Idaho Sick Leave: What you need to know

There is no Idaho law requiring private sector employers to provide employees with paid or unpaid sick leave. It is important to remember, however, that if sick leave is promised, an employer may have a legal obligation to grant it. Employers should regularly review policy statements made in handbooks or elsewhere to ensure that they accurately reflect current policies. If not, they should be changed, and employees must be notified of the changes.
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Idaho law requires that public employees be provided with paid sick leave at the rate represented by the proportion 96/2080. Public employees may accrue sick leave without limit and transfer sick leave if they transfer departments (ID Code Sec. 67-5333). Separate provisions allow public employees to use accrued sick leave for illness, disability, pregnancy, and related medical conditions or for family leave purposes, including illness, disability, or death of a family member (ID Admin. Code Sec.
Employers that offer sick leave, whether paid or unpaid, should ensure that their policy applies equally to all employees, particularly without regard to sex, age, or disability.
Under the federal Family and Medical Leave Act (FMLA), covered employees have the right to substitute sick days for any part of a leave taken to care for a spouse, child, or parent. The Act does not supersede state laws, which may provide greater leave rights to employees. Employers that provide sick leave and are covered by both state law and the federal FMLA should carefully review the various provisions of both laws to make sure that employees receive the more liberal leave benefits.
Furthermore, under the federal Americans with Disabilities Act,

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Idaho Sick Leave Resources

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