Employer Agreement Policy

Welcome to IdahoWorks, a free job match and workplace information service for employers and job seekers. We require that jobs posted to our site meet minimum standards to ensure that there is an actual employment opportunity for job seekers. Please read the following requirements:

• Employer Job Posting Entry. IdahoWorks allows employers to directly enter and manage their own job postings any time day or night. Use of the service is purely voluntary.
• Voluntary Employer Registration. Users must register to use the system, and must enter a current job opening upon registration. The registration information must be validated by the department before the job listing becomes available to the public, and before a customer resume or job referral information is made available. Registering for services requires a User to establish a unique username and password. The username and password are required for any future access to the system. Users are responsible for protecting the confidentiality of their own unique name and passwords.
• Employer Account Security and Access. If an employer account is used for unauthorized purposes, IDOL may temporarily or permanently suspend access to the IdahoWorks system. Idaho Department of Labor, in its sole discretion, reserves the right to temporarily or permanently suspend access to the IdahoWorks system.
• Job Postings and Referrals. Employers may manage their own job postings and referrals, or department staff may assist with these processes. Upon registration and validation, employers may review the searchable resumes of applicants referred to their job posting. Any new job posting or employer record or any updates to existing records will first go to a queue and must be reviewed by the department before being displayed to IdahoWorks.
• Employment–Related Laws. Employers agree they will comply with all applicable federal, state and local–employment related laws and regulations including health and safety laws, Fair Credit Reporting Act, 15 U.S.C. 1681 et seq, and the Idaho Contractor Registration Act.
• Employment Discrimination. Neither an employer nor an employer's agents may use customer profile or job referral information to directly or indirectly discriminate against job applicants on the basis of race, color, religion, gender, age, national origin, credit history, unemployment status, or disability.
• Jobs Posted. Jobs posted on this website must be for an immediate opening. Business opportunities are not considered immediate openings. Domestic service or ‘spot jobs’ are not permitted. All jobs must adhere to state and federal minimum wage laws. State minimum wage information is available at the Guide to Idaho Labor Laws, and federal minimum wage information at US Department of Labor Compliance Assistance: Fair Labor Standards Act.
• Employer–Employee Relationship. Job postings entered into the IdahoWorks system must be for direct employer-employee relationships. For an employer-employee relationship to exist, the employing organization must be responsible for hiring, firing, supervising and paying the employee. Contract positions are not allowed.
• Unemployment Taxes. Employers agree they will comply with all provisions of Idaho Employment Security Law and Federal Unemployment Tax Act and its regulations for each job posting entered.
• Workers' Compensation. Employers agree that each job posting will be covered by the employer’s Workers’ Compensation Policy.
• No Referral in Case of Labor Dispute. The department shall make no job referral on job postings which will directly or indirectly aid in the filling of a job which is vacant because the former occupant is on strike, being locked out in the course of a labor dispute or the filling of which is otherwise an issue in a labor dispute involving a work stoppage.
• Monetary Investments. Neither the employer nor employer’s agents may require a significant monetary investment by a job seeker in order to obtain employment. Usual and customary licensing fees or certifications are acceptable. Purchasing kits or work–from–home plans are not acceptable.
• Access. Employers control how job seekers contact them from the job posting. No employer information will be sold for any purpose.
• Fees. Neither an employer nor an employer’s agents may charge a fee to provide a job seeker with access to a job referral or as a condition of accepting a job.
• User Resume Use. Neither an employer nor an employer’s agents may use Users’ resumes or referral information for any purpose other than to fill an immediate job opening. Users may not resell or repost a User's resume or referral information, whether in whole or in part.
• Removal. The department reserves the right to remove any job posting that contains inaccurate or inappropriate information.
• Hiring Unemployed Job Seekers. Do not automatically exclude job seekers based on their unemployment status unless you can show that excluding unemployed applicants is related to the job posted and consistent with your business needs. This type of screening requirement may unjustifiably limit the employment opportunities of applicants in protected groups causing a disparate impact on those groups in violation of federal civil rights laws. Any employer that submits a job announcement containing restrictions or exclusions based on an applicant’s unemployment status will have an opportunity to edit or remove the announcement. We will not screen job seekers or refuse to make job referrals because the job seeker lacks current employment. If you continue to post a job announcement that excludes unemployed job seekers, the announcement will be posted with information for job seekers about the civil rights laws that may apply to restrictions based on their unemployed status. Read more about job bank non-discrimination and hiring restrictions based on unemployment status.
• Job Seeker Credit History Restrictions. Do not automatically exclude job seekers based on their credit history unless you can show you have an objective, clearly–defined reason why a credit history restriction is related to the job posted and consistent with your business needs. There is no reliable evidence that validates the use of credit histories in hiring decisions. Job screening based on a credit history may be imprudent because negative information on credit reports may reflect that job seekers have experienced difficult circumstances beyond their control, those reports may contain inaccuracies. In addition, this type of screening requirement may unjustifiably limit the employment opportunities of applicants in protected groups causing a disparate impact on those groups in violation of federal civil rights laws. If you submit a job announcement containing restrictions or exclusions based on an applicant’s credit information you will have an opportunity to edit or remove the announcement. If you continue to post a job announcement excluding job seekers based on their credit history the announcement will be posted with information for job seekers about the civil rights laws that may apply based on credit history restrictions. Read more about job bank non-discrimination and hiring restrictions based on credit information.
• Discontinuation of Employer Services. The department may discontinue services to any employer under the following circumstances:
  • an employer submits and refuses to alter or withdraw job postings containing specifications contrary to employment–related laws;
  • an employer submits job postings and refuses to provide assurances appropriate for agricultural clearance postings that the jobs are compliant with employment–related laws or refuses to withdraw such a job posting;
  • an employer is found through field checks or otherwise to have misrepresented the terms or conditions of employment when a job service–related complaint is filed against an employer and the appropriate enforcement agency has found by a final determination that the employer has violated employment–related laws;
  • an employer has violated a job service regulation;
  • an employer refuses to accept qualified workers referred through the clearance system;
  • an employer refuses to cooperate in the conduct of field checks at agricultural work sites to which referrals have been made through the intrastate or interstate clearance system; and/or
  • an employer repeatedly causes the initiation of procedures for discontinuation of services.

The department will send written notification to the employer that it intends to discontinue services and cite the basis for the determination. The employer will be given an opportunity to respond and request a hearing before services are discontinued.

• Disclosure of Information. The department will, on occasion, send an employer name, address and contact information to qualified job seekers via email. And will also, on occasion, send job seeker names and contact information to qualified employers via email.

(Revised 3/20/2017)

Acceptance

I have read and understand all of this policy on Employer Use and will comply with its provisions. I also understand any violation of this policy or this agreement will result in loss of access to IdahoWorks.