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Idaho Maternity and Pregnancy: What you need to know

The Idaho Human Rights Act prohibits employment practices that discriminate on the basis of sex (ID Code Sec. 67-5901et seq.).
The Act covers private employers with 5 or more employees, government agencies, labor organizations, and employment agencies.
As a general rule, employers must treat pregnancy-related conditions the same as they treat other types of temporary disabilities for all employment-related purposes, including leave and other benefits.
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The Idaho Human Rights Commission has adopted the Equal Employment Opportunity Commission's (EEOC) guidelines concerning preemployment inquiries.
Employers may not ask pregnancy-related questions; however, an employer may ask all applicants about their ability to perform specific job-related tasks and test for the ability to meet minimum physical standards if the standards are necessary, all applicants are tested, reasonable accommodations are made for the disabled, and all results are given the same consideration.
Any personal information that is required for health insurance and retirement programs should be obtained after the employee is hired.
As provided by the Idaho Human Rights Act, generally employers must treat pregnancy-related disabilities the same as other temporary disabilities regarding time off. This includes the commencement and duration of a leave of absence, the availability of extensions, the accrual of seniority and other benefits while on leave, and job reinstatement.
Thus, an employee disabled by pregnancy is allowed to use her sick leave in the same manner as any other employee with a temporary disability.
State employers are required to treat ...

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