[COMPANY NAME]

EMPLOYEE HANDBOOK

(State of Idaho – Comprehensive Edition)

Effective Date: [_]
Supersedes Prior Versions Dated: [_]
Governing Law: State of Idaho Employment Law
Forum Selection: State Courts of Idaho (see § 8.2)

[// GUIDANCE: This handbook is drafted as a legally sophisticated, “court-ready” template. Bracketed text ([PLACEHOLDER]) should be customized. Strategic guidance comments appear in double slashes. Remove comments before final issuance.]

TABLE OF CONTENTS

1. Document Header
2. Definitions
3. Operative Provisions
   3.1 Nature of Employment & At-Will Statement
   3.2 Equal Employment Opportunity & Anti-Discrimination
   3.3 Harassment Prevention
   3.4 Wage & Hour Practices
   3.5 Timekeeping & Payroll
   3.6 Work Schedules, Breaks & Overtime
   3.7 Leave & Time-Off Benefits
   3.8 Employee Conduct & Workplace Rules
   3.9 Health, Safety & Security
   3.10 Technology & Confidential Information
4. Representations & Warranties
5. Covenants & Restrictions
6. Default, Discipline & Remedies
7. Risk Allocation
8. Dispute Resolution
9. General Provisions
10. Acknowledgment & Execution

1. DOCUMENT HEADER

This Employee Handbook (“Handbook”) is issued by [COMPANY NAME], an Idaho [corporation/LLC/other] (“Company”), to each individual employed by the Company (“Employee” or “you”). The Handbook sets forth guidelines, policies, and expectations applicable to employment with the Company effective as of the above date.

Recitals
A. The Company desires to articulate its employment policies in compliance with applicable federal and Idaho law.
B. Employees desire clarity regarding their rights, obligations, and the procedures governing employment.
C. Consideration for these mutual promises is continuing employment and access to Company resources.

Contractual Disclaimer
This Handbook is not, and shall not be construed as, a contract of employment. Nothing herein alters the at-will status of employment (see § 3.1). Only a written agreement signed by the [Chief Executive Officer/HR Director] and the Employee can modify the at-will relationship.

2. DEFINITIONS

For purposes of this Handbook, capitalized terms have the meanings set forth below:

“ACA” – the federal Affordable Care Act.
“Applicable Law” – all federal, state, and local statutes, regulations, and ordinances governing employment, including but not limited to the Fair Labor Standards Act, 29 U.S.C. § 201 et seq. (“FLSA”); Idaho Wage Payment Act, Idaho Code Ann. §§ 45-601 et seq.; Family and Medical Leave Act, 29 U.S.C. § 2601 et seq. (“FMLA”); and the Idaho Human Rights Act, Idaho Code Ann. §§ 67-5901 et seq.
“Company Property” – all tangible and intangible property of the Company, including facilities, equipment, data, and intellectual property.
“Effective Date” – the date stated on page 1.
“Exempt Employee” – an employee classified as exempt from overtime under the FLSA.
“Non-Exempt Employee” – an employee eligible for overtime under the FLSA.
“Regular Payday” – the recurring pay date established in § 3.5.
“Workweek” – seven (7) consecutive 24-hour periods beginning [DAY/TIME].

3. OPERATIVE PROVISIONS

3.1 Nature of Employment & At-Will Statement

Employment with the Company is at-will. Either the Employee or the Company may terminate the employment relationship at any time, with or without cause or prior notice, subject only to Applicable Law. No supervisor or representative of the Company, other than the [CEO/President], has authority to enter into any agreement contrary to this policy, and any such agreement must be in writing and signed by both parties.

3.2 Equal Employment Opportunity & Anti-Discrimination

1. Policy: The Company provides equal employment opportunities to all qualified individuals without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age (40 or older), disability, genetic information, veteran status, or any other protected classification under Applicable Law.
2. Idaho Compliance: Pursuant to the Idaho Human Rights Act (Idaho Code Ann. §§ 67-5901 et seq.), discrimination or retaliation against qualified individuals is strictly prohibited.
3. Accommodation: Reasonable accommodations for disabilities or sincerely held religious beliefs will be provided in accordance with the Americans with Disabilities Act and state law.

3.3 Harassment Prevention

Harassment, including sexual harassment, is prohibited. Employees must promptly report any incident using the procedure in § 6.2. Retaliation for good-faith reporting is forbidden.

