Idaho Free Printable General Labor Law Poster Posters 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 .

It appears you don't have a PDF plugin for this browser. Please see the link below to download idaho-requiredposters.pdf.

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:
 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 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.
 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. 
 ƒReport to OSHA all work-related 
fatalities within 8 hours, and all inpatient 
hospitalizations, amputations and losses 
of an eye within 24 hours.
 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.
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 110181.  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 12month period to
care for the servicemember.  This provision became effective immediately
upon enactment.  This military caregiver leave is available during “a single
12month 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
18664872365U.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 employerbased 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., preexisting condition exclusions) except
for serviceconnected 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 
18664USADOLor 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.

18003364590
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.
download

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

View all 2 Idaho labor law posters


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Source: http://www.laborposters.org/idaho/111-required-posters-poster.htm