Idaho Employee Handbook

When your company hires employees in Idaho, you are required to comply with federal, state, and local employment laws. There are a variety of human resources and labor policies in the workplace that differ by state. Through your employee handbook, employers can easily document and distribute the correct policies to their employees to comply with the laws of each state.

Creating your Idaho Employee Handbook is a useful way to explain important policies and procedures, mitigate legal risk, and introduce employees to the expectations and operating practices of the organization.

Mosey has compiled the relevant policies a company with employees in Idaho must consider.

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Idaho Employee Handbook Policies

There are 3 state and local employee handbook policies in Idaho.

Wage and Hour

Idaho Minimum Wage Policy

You are entitled to be paid at least the state-mandated minimum wage of $7.25 per hour. If you are under 20 years old and newly hired, you are entitled to a training wage of $4.25 per hour for the first 90 consecutive days of employment. Tipped employees are entitled to a base wage of at least $3.35 per hour, with the total wages and tips meeting or exceeding the minimum wage.

Leaves of Absence

Idaho Jury Duty Leave Policy

You are entitled to job-protected leave to serve as a juror. Unless directed otherwise by your manager, you should return to work at the completion of jury duty, even if for a partial day.

Idaho Military Service Leave Policy

You are entitled to job-protected leave if you are a member of the National Guard or reserve components who are called to military training or active service. Employer provides reemployment protections to ensure that, upon return, employees are reinstated to their original position or a similar role with the same seniority, pay, and benefits. Seniority will continue to accrue during the leave period, with no loss of accrued benefits such as vacation, sick leave, bonuses, health insurance, or other employment entitlements.

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Federal Employee Handbook Policies

Regardless of which states you have employees in, there are required federal policies that must be included in your employee handbook. In addition to any state-specific policies, your employee handbook for Idaho should contain the following federal policies.

Anti-Harassment Policy
Anti-Sexual Harassment Policy
Anti-Retaliation Policy
Equal Employment Opportunity Policy
Reasonable Accommodation Policy

Handbook Policy Best Practices

In addition to the required federal policies, the following policies are best practices to include in your employee handbook.

Prohibited Conduct Policy
Violations Reporting Policy
Workplace Violence Prevention Policy
Weapons Policy
Disciplinary Action Policy
At-Will Employment
Federal Uniformed Services Employment and Reemployment Rights Act (USERRA) Policy

Client Reporting States: 8 Steps To Maintain Compliance on a PEO

Managing compliance for state and local reporting can feel like a never-ending task, even with the help of a professional employer organization (PEO). For example, client reporting states can add an extra layer of confusion to the payroll and reporting process. When you’re on a PEO, there are two types of payroll reporting: client reporting states and PEO reporting states. In client reporting states, you are still responsible for managing your payroll accounts under your own employee identification number (EIN). In these states, you do not file under the PEO’s payroll tax accounts, and your company will have to handle any corporate tax filings or business registrations.

Benefits of Forming a Limited Liability Company (LLC)

As a business owner, selecting the appropriate structure for your venture is highly important. This choice impacts everything from your personal liability to how you pay taxes and even the way you raise capital. Among the various options — from the simplicity of a sole proprietorship to the more complex C corporation — lies the increasingly popular limited liability company (LLC). The LLC, a hybrid entity, offers a unique blend of flexibility and protection. It stands out for its ability to combine the operational ease of a sole proprietorship or general partnership with the liability protection typically associated with corporations.

What Is Double Taxation and How It Impacts Business

Business taxes are necessary for running a business, but sometimes, the rules can feel stacked against you. Double taxation is a particularly frustrating concept: Your company works hard to turn a profit, pays its share of taxes, and then faces another tax bill on those same earnings. It’s enough to give any business owner, particularly those heading smaller or multi-state operations within the US, a major headache.

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