Nobody ever said running a business was a walk in the park. As an employer, you have a lot of balls in the air, and compliance is just one of them. One really, really important one that, if dropped, could cost you a whole lot of money.
In addition to federal regulations, each state has their own share of employment-related laws that business owners need to be aware of. Here, we’re highlighting some of these key state-specific requirements and laws, and offering guidance to help you keep up.
Bear in mind, this list is not comprehensive, and there may be local or industry-specific employment requirements that your business needs to comply with. It’s best to consult with counsel to ensure compliance with all applicable laws, as Justworks does not provide legal advice.
Payroll Tax Accounts
Because Justworks reports Idaho unemployment taxes on your behalf, you’ll need to close your Idaho unemployment and withholding accounts prior to joining our platform. The steps you need to take are outlined in the article below.
When classifying workers as employees or independent contractors, there are a few things to consider including the different tests that apply under federal and state employment laws, and potential penalties and other liabilities for misclassifying employees as independent contractors. In conjunction with federal laws, certain state laws apply tests that are more stringent than the guidance provided by federal agencies, such as the IRS and Department of Labor.
You can read our general Help Center article on contractors, and view information on how to determine if someone is a contractor or employee in Idaho in the relevant section at the link below.
Mineral*: Idaho Independent Contractors
Memorandum Of Understanding for Idaho: Misclassification Information
The minimum wage in Idaho does not exceed the federal minimum wage and overtime requirements. Idaho requires employers to pay overtime when employees work in excess of 40 hours in that workweek. Employees are entitled to 1.5 times the regular rate of pay for all hours they work once they have exceeded 40 hours within any given workweek.
Idaho Department of Labor: Guide to Idaho Labor Laws
Harassment & Discrimination
In addition to protections under Federal law, Idaho law prohibits employment discrimination based on membership of any protected class by employers covered under Idaho's anti-discrimination laws.
To provide additional support in this area, Justworks has teamed up with EVERFI to offer customers free access to a suite of harassment prevention and inclusion trainings.
Idaho employers should familiarize themselves with specific compliance issues and certain key documents for separating employees.
Employers must pay all owed wages by the next normal pay period or within 10 days following the separation, whichever occurs sooner. Should the employee submit a written request to receive their payment sooner than that, the employer is required to provide payment within 48 hours.
Idaho employers are not explicitly required to pay out vacation upon separation, but vacation must be paid if dictated by the employer policy or past practice of the employer. Employers should clearly set forth in writing any policy with respect to unused vacation.
Employers must provide the Notification to Employees of the Availability of Unemployment Compensation at separation, regardless of whether it was voluntary or involuntary.
Mineral*: Idaho Termination Toolkit
Idaho DOL: General FAQ
Business Closings and Layoffs
The Federal WARN Act imposes certain notice and other obligations on covered businesses before conducting large-scale business closures, layoffs, or relocations. For more information, visit the links below.
U.S. Department of Labor: Worker Adjustment and Retraining Notification (WARN) Act Advisor
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This material has been prepared for informational purposes only, and is not intended to provide, and should not be relied on for, legal or tax advice. If you have any legal or tax questions regarding this content or related issues, then you should consult with your professional legal or tax advisor.