLOR , RELIGION, SEX, NA TIONAL ORIGIN T itle VII of th e Civ il Righ ts Act of 1964 , a s amend ed, p rotects ap plican ts and emp loyee s fr o m discrimina tion in hiring , p romotion, disc har ge, p ay, fring e be ne ﬁts , jo b training, classi ﬁcation, re fe rra l, a n d othe r aspects of emp lo yment, on th e b asis o f race , co lo r, re lig ion, se x (incl udi ng pregna ncy), o r natio nal orig in. Religio us di scrimina tion inclu des fa iling to r easo nably acc ommod ate a n emplo yee’s religio us pra ctices whe re t h e a cco mmod ation do es not impo se u ndu e har dship. DISABILITY T itle I a n d Title V of th e Ame rican s with Disabilitie s Act of 1 99 0, a s amende d, p rote ct qualiﬁed in divid uals fr o m discrimi nation on th e basis of disability in hiring, promo tion, dischar ge, pay, fring e b en eﬁts , jo b train ing, classi ﬁca tion , re fe rra l, a n d oth er aspects of employment . Disa bility discriminatio n incl udes not m aki ng re a so n abl e accommod ation to t h e k nown physic al o r m ent al limita tions of a n othe rw is e q u aliﬁe d individual with a dis ab ility who is an appli cant or em ploye e, b arring undu e h ard ship. A GE The Age Discrimination in Employment Act of 1967, as amended, p rotects applicants and employees 40 years of age or older f rom discrimination based on age in hiring, p romotion, discha rge, pay , fringe beneﬁts, job training, classiﬁcation, r efe rral, and other aspects of employment. SEX ( WAGES) In addition to sex discrimination p rohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, p rohibits sex discrimination in the payment of wages to women and men pe rfo rming substantially equal work, in jobs that requi re equal skill, e ffo rt, and responsibility , under similar working conditions, in the same establishment. GENETICS T itle I I o f th e G en etic In fo rmatio n Nondis crimin ation Act of 200 8 protects applican ts and em ployees fr o m disc rimin ation base d on ge n etic infor matio n in hiring , p ro motion, dischar ge, p ay, fri nge bene ﬁts, job trai nin g, cla ssiﬁ ca tion, refe rra l, a n d o the r aspect s of em plo yme nt. G INA also r e stric ts employ ers’ acqu isition of genetic i n fo rm atio n and strictly limits disclosu re o f gene tic in fo rmation. Ge neti c in fo rmatio n i n clude s in fo rmati on abo ut genetic tests of ap plicants, employe es, or th eir f a mily m em be rs ; th e m anife station of dis e a se s or disor ders in fa mily mem ber s (family m edical his to ry ); a n d re que sts fo r or re ceipt of ge n eti c se rv ice s by applicants, e mploye es, o r th eir fa mily membe rs . RET ALIA TION All of th ese Fede ral laws prohibit co ve re d entitie s fr o m retaliatin g again st a p ers o n who ﬁ le s a ch arg e o f discrimina tion, particip ates in a discrimin ation p ro ce eding , or oth erwis e opp ose s an unl awfu l employment prac tice. WHA T TO DO IF YOU BELIEVE DISCRIMINA TION HAS OCCURRED Ther e are strict time limits for ﬁling cha rges of employment discrimination. To pr ese rve the ability of EEOC to act on your behalf and to p rotect your right to ﬁle a private lawsuit, should you ultimately need to, you should contact EEOC \ p romptly when discrimination is suspected: The U.S. Equal Employment Oppo rtunity Commission (EEOC), 1-800-669-4000 (toll-f ree) or 1-800-669-6820 (toll-f ree TTY number for individuals with hearing impai rments). EEOC ﬁeld ofﬁce info rmation is available at ww w.eeoc.gov or in most telephone di rectories in the U.S. Gove rnment or Federal Gove rnment section. Additional info rmation about EEOC, including info rmation about cha rge ﬁling, is available at ww w.eeoc.go v. Empl oyers Holding Feder al Contr acts or Subcontr acts Applicants to and employees of companies with a Federal gove rnment contract or subcontract ar e pr otected under Federal law f rom discrimination on the following bases: RA CE, COLOR , RELIGION, SEX, NA TIONAL ORIGIN Executive O rder 11246, as amended, p rohibits job discrimination on the basis of race, colo r, r eligion, sex or national origin, and requi res afﬁ rmative action to ensu re equality of oppo rtunity in all aspects of employment. INDIVIDUALS WITH DISABILITIES Section 503 of the Rehabilitation Act of 1973, as amended, p rotects qualiﬁed individuals fr om discrimination on the basis of disability in hiring, p romotion, dischar ge, pay, fringe beneﬁts, job training, classiﬁcation, refe rral, and other aspects of employment. Disability discrimination includes not making r easonable accommodation to the known physical or mental limitations of an othe rwise qualiﬁed individual with a disability who is an applicant or employee, bar ring undue ha rdship. Section 503 also r equires 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 , RECENT LY SEP ARA TED, OTHER PR OTECTED , A N D ARMED FORCES SER VICE MEDAL VETERANS The V ie tna m Era Ve te rans ’ R ead ju stment Assistance A ct of 1 97 4, a s amended , 3 8 U .S .C . 