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.
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.
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.
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.