Idaho EEOC filing deadline
Idaho is a 300-day federal jurisdiction for Title VII bases. The 300-day extension under 42 U.S.C. §2000e-5(e)(1) rule applies, with dual-filing mechanics under 29 CFR §1601.13.
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Details
State FEPA
State filing window
Runs independently of the federal 180/300 clock. Some states impose a tighter internal deadline; others (CA 3-year, IL/OH 730-day post-amendment) extend well past the federal window.
Worksharing posture
Worksharing agreement in effect. Filing with either the EEOC or the state agency typically constitutes filing with both.
Federal circuit
Idaho is in the 9th Circuit. Federal appellate treatment of Morgan (2002) continuing-violation doctrine and constructive-discharge doctrine varies by circuit and is reviewed quarterly.
Where Idaho state law goes beyond federal
Title VII covers race, color, religion, sex, and national origin. ADA adds disability; ADEA adds age 40+; GINA adds genetic information. Many state FEPAs cover additional bases that federal law does not — those gaps are real grounds even when the federal claim is closed.
Shared with federal · 7
- RaceTitle VII
- ColorTitle VII
- ReligionTitle VII
- SexTitle VII
- National originTitle VII
- Age (40+)ADEA
- DisabilityADA
State-only bases · 0
State coverage tracks the federal baseline; no state-only additions enumerated.
State-specific notes
- [PLACEHOLDER: cite]
FAQ
What is the EEOC charge filing deadline in Idaho?
300 days from the most recent discriminatory act under 42 U.S.C. §2000e-5(e)(1). Idaho has a designated Fair Employment Practices Agency (Idaho Human Rights Commission (IHRC)) enforcing a same-basis state anti-discrimination law, which triggers the 300-day extension under 29 CFR §1601.13.
Does Idaho have a state-level discrimination agency?
Yes — Idaho Human Rights Commission (IHRC) (https://humanrights.idaho.gov/). Operating statute: Idaho Code §67-5901 et seq.. Covered protected bases include race, color, religion, sex, national_origin, age, disability.
Which federal circuit does Idaho sit in?
Idaho is in the 9th Circuit. Federal appeals from district courts in Idaho go to that Circuit. Continuing-violation doctrine treatment under Morgan (2002) varies by circuit; consult an employment-law attorney before relying on circuit-specific applications.
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