Mandatory Job Discrimination Regulations in Idaho (ID)

September 11th, 2006 Posted by Rachel

There are many definitions of the word discrimination. Generally speaking, it means treating someone differently because of a certain characteristic. Some kinds of discrimination are both legal and fair; other types of discrimination may be unfair, but legal. Illegal discrimination occurs when a civil rights law has been violated. Employers are bound to these laws in the workplace. In many states, there are both federal and state laws in place that must be adhered to. Idaho enforces federal laws and two state statutes with regard to discrimination in the workplace.

Most employees are protected by at least some of these laws. If you work for an employer who has less than 5 employees you may have less protection than others.
Idaho (ID) job discrimination law in the workplace bans discrimination in employment on the basis of race, color, sex, disability, national origin, age (over 40), Vietnam era veteran’s status, religion, citizenship, and retaliation for making or participating in a civil rights complaint. All phases of employment are covered from recruitment and interviewing to termination.

Some employers who receive certain federal funds may have extra civil rights obligations. They may be required to develop and maintain affirmative action plans. They may be expected to make extra efforts to put minorities, women, veterans and the disabled in jobs that may not have been open to them in the past. According to
Idaho (ID) job discrimination law in the workplace, employers shall not discriminate between or among employees in the same establishment on the basis of sex, by paying wages to any employee in any occupation at a rate less than the rate at which an employee of the opposite sex is paid for comparable work where there are comparable requirements such as skill effort and responsibility.

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Idaho (ID) Sexual Discrimination Law in the Workplace

August 25th, 2006 Posted by Hannah

The Idaho sexual discrimination law in the workplace follows a state law rather than the federal laws set forth by Title VII. Basically, the Idaho General Statutes, Title 67, Chapter 59 makes sexual discrimination by an employer or labor organization illegal.

Under this statute, an employer is someone who has five or more employees, not counted domestic servants who work at the employer’s place of residence. This differs from Title VII because Title VII only applies to employers who have fifteen or more employees.

The following specifies what is illegal under this statute: based on gender, employers are not allowed to discriminate in terms of pay or other conditions of the job. Idaho also follows an “equal pay for comparable work” standard as well. This means that people in comparable positions in terms of skill, effort and responsibility should earn equal pay. Wages can differ between two people of differing genders based on seniority and merit increases.

Anyone who wants to file a complaint must do so with the Idaho Commission on Human Rights within one year of the alleged discriminatory act. The Commission will then send your employer a letter with a copy of your complaint and your employer will be given an opportunity to respond to the complaint.

After this, the Commission will try to reach a settlement. If this doesn’t work, it will conduct an investigation. The investigator will decide if there is probably cause to believe your rights have been violated.

Following a “probable cause” decision, you and your employer will enter another settlement phase. If this again fails, the Commission will file the case with the district court.

Anyone who wants to file the claim directly with the federal or state courts must first request a “Right to Sue” letter from either the EEOC or the Idaho Commission on Human Rights.

All in all, it’s up to the employer and employees to know their rights and responsibilities when it comes to sexual discrimination in the workplace. Employers can help this process by keeping up-to-date Idaho Complete Labor Law posters posted in the workplace.

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Idaho Discrimination Notice

August 1st, 2006 Posted by Jane

My research shows that Illinois protects workers against discrimination by enforcing both federal and state Civil Rights Acts to define what is not acceptable. The laws cover three main areas of business: federal contracting, local government and private businesses, and employers benefitting from federal funding programs.

Federal Laws
Employers holding federal contracts or subcontracts, and applicants to and employees of companies with a federal government contract or subcontract are protected against discrimination on the basis of race, color, religion, sex or national origin.

Further, there are laws against job discrimination against people with disabilities, as well as Vietnam-era veterans and qualified special disabled veterans. The government also requires affirmative action to ensure equality of opportunity in all aspects of employment.

Idaho Laws
At the state and private level, I know that the protections are further spelled out for applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations.

The state prohibits discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color religion, sex or national origin. It also protects qualified applications and employees with disabilities from discrimination in hiring, promotion, discharge, pay, job training, fringe benefits, classification, referral, and other aspects of employment on the basis of disability. The law also requires that covered entities provide qualified applicants and employees with disabilities with reasonable accommodations that do not impose undue hardship.

Surprisingly, the state also protects applicants and employees 40 years of age or older from discrimination on the basis of age in hiring, promotion, discharge, compensation, terms, conditions or privileges of employment.

And finally, the state prohibits sex discrimination in payment of wages to women and men performing substantially equal work in the same establishment. Retaliation against a person who files a charge of discrimination, participates in an investigation, or opposes an unlawful employment practice is prohibited

Federal Funding Laws

The final category that Illinois protects includes programs or activates receiving federal financial assistance. Discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance is unlawful. So is employment discrimination if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes; or may cause discrimination in providing services under such programs.

Employment discrimination on the basis of sex in educational programs or activities which receive federal assistance is prohibited. So is discrimination on the basis of disabilities in any program or activity which receives federal financial assistance. Discrimination is prohibited in all aspects of employment against disabled persons who, with reasonable accommodation, can perform the essential functions of a job.

All of the Idaho labor laws including discrimination can be found on the Idaho Complete Labor Law poster.

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