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Idaho Hours of Work: What you need to know

Under Idaho law, time spent in certain activities is not compensable work time (ID Code Sec. 44-1202). Unless there is a written agreement between employer and employee to the contrary (ID Code Sec. 44-1203), the following activities are not considered to be hours worked or compensable time for which recovery may be had in actions for attorneys' fees, liquidated damages, back or unpaid wages, salaries, or compensation:
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• Traveling to and from work
• Preparing for work
• Changing clothes before and after a shift
• Taking showers
• Retrieving and returning tools
• Checking in before the beginning of a shift
• Going to or returning from lunch
• Securing tools and equipment
• Receiving instructions before the actual start of a shift
• Making reports
• Receiving or giving orders
• Returning tools and equipment after the end of a shift
• Waiting in line for paychecks
• Time spent on employers' property after the end of a shift
• Time spent in any incidental activities before or after work, which may involve activities that are excluded from compensable work time by industry practice, custom, or agreement
There are many legal restrictions on the number of hours minors are permitted to work and the kind of work that they may perform.

>> Read more about Hours of Work

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Idaho Hours of Work Resources

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Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
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This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

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