Are sexual orientation and gender identity protected by employment law?

In Idaho, sexual orientation and gender identity are not explicitly protected under employment law. However, Idaho does adhere to the federal law, Title VII of the Civil Rights Act of 1964, which prohibits discrimination against any employee or job applicant because of their race, color, religion, national origin, or sex. This means that employers in Idaho cannot discriminate against an employee based on their sex, including gender identity and sexual orientation. Furthermore, employers in Idaho are prohibited from requiring applicants or employees to take a genetic test before they are employed or while they are already employed. This law also states that employers must provide reasonable accommodation to employees with disabilities who need it to do their job. This includes providing reasonable accommodation for employees with gender identity or gender expression issues. In addition, Idaho is a signatory of the Uniform Employment Discrimination Act, which states that all people should be treated fairly and without discrimination according to their sex. This means that job applicants and employees in Idaho may not be subjected to discrimination based on their gender identity or sexual orientation. In short, while Idaho law does not specifically protect employees based on sexual orientation and gender identity, Idaho does adhere to federal laws that prohibit discrimination against employees based on sex, as well as providing reasonable accommodation for those with gender identity and gender expression issues.

Related FAQs

How do I know if my employer is violating employment law?
Are employees entitled to be paid for overtime worked?
Can employers track employee emails and internet usage?
Are employees entitled to time off for religious reasons?
What is the difference between a union and a non-union workplace?
What is the difference between an at-will and a contract employee?
What is the Equal Pay Act?
How do I file a complaint with the Equal Employment Opportunity Commission (EEOC)?
What is the difference between a contractor and an employee?
Are employers allowed to require dress codes?

Are sexual orientation and gender identity protected by employment law?

Related FAQs

Related Blog Posts