Employment Offer: Idaho
Federal law and guidance on this subject should be reviewed together with this section.
Author: Scott Randolph, Holland & Hart, LLP
- An employment offer should be made and/or confirmed in writing. See Making an Employment Offer.
- An employment offer should clearly state the basic terms of employment. If the potential new employee is an at-will employee, the offer should clearly state that employment is at-will. See Making an Employment Offer.
- The offer should identify any conditions that must be met prior to the commencement of employment. See Conditional Employment Offers.
- If the employment offer is contingent upon passing a medical examination, the employer must be cautious to comply with relevant Idaho and federal laws. See Conditional Employment Offers.
- An employer may withdraw an employment offer without specifying a reason for withdrawing the offer, unless otherwise required by law. See Withdrawal of the Employment Offer.
- The withdrawal of an employment offer should be made and/or confirmed in writing as soon as possible to avoid detrimental reliance by the prospective employee. See Withdrawal of the Employment Offer.