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Idaho Layoff: What you need to know

Idaho follows the federal Worker Adjustment and Retraining Notification Act (WARN Act). The WARN Act is designed to provide advance notice of a covered employer's mass layoff or plant closing to enable affected employees to find another job or to seek training in another occupation. The law also gives the state time to prepare to assist the affected workers. There is additional information and a comprehensive discussion of the WARN Act.
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Even if the federal WARN Act does not apply, Idaho's Department of Labor can provide early intervention services in the event of a major layoff or plant closing. The Department's Dislocated Worker Unit will assist employers in identifying and accessing available public programs. These services include unemployment insurance, job placement assistance, and retraining opportunities for the impacted employees. The Department's staff will work closely with the employer to ensure that the services are provided in the most appropriate and effective manner for each company's unique situation.
Idaho also requires employers to pay, or make available at the usual place of payment, all wages then due the employee by the earlier of the next regularly scheduled payday or within 10 days of the layoff, excluding weekends and holidays. However, if the employee makes a written request to the employer for an earlier payment of wages, all wages due must be paid within 48 hours of the receipt of the request, excluding weekends and holidays.
Employers may be granted a temporary extension upon application to the state dislocated worker unit by showing a good and sufficient reason for the extension (ID Code Sec. 45-606).
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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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