421 2, p ro hib its jo b disc rimina tion an d requir es afﬁr mativ e actio n to emplo y a n d adva nce in em ploym ent disa ble d veterans, rece ntly separate d vete rans (withi n thr ee ye ars of discha rg e o r re lease f r o m active d uty ), o the r protecte d ve terans (ve terans who serve d during a war or in a camp aig n or exp editio n fo r w hic h a campaign badge has been au tho rize d), and A rme d Fo rc e s se rvi ce meda l ve teran s (ve terans who, while o n activ e duty , p artic ipate d in a U.S . militar y op eratio n fo r which an Arme d Fo rce s se rv ic e m edal was awa rded). RET ALIA TION Retaliation is p rohibited against a person who ﬁles a complaint of discrimination, par ticipates in an OFCCP pr oceeding, or otherwise opposes discrimination under these Federal laws. Any person who believes a contractor has violated its nondiscrimination \ or afﬁr mative action obligations under the authorities above should contact immediately: The Ofﬁce of Federal Contract Compliance P rograms (OFCCP), U.S. Depa rtment of Labo r, 200 Constitution A venue, N.W., W ashington, D.C. 20210, 1-800-397-6251 (toll-f ree) or (202) 693-1337 (TTY). OFCCP may also be contacted by e-mail at [email protected] v, or by calling an OFCCP regional or district ofﬁce, listed in most telephone di rectories under U.S. Gove rnment, Depa rtment of Labo r. Prog rams or Activities Receiving Feder al Financial Assistance RACE, COLOR , NA TIONAL ORIGIN , SEX INDIVIDUALS WITH DISABILITIES I n additio n to the p ro te ctions of Title V II o f the C iv il Right s Act of 1 964, as Section 504 of the Rehabilitation Act of 1973, as amended, p rohibits employment ame nded , T itle V I o f th e Civ il Right s Act of 1964 , a s ame nded, prohibits discrimination on the basis of disability in any p rogram or activity which receives disc rimin ation on th e basis of ra ce , col or or national orig in in progr am s or Federal ﬁnancial assistance. Discrimination is p rohibited in all aspects of employment against persons with disab ilities who, with or without reaso\ nable a ctivitie s receiv in g Fe d era l ﬁ nanci al assi stance . Emp loym ent discrimi nation i s cover ed by Title V I if th e p rima ry ob jecti ve o f the ﬁnanci al assis tance is accommodation, can pe rfo rm the essential functions of the job. p ro visio n of em plo yme nt, o r whe re e mploym ent discriminatio n cause s or may If you believe you have been discriminated against in a p rogram of any c a u se dis crimin ation in provi din g ser vice s unde r su ch pro gra m s. T itle I X of the institution which r eceives Federal ﬁnancial assistance, you should immediately E du catio n Ame ndm ent s of 1972 pro hib its em ploym ent discrimi nation on th e contact the Federal agency p roviding such assistance. b asi s of se x in ed u catio nal p rogr am s or activ ities whic h rece ive F ede ral ﬁnancia l a ssistanc e. EEOC 9/02 and OFCCP 8/08 V ersions 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 PAYAt least 1½ times the regular rate of pay for all hours worked over 40 in a workweek. CHILD LABORAn 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 CREDITEmployers 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. ENFORCEMENTThe 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. 12/2016 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 BASES: 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, applic ant 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 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 reasonable steps to ensure that communications with individuals with disabilities are a s 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 reci pient’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 electronic ally 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 Opportuni ty Officer (208) 332 -3570 x 3330 [email protected] Job Safety and Health IT’S THE LAW! All workers have the right to: A safe workplace. Raise a safety or health concern with your employer or OSHA, or report a work- related injury or illness, without being retaliated against. Receive information and training on job hazards, including all hazardous substances in your workplace. Request an OSHA inspection of your workplace if you believe there are unsafe or unhealthy conditions. OSHA will keep your name confidential. You have the right to have a representative contact OSHA on your behalf. Participate (or have your representative participate) in an OSHA inspection and speak in private to the inspector. File a complaint with OSHA within 30 days (by phone, online or by mail) if you have been retaliated against for using your rights. See any OSHA citations issued to your employer. Request copies of your medical records, tests that measure hazards in the workplace, and the workplace injury and illness log. Employers must: Provide 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. Comply