Labor Laws (non-OSHA)

 Idaho Falls Employment Health Clinic, PLLC is an equal opportunity employer that complies with applicable Federal and State laws. IFEHC does NOT discriminate on the basis of sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by applicable law in its hiring or retention decisions. Nor does IFEHC retaliate for raising good faith concerns about discrimination on the basis of these protected categories. Moreover, IFEHC enforces a safe work environment where personnel who raise good faith concerns about workplace conditions shall be protected from retaliation. IFEHC goes out of its way to make available in prominent locations, including its office and its website, statements of these rights. IFEHC's OSHA Compliance Officer shall oversee this program. 

IFEHC believes in fostering a safe environment for its patients and its employees. This document addresses professionalism, known hazards, harassment, and workplace violence. The only legitimate excuses for noncompliance are legally stipulated exceptions, such as those delineated in the Americans with Disabilities Act (ADA). Even under those circumstances, employees must communicate responsibly and be capable of performing their essential job functions with or without accommodations. All employees with good faith concerns must direct them either to the Medical Director or the OSHA Compliance Officer. All employees must produce timely written acknowledgement of this policy.

Employees are required to acknowledged receipt of and understanding of IFEHC's policies towards sexual harassment and workplace bullying.

For current and prospective employees' convenience, the mandatory Federal and State (i.e., Idaho) posters are provided here. They are also posted in the lobby of IFEHC. Employees are required to be familiar with the locations and contents of these posters. Failure to demonstrate knowledge of location and contents by the end of formal training is grounds for disciplinary action, possibly including termination.

Contents: 1 - Equal Employment Opportunity is the Law (Federal), 2 - Equal Opportunity is the Law (State), 3 - Idaho Prohibits Discrimination in Employment, 4 - Employee Rights Under the Fair Labor Standards Act (Federal), 5 - Idaho Minimum Wage Law (State), 6 - OSHA Job Safety and Health: It’s the Law! (Federal), 7 - Employee Rights Under the Family Medical and Leave Act (Federal), 8 - Employee Rights: Paid Sick Leave and Expanded Family and Medical Leave Under the Families First Coronavirus Response Act, 9 - Employee Rights: Employee Polygraph Protection Act (Federal), 10 - Unemployment Insurance Benefits (Idaho), 11 - Your Rights Under USERRA.

Employees should only claim credit for hours spent (if time-based payment) or for work successfully completed (if merit-based). Violation of this policy constitutes civil and criminal offenses. This policy must be signed and dated. Employees are responsible for signing in a timely manner. Failure to do so is in itself a serious violation of policies.