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Can I fire employees for reasons other than poor performance in Idaho? What are the requirements?
Can I fire employees for reasons other than poor performance in Idaho? What are the requirements?
Yes, in Idaho, employers can terminate employees for any reason, as long as it is not discriminatory or retaliatory [1.2]. This includes terminating employees for reasons other than poor performance, such as misconduct or violation of company policies [1.2]. However, there are certain requirements that employers must follow when terminating employees.
Requirements for Termination
Employers in Idaho must follow the following requirements when terminating employees:
- Employers must provide a final paycheck to the employee on or before the next regular payday [1.2].
- Employers must provide a written notice to the employee if they are being terminated for cause. The notice must include the specific rules violated and the reasons for the action [1.2].
- Employers must not terminate employees for discriminatory or retaliatory reasons. This includes terminating employees based on their race, gender, age, religion, national origin, disability, or for engaging in protected activities such as filing a complaint or participating in an investigation [4.1].
Overtime Compensation
Employers in Idaho must provide overtime compensation to eligible employees [2.1]. Classified and nonclassified officers and employees who are not designated as executive, administrative, or professional are eligible for cash compensation or compensatory time off from duty for overtime work, subject to the restrictions of applicable federal law [2.1]. Compensatory time off may be provided in lieu of cash compensation at the discretion of the appointing authority after consultation, in advance, with the employee [2.1].
Voluntary Demotion in Lieu of Layoff
Employees with permanent status in Idaho may choose to accept a voluntary demotion rather than be laid off within their layoff unit [1.3]. Demotion options are limited to a classification, or if deleted, its successor, in which the employee held permanent status in the agency [1.3]. Such demotion will not be permitted if it causes the layoff of an employee with greater retention points [1.3].
Conclusion
In Idaho, employers can terminate employees for any reason, as long as it is not discriminatory or retaliatory. Employers must provide a final paycheck to the employee on or before the next regular payday, provide a written notice if the employee is being terminated for cause, and must not terminate employees for discriminatory or retaliatory reasons. Eligible employees in Idaho must receive overtime compensation, and employees with permanent status may choose to accept a voluntary demotion rather than be laid off within their layoff unit.
Source(s):
- [2.1] HOURS OF WORK AND OVERTIME.
- [4.1] SHORT TITLE.
- [1.2] DISCIPLINARY ACTIONS.
- [1.3] VOLUNTARY DEMOTION IN LIEU OF LAYOFF.
Jurisdiction
Idaho