Idaho Termination (with Discharge) laws & HR compliance analysis

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.
As a general rule, if a federal, state, or local law grants employees the right to engage in an activity or to enjoy a benefit, employees should never be disciplined, discharged, or otherwise retaliated against for requesting or attempting to do so.
To list a few key examples, 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.
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 ...

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