Section II Human Resource Policies and Procedures
P. General Policies and Procedures - All Employees
- Nondiscrimination Policy
It is the policy of the Board that the institutions, agency or school under its governance
provide equal employment opportunities to applicants for employment and equal benefits to
employees without regard to race, color, national origin, religion, sex, age, disability,
or veteran's status in accordance with applicable state and federal laws.
- Equal Employment Opportunity
The policy of the Board is to pursue a continuing program of specific positive practices
designed to achieve the realization of equal employment opportunity without regard to race,
color, national origin, religion, sex, age, disability, or veteran's status in accordance
with applicable state and federal laws.
To implement this policy, the Board directs the chief executive officers of its institutions,
agencies or school to:
- recruit, hire, train, and promote persons without discrimination in accordance with applicable
state and federal laws and the governing policies of the Board;
- make decisions on employment so as to further the principle of equal employment opportunity;
- ensure that promotion decisions are in accordance with the principles of equal employment
opportunity; and
- ensure that all personnel actions affecting such matters as compensation, benefits, transfer,
termination, layoff, return from layoff, sponsored training, education, and social and recreational
programs are administered without discrimination.
Each chief executive officer or his or her designee is specifically responsible for ensuring that there
are no obstacles to equal employment opportunity by establishing a program of affirmative action,
ensuring internal adherence to such a program, and evaluating its progress.
- Sexual Harassment Policy
It is the policy of the Board that no employee should be subject to illegal sexual harassment.
Each institution, agency, school must establish and maintain policies prohibiting sexual harassment
and an internal process for investigating allegations of sexual harassment and addressing and
remedying violations of applicable law and policies prohibiting sexual harassment.
- Personnel Files
- Employee Files
Each institution, agency and school must maintain for each employee a personnel file,
which is open for examination by the employee in accordance with the provisions of the
Idaho public records act, Idaho Code 9-337 et seq., and other applicable law.
(1) The employee may, pursuant to the Idaho public records act, request
in writing an amendment of any record pertaining to that employee. Within ten days
of the receipt of the request, the custodian of the files will make any correction of
any portion of the file which the employee establishes is inaccurate, irrelevant, or
incomplete; or inform the employee in writing of the refusal to amend the record(s)
in accordance with the request and the reasons for the refusal, as set forth in the
Idaho public records act.
(2) In accordance with the Idaho public records act and other applicable law, an
employee may obtain copies of materials in his or her personnel file.
- Personnel Records Exempt From Disclosure
Each institution, agency and school will comply with the provisions of the Idaho public
records act and other applicable law concerning the maintenance, disclosure and confidentiality
of personnel records and information.
- File Maintenance and Retention
(1) Each institution, agency and school must maintain personnel files under
such conditions as are necessary to ensure the integrity and safekeeping of the file and
may establish additional policies and procedures for the maintenance of personnel files
consistent with the Idaho public records act and other applicable law.
(2) Any personnel files related to and involving legal action must be retained through any
time period in which legal action may be taken.
(3) Personnel files must be retained for a minimum of three (3) years following severance of
an employment relationship with an institution, agency or school. A summary record of employment
relationships must be kept indefinitely.
- Miscellaneous Policies and Procedures
- Political Activities of Employees
Employees retain unimpaired all of their individual and political rights of citizenship. However, employees
may not exercise those political rights in the name of any institution, agency or school, or through the use
of Board facilities, or through the use of forms or official stationery or in any way that might involve an
institution, agency or school in partisan political activity or controversy.
(1) The Board or any of its members, agents, representatives, or employees must not prevent, threaten,
harass, or discriminate against any employee who chooses to run for public office.
(2) Employees are permitted to campaign freely in a manner that does not violate Board Governing Policies and
Procedures or applicable provisions of the Idaho Code.
(3) Employees may choose to request a leave without compensation in order to campaign for elective office or to
serve in an elective office by using the procedures established at an institution, agency or school in addition
to these policies and procedures.
- Loyalty Oaths
No loyalty oath shall be required of any Board employee.
- Outside Employment
The maintenance of a high standard of honesty, impartiality, and conduct by Board employees is essential to ensure
the proper performance of its business and to strengthen the faith and confidence of the people of the State of Idaho
in the integrity of state employees. The Board recognizes that employees may engage in outside employment of a
professional or personal nature, directly related to the professional or other competencies of the employee. However,
no employee may undertake outside employment that interferes with the employee's assigned duties to the Board or the
agency or school. In all outside employment, the outside employer must be informed that the employee is acting in a
private capacity and that the institution, agency or school is in no way a party to the outside employment, and is not
liable or responsible for the performance thereof.
- Other Services to the Institution, Agency or School.
An employee may be requested by the chief executive officer or his or her designee to perform responsibilities or provide
services beyond the primary scope of his or her appointment.
Each institution, agency and school must establish policies and procedures that do not conflict with policies and procedures
of the Board regarding additional responsibilities or services.
Payment in addition to regular salaries must be authorized by the chief executive officer and reported to the Board as an
informational item.
Additional Resources
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