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Idaho Termination (with Discharge): What you need to know

Idaho is an “employment-at-will” state. This means that either the employer or employee may terminate an employment relationship at any time and for any reason unless a law or contract exists to the contrary. However, a number of state statutes and several court decisions have established important exceptions to employment at will.
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As mentioned above, Idaho recognizes several exceptions to the doctrine of at-will employment. Specifically, state law prohibits employers from discharging employees for engaging in the following activities:
Court attendance. Employers may not discipline or discharge employees for absence resulting from a summons to jury duty (ID Code Sec. 2-218).
State employers must permit any employee to attend court when he or she is required to appear as a witness or a party in any proceeding not connected with official state duty. The employee may use accrued leave or leave without pay (ID Admin. Code Sec. 15.04.01.250.06).
Lie detector tests. An employer may not require an employee to take a polygraph test as a condition for employment or continuation of employment (ID Code Sec. 44-903).
Political activities. It is illegal under Idaho law for a state government employer to threaten discipline or discharge in order to influence an employee's political opinions or activities (ID Code Sec. 67-5311).
Tobacco use.Employers are prohibited from retaliating against an employee for filing a complaint under the state Clean Indoor Air Act (ID Code Sec. 39-5506).
Wages. No employer may discharge or in any other manner discriminate against any employee:
• Because the employee has made a complaint that he or she has not been paid wages in accordance with the state wage law;
• Because the employee has instituted or is about to institute proceedings under or related to the state wage law;

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Idaho Termination (with Discharge) Resources

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.