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Idaho Equal Pay Acts: What you need to know

The Idaho Equal Pay Law prohibits employers from discriminating among employees in the same establishment by paying any employee less than an employee of the opposite sex for comparable work on jobs that have comparable requirements for skill, effort, and responsibility (ID Code Sec. 44-1701 et seq.). The law also prohibits retaliating against an employee for filing a wage discrimination claim or for participating in the investigation or hearing of a claim. Wage differentials based on an established seniority or merit system are permissible. The law applies to all employers in the state.
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Enforcement. The law is enforced by the Idaho Human Rights Commission. Employees must file a complaint with the Commission within one year of the alleged violation. The Commission is authorized to investigate, mediate, attempt conciliation, and litigate on behalf of the employee. If the Commission finds no probable cause that unlawful discrimination occurred, the employee has the option of independently pursuing the charges in state court. At the written request of the employee, the Commission may bring any legal action necessary to collect a claim for unpaid wages on behalf of the employee. Remedies include unpaid wages (or double the wages for willful violations) together with legal fees and reinstatement in cases when an employee is discharged in retaliation for filing a wage discrimination complaint.
Under the Lilly Ledbetter Fair Pay Act of 2009, the federal fair employment laws (e.g., Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act) were amended so that each paycheck that is affected by an employer's prior discriminatory practice or ...

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Idaho Equal Pay Acts 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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