with all applicable OSHA standards. Report to OSHA all work-related fatalities within 8 hours, and all inpatient hospitalizations, amputations and losses of an eye within 24 hours. Provide required training to all workers in a language and vocabulary they can understand. Prominently display this poster in the workplace. Post OSHA citations at or near the place of the alleged violations. FREE ASSISTANCE to identify and correct hazards is 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 2015 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 PROHIBITIONSEmployers 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. EXEMPTIONSFederal, 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. ENFORCEMENTThe 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 THE UNITED STATES DEPARTMENT OF LABOR WAGE AND HOUR DIVISION WH1420a REV 04/16 REQUESTING LEAVE EMPLOYER RESPONSIBILITIES ENFORCEMENT 5/2016 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) 332-3570 Website: labor.idaho.gov NOTICE ALL EMPLOYEES IDAHO COMMISSION ON HUMAN RIGHTS 317 West Main Street, 2nd floor BOISE, ID 83735-0660 (208) 334-2873 (208) 334-2664 (FAX) (888) 249-7025 (TOLL FREE) Dial 711 for Idaho Relay Service [email protected] humanrights.idaho.gov (web) IDAHO LAWS PROHIBIT DISCRIMINATION IN EMPLOYMENT based on religion, race, color, sex, age (40+), disability and national origin. The laws also prohibits retaliation against individuals who exercise their rights under Idaho’s anti- discrimination laws. In addition to processing charges of discrimination, the ICHR also provides technical assistance and educational programs to businesses, human resource groups and others, upon request. 3/1/17 U.S. Department of Labor Employment Standards Administration Wage and Hour Division NOTICE Military Family Leave On January 28, President Bush signed into law the National Defense Authorization Act for FY 2008 (NDAA), Public Law 110 181. Section 585(a) of the NDAA amended the FMLA to provide eligible employees working for covered employers two important new leave rights related to military service: (1) New Qualifying Reason for Leave. Eligible employees are entitled to up to 12 weeks of leave because of “any qualifying exigency” arising out of the fact that the spouse, son, daughter, or parent of the employee is on active duty, or has been notified of an impending call to active duty status, in sup port of a contingency operation. By the terms of the statute, this provision requires the Secretary of Labor to issue regulations defining “any qualifying exigency.” In the interim, employers are encouraged to provide this type of leave to qualifying employees. (2)New Leave Entitlement. An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered servicemember who is recov ering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to 26 weeks of leave in a single 12 month period to care for the servicemember. This provision became effective immediately upon enactment. This military caregiver leave is available during “a single 12 month period” during which an eligible employee is entitled to a com bined total of 26 weeks of all types of FMLA leave. Additional information on the amendments and a version of Title I of the FMLA with the new statutory language incorporated is available on the FMLA amendments Web site at http://www.dol.gov/esa/whd/fmla/NDAA_fmla.htm. U.S. Department of Labor 1 866 487 2365U.S. Department of Justice YOUR RIGHTS UNDER USERRA THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT Publication Date—October 2008 REEMPLOYMENT RIGHTS You have the right to be reemployed in your civilian job if you leave that 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 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 DOLor 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. 1 800 336 4590 The rights listed here may vary depending on the circumstances. The text 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 under USERRA, and employers may meet this requirement by displaying the text of this notice where they customarily place notices for employees. Office of Special Counsel USERRA protects the job rights of individuals who voluntarily or involuntarily 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.
Other Idaho Labor Law Posters 2 PDFS
There are an additional one optional and mandatory Idaho labor law posters that may be relevant to your business. Be sure to also print all relevant state labor law posters, as well as all mandatory federal labor law posters.
|Poster Name||Poster Type|
|Mandatory Required Posters||General Labor Law Poster|
|Mandatory Required Posters (Spanish)||General Labor Law Poster|
While we do our best to keep our list of Idaho labor law posters up to date and complete, we cannot be held liable for errors or omissions. Is the poster on this page out-of-date or not working? Please let us know and we will fix it ASAP.