Idaho Hiring: What you need to know

Under the Idaho Human Rights Act, employers may not make inquiries of or impose qualifications on prospective employees because of race, color, religion, sex, age (40 and over), national origin, or disability, unless based on a bona fide occupational qualification (BFOQ). Note that there is no recognized BFOQ exception for race or color under Idaho law. The law applies to all public employers and to private employers with five or more employees (ID Code Sec. 67-5901 et seq.).
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The Idaho Hire One Tax Credit is a sliding-scale income tax credit for employers. The credit is based on an employer's unemployment insurance tax rating, the number of new employees hired, and the average unemployment rate during the prior year for the county where the job was created and the work was performed. The credit applies to new employees hired on or after April 15, 2011, and by March 31, 2013. It applies only after a new employee has worked at least 9 months. Details are available on the website of the Idaho Department of Labor at http://labor.idaho.gov/publications/hireone-faqs.pdf.
The Idaho Directory of New Hires Act requires employers to report new hires and rehires of former employees (ID Code Sec. 72-1601 et seq.). The information allows the state to detect fraud in welfare, workers' compensation, and unemployment insurance programs, locate individuals to establish paternity, and locate parents who owe child support.
Reports must be made within 20 days of the date of hire or rehire. Failure to report as required can result in the assessment of fines against the employer.
All employers operating in Idaho must ...

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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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