5 Idaho Employment Laws You Need to Know
When you are establishing a new business, there are many new aspects to consider in terms of your new workforce. All employees in the state of Idaho are covered by both state and federal employment laws. These laws can affect every stage of your relationship with your workers, from be the hiring stage through the firing process.
Interview Process Employment Law
Federal law forbids you from discriminating against a potential hire based on their race, marital status, parental status, gender, religion, or national origin. These are also not questions you should discuss within in an interview. You may ask a disabled person if they will need some sort of accommodation to perform their job.
Hiring Law and I9 Verification
Employers and employees must complete form I9 to verify the employee’s identity and authorization to work within the United States. According to JD Palentine, you must fill out this form for all your employees, regardless of whether they are a US citizen. When filling out the form, the employee must present certain documents that will prove their identity; acceptable documents are found on the last page of the form.
The Idaho state minimum wage and the federal minimum wage are both $7.25 an hour. If your employees depend upon tips, you may be able to pay them $3.35 an hour as long as they are able to make enough tips to equal the state minimum wage. Most employees must earn overtime pay if they work more than 40 hours in a week. Exemptions to overtime and minimum wage requirements include salaried employees, domestic service workers, and outside salespersons.
Work safety is guaranteed by federal OSHA laws. Your employees can report any violations to OSHA. They are protected by law from employer retaliation.
As an employer, you are entitled to fire your employee for any reason and without notice, providing there is not a written contract. If the employee is under a contract, you may still be able to easily terminate the employment if your contract contains the condition that the employment is “at will.” You may not terminate your employees based upon their pregnancy, age, or injury in a work-related accident.
As a small business owner, many employment laws may seem incredibly frustrating to you. However, they are designed to protect both you and your workforce, and the security they provide your workforce may make them a more stable group of employees in the long run.