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Idaho Severance Pay: What you need to know

Employers are not required to provide severance pay to employees, whether the employees are terminated or resigning. If an employer chooses to pay severance, however, the employer should provide it consistently. Additionally, if changes are made to the severance policy, those changes should be communicated to all employees.
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Severance pay is money paid to an employee who resigns from state service voluntarily (i.e., is not fired). Classified and exempt state employees are not entitled to severance pay upon termination from employment (ID Code Sec. 67-5342). A "classified" officer or employee is an employee who is appointed to a position subject to the provisions of the merit examination and the selection, retention, promotion, and dismissal requirements of the Idaho Personnel Act. An "exempt" employee is an executive, professional, or administrative employee, or one who qualifies for any other exemption from cash compensation for overtime under the federal Fair Labor Standards Act. Designation of a position as exempt is made by the Idaho personnel commission.
Last reviewed on November 4, 2014.

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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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