Overtime Laws in Idaho:- State restrictions known as "overtime laws" control how much overtime compensation is paid to workers. These regulations aim to safeguard employees and guarantee just remuneration for the extra hours they put in beyond the typical workweek. Idaho follows the federal Fair Labour Standards Act since its labour laws do not include any regulations regarding overtime.
Overtime Laws in Idaho
Federal law is applicable because Idaho does not have any regulations pertaining to paying overtime compensation to employees. Employers in Idaho are not limited in how many hours they can have an employee work in a single workday or workweek under the Fair Labour Standards Act (FLSA). Nonetheless, nonexempt workers in Idaho are entitled to overtime pay equal to 1.5 times their regular rate of pay for any hours beyond 40 in a workweek if they put in more than 40 hours.
Employers are not required by federal law to pay a premium rate to workers who put in more than eight hours in a workday or who work on weekends or holidays. An employer and employee may occasionally sign a contract that places a higher duty on overtime pay than the FLSA mandates; in such event, the obligation must be fulfilled.
Idaho Compensatory Time
In lieu of cash payment for overtime hours worked, an appointing authority in Idaho may decide to offer compensatory time off, or “comp time.”
The person in charge of the appointment must consult with the worker before deciding whether or not to provide comp time. For each hour of overtime worked, an employee should receive 1.5 hours of paid time off.
The first paycheck after the next fiscal year will include a cash payout for any accrued paid time off that hasn’t been used by the end of the fiscal year. Should an employee leave or transfer within the organisation, they will get a cash reimbursement for any unused paid time off.
Who is covered by Idaho’s overtime laws?
Certain employees in Idaho are not eligible for overtime compensation. When all standards established by the U.S. Department of Labour are met, an employee’s position may be excluded from federal overtime obligations. This includes the precise duties and salary level. Administrative staff, for instance, are exempt from overtime if their weekly salary (as of 2017) exceeds $455, their primary responsibility is office or non-manual work directly related to the employer’s general business operations, and they are required to use independent judgement in performing their duties.
In Idaho, the following jobs are typically exempt from overtime compensation:
- Chief Executive
- Salespeople on commission and outside
- Workers classified as “learned professionals” (executive chefs, lawyers, and CPAs)
- Employees at summer camps (not in administration)
- Workers at some small publications
- Workers delivering newspapers Workers doing fishing operations
- Unpaid nannies
- People who work as companions for the sick or elderly
- Some commission-based workers in retail or service environments
- Workers for airlines and railroads
- Agricultural labourers
- Salespeople for cars, trucks, farm equipment, trailers, boats, or aeroplanes
Statute of Limitations in Idaho Regarding Unpaid Overtime Claims
The two-year statute of limitations applies in Idaho when pursuing an unpaid overtime claim. In the event that an employer intentionally and consciously disregards legal requirements by refusing to pay overtime, the statute of limitations may be extended to three years. These statutes of limitations guarantee employees the chance to stand up for their rights and demand additional damages and back pay.
Employees in Idaho who report overtime are also protected from employer reprisals, including threats, suspensions, and even termination of employment.