3.4 Wage & Hour Practices

1. Minimum Wage: The Company complies with the higher of federal or Idaho minimum wage.
2. Overtime: Non-Exempt Employees are entitled to overtime pay at 1½ times the regular rate for hours worked over 40 in a Workweek, per the FLSA. Overtime must be pre-approved in writing.
3. Final Wages: Under Idaho Code Ann. § 45-606, final wages will be paid by the earlier of (a) the next Regular Payday or (b) within ten (10) days after written demand by the Employee.

3.5 Timekeeping & Payroll

1. Accurate Records: Employees must record all hours worked using the Company’s timekeeping system.
2. Deductions: Lawful deductions (taxes, benefits premiums, wage garnishments, etc.) will be itemized on pay statements.
3. Pay Frequency: Employees are paid [weekly/bi-weekly/semi-monthly] on [DAY].

3.6 Work Schedules, Breaks & Overtime

1. Work Schedules: Standard business hours are [____]. Supervisors may adjust schedules based on operational needs.
2. Meal Periods: Although Idaho law does not mandate meal or rest breaks, the Company provides an unpaid meal break of at least 30 minutes for shifts exceeding five (5) consecutive hours.
3. Rest Breaks: A paid 15-minute rest break is provided approximately midway through each four-hour work period.

3.7 Leave & Time-Off Benefits

1. Paid Time Off (PTO): Employees accrue PTO at the rates set forth in Appendix A.
2. Sick Leave: Idaho has no mandatory paid sick leave; however, the Company grants [X] hours of paid Sick Leave per calendar year.
3. FMLA Leave: Eligible Employees (50+ employees, 12 months service, 1,250 hours) may take up to 12 weeks of unpaid job-protected leave for qualifying reasons.
4. Military Leave: Provided in accordance with USERRA.
5. Jury Duty: Employees are granted unpaid leave to serve; PTO or other paid leave may be applied at the Employee’s option.
6. Voting Leave: Employees will be allowed reasonable unpaid time off to vote if no three (3) consecutive hours exist outside working hours when polls are open.
7. Domestic Violence Leave: Unpaid leave will be provided consistent with any applicable local ordinances.
8. Bereavement Leave: Up to [X] paid days for immediate family members.
9. Other Leave: Additional unpaid leave may be granted at Company discretion.

3.8 Employee Conduct & Workplace Rules

1. Professional Conduct: Employees shall act with integrity, respect, and professionalism.
2. Prohibited Conduct: Theft, violence, intoxication, illegal drug use, harassment, and unlawful acts are cause for discipline.
3. Substance-Free Workplace: The Company maintains a drug- and alcohol-free environment; testing may be conducted per policy in Appendix B.

3.9 Health, Safety & Security

Employees must comply with Occupational Safety and Health Administration (OSHA) standards and Company safety protocols. Injuries must be reported within 24 hours.

3.10 Technology & Confidential Information

1. Acceptable Use: Company technology is for legitimate business purposes. Personal use must be minimal and compliant with policy.
2. Confidentiality: Employees shall not disclose Confidential Information during or after employment.
3. Return of Property: All Company Property must be returned immediately upon termination.

4. REPRESENTATIONS & WARRANTIES

4.1 Employee Representations
a. Legal Work Status: Employee affirmatively represents authorization to work in the United States.
b. Non-Contravention: Employment with the Company does not violate any agreement, court order, or restrictive covenant applicable to Employee.

4.2 Company Disclaimer of Warranties
Except as required by Applicable Law, the Company makes no express or implied warranties regarding continued employment, compensation, or benefits.

5. COVENANTS & RESTRICTIONS

5.1 Employee Covenants
a. Compliance: Employee shall comply with all policies herein and Applicable Law.
b. Conflicts of Interest: Employee shall avoid activities that conflict with Company interests and shall disclose potential conflicts promptly.
c. Non-Solicitation: For twelve (12) months following termination, Employee shall not solicit Company clients or employees for competing business within Idaho, subject to Idaho’s lawful restrictions on restrictive covenants.

5.2 Company Covenants
a. Policy Enforcement: The Company will administer policies in a fair and non-discriminatory manner.
b. Notice of Amendments: Material changes will be communicated at least fourteen (14) days prior to effectiveness unless immediate compliance is required by law.

