U.S. Department of Labor
The U.S. DOL regulates working conditions, wages, and payment practices.
- Salary vs Wage: Paying an employee a salary rather than an hourly wage does not automatically classify her/him as exempt from receiving overtime pay; the duties performed determine their status. For questions about employee classification, contact the DOL.
- Overtime Pay
- Minimum Wage: Idaho’s minimum wage is the same as the Federal minimum wage.
- Employment Laws; If your business is a government contractor or sub-contractor, see Federal Contract Compliance Manual
- Employing Teenagers
- Farm Laborers and Contractors: Migrant and Seasonal Agricultural Workers Protection Act
Occupational Safety & Health Administration
Businesses having five or more employees must comply with state and federal discrimination laws, including discrimination based on race, religion, ethnic origin, gender, disability, age, and pregnancy. These laws include the Federal Fair Employment Practices Act and the Americans with Disabilities Act (ADA). ADA provides civil rights protection to individuals with disabilities similar to the rights provided to individuals on the basis of race, color, sex, national origin, age, and religion. The Equal Employment Opportunity Commission’s (EEOC) website and EEOC Laws provide much information for small businesses.
State and Local Requirements: The Idaho Human Rights Commission enforces both Idaho and federal human rights laws. Some Idaho cities, including Boise, have enacted local non-discrimination laws that are more stringent than state law. Check with your city clerk’s office to learn about your city’s requirements.
The Human Rights Commission offers free trainings for your employees on harassment, disability accommodation and more. To schedule a training, see their website.
Harassment: For information on harassment, see the FAQs section of this site and look for Harassment.
Tax Credits: Your business may be eligible for one or more tax credits if you make structural changes to your building or work area to accommodate a disabled employee. Check with your accountant for details.