Updated on January 13th, 2022
An Idaho employment contract outlines the duties, rights, and responsibilities that an employer and an employee have in a new working relationship. The agreement should stipulate if the employment will be for a specified period or “at-will,” meaning it can be terminated at any time by either party. Financial terms should also be established detailing if the employee will be paid a salary or per hour, any commissions or bonuses they are entitled to, and any expenses the employer agrees to cover.
The contract describes what benefits the employee is entitled to, as well as any vacation time, personal leave days, and potential ownership interest in the company. Once both parties agree to the terms of the agreement, they may both sign it, and the hiree may begin work on the agreed-upon date.
Independent Contractor Agreement – A contractor and client may use this agreement in an exchange of services for compensation.
Subcontractor Agreement – General contractors draft this contract to hire subcontractors to perform specific tasks on a project they oversee.
- Labor Statutes: Title 44 – Labor and Title 72 – Worker’s Compensation and Related Laws
- Definition of Employee: § 72-102(11)
- Minimum Wage: $7.25/hr (§ 44-1502)
- Overtime: Not mentioned in state statutes. Per the Fair Labor Standards Act, overtime pay is one and a half (1.5) times the standard wage (29 C.F.R § 778.107).
- Record Keeping: Employment records must be kept for no less than three (3) years after the employee’s final day of work (§ 45-610).
Permitted? Yes, Idaho is an “at-will” state, meaning an employer or employee may terminate their working relationship at any time, for nearly any reason, unless prohibited by contract or state or federal laws. Employees may not be terminated for reasons including, but not limited to:
- Discrimination (§ 67-5909)
- Asserting their rights under the minimum wage law (§ 44-1509)
- Refusing to take a polygraph test (§ 44-903)
- Jury duty (§ 2-218(1))