6. DEFAULT, DISCIPLINE & REMEDIES

6.1 Disciplinary Standards
Violation of Company policy may result in corrective action up to and including termination. The Company may, but is not obligated to, use progressive discipline (verbal warning, written warning, suspension, termination).

6.2 Complaint Procedure
Employees may report policy violations or concerns to (i) their supervisor, (ii) Human Resources, or (iii) the anonymous ethics hotline: [PHONE/WEB]. Investigations will be prompt and impartial.

6.3 Graduated Remedies
Depending on severity, remedies may include counseling, restitution, suspension, demotion, or immediate discharge. The Company reserves the right to seek civil or criminal remedies where warranted.

6.4 Attorney’s Fees
In any dispute under this Handbook where the Company prevails, the Company may recover reasonable attorney’s fees and costs to the fullest extent permitted by law.

7. RISK ALLOCATION

7.1 Indemnification for Employee Conduct
To the extent permitted by law, Employees agree to indemnify and hold the Company harmless from losses arising from (i) intentional misconduct, (ii) gross negligence, or (iii) unauthorized acts outside the scope of employment.

7.2 Limitation of Liability
Liability of the Company to any Employee is limited to the remedies expressly set forth in Applicable Law, including but not limited to wage payment statutes and workers’ compensation coverage. The Company shall not be liable for incidental, consequential, or punitive damages except as expressly required by statute.

7.3 Insurance
The Company maintains workers’ compensation and general liability insurance as required by Idaho law. Employees may be required to carry personal auto insurance when operating personal vehicles for business use.

7.4 Force Majeure
Performance of Company obligations may be suspended for events beyond reasonable control (e.g., natural disasters, acts of terrorism, pandemic), provided reasonable efforts are made to resume operations.

8. DISPUTE RESOLUTION

8.1 Internal Resolution
Employees must first attempt to resolve disputes through the procedure in § 6.2.

8.2 Governing Law & Forum Selection
This Handbook is governed by the laws of the State of Idaho. Subject to § 8.3, exclusive venue for any action shall lie in the state courts sitting in [COUNTY], Idaho.

8.3 Optional Arbitration
The Company may at its sole discretion offer binding arbitration under the Federal Arbitration Act for employment disputes, excluding (i) workers’ compensation, (ii) unemployment claims, and (iii) claims for injunctive relief. Participation by the Employee is voluntary; if elected, the arbitration agreement will be set forth in a separate document and must comply with Idaho and federal law.

8.4 Jury Trial
Nothing herein shall be construed as a waiver of the Employee’s constitutional right to a jury trial should litigation proceed in court.

8.5 Injunctive Relief
Either party may seek temporary or preliminary injunctive relief only to prevent irreparable harm relating to confidential information or intellectual property, subject to Idaho Rules of Civil Procedure.

9. GENERAL PROVISIONS

9.1 Amendment & Waiver
The Company may amend this Handbook at any time by written notice. No waiver of any provision shall be effective unless in writing and signed by an authorized Company representative.

9.2 Assignment & Delegation
Employee may not assign any rights or delegate any duties under this Handbook. The Company may assign its rights and obligations to any successor in interest.

9.3 Severability
If any provision is held unenforceable, the remaining provisions shall remain in full force, and the unenforceable provision shall be reformed to the minimum extent necessary to render it valid.

9.4 Integration
This Handbook, together with any separate signed agreements (e.g., arbitration, confidentiality, stock options), constitutes the entire understanding between the parties regarding the subjects addressed and supersedes all prior written or oral policies.

9.5 Electronic Signatures & Delivery
Electronic signatures and electronic delivery of this Handbook constitute valid execution and delivery for all purposes.

9.6 Successors & Assigns
This Handbook binds and benefits the Company’s successors and assigns.

10. ACKNOWLEDGMENT & EXECUTION

I acknowledge that I have received, read, and understand the [COMPANY NAME] Employee Handbook effective as of the date below. I agree to comply with the policies and procedures contained herein.

APPENDIX A – PTO ACCRUAL SCHEDULE

[// GUIDANCE: Insert accrual table keyed to length of service.]

APPENDIX B – DRUG & ALCOHOL TESTING POLICY

[// GUIDANCE: Include testing triggers, confidentiality safeguards, and consequences consistent with Idaho law.]

[// GUIDANCE: Prior to publication:
1. Confirm all placeholders are completed;
2. Remove guidance comments;
3. Ensure cross-references update after edits;
4. Provide Spanish or other translations if required for workforce accessibility.]