Page 171 - An Indispensible Resource for Being a Credible Activist

ments available for public inspection. State and county government agencies that have pri-
mary responsibility for HR functions shall develop and distribute, to the appropriate agen-
cies, written guidelines detailing recommended practices to minimize unauthorized access
to personal information and personal information systems relating to personal recruitment,
background checks, testing, employee retirement and health benefits, and time-reporting
and payroll issues. Notification policies dealing with security breaches also shall be devel-
oped by State agencies.

IDAHO

Independent contractor. Key employees and key independent contractors may enter into
written agreements or covenants that protect the employer’s legitimate business interests
and prohibit the employee or independent contractor from engaging in employment or a line
of business that is in direct competition with the employer’s business after termination of
employment. The agreement or covenant shall be enforceable if it is reasonable as to its
duration, geographical area, type of employment, or line of business and does not impose a
greater restraint than is reasonably necessary to protect the employer’s legitimate business
interests.
Minimum wage. As a result of requirements that were included in previously enacted
legislation, the State minimum wage was increased to $6.55 per hour on July 24, 2008.
Miscellaneous. Both houses of the State legislature resolved by memorandum to urge
that the U.S. Congress take action to help stop children and employees from accessing
Internet pornography and that legislation be enacted to facilitate a technology-based solu-
tion that allows parents and employers to subscribe to Internet access services that exclude
adult content.
Worker privacy. The State employment security law was amended to provide that cer-
tain specified employment security information is exempt from disclosure, except that such
information may be disclosed as is necessary for the proper administration of employment
security programs or may be made available to public officials for use in the performance
of their official duties, both conditions subject to such restrictions and fees as determined
by the director of employment security. If a determination finds that a person has made any
unauthorized disclosure of employment security information in violation of State law or
code, a penalty of $500 for each act of unauthorized disclosure shall be assessed against the
person.

ILLINOIS

Genetic testing. Genetic testing and information derived from genetic testing are confidential
and privileged and may be released only to the individual being tested or to persons specif-
ically authorized by that individual to receive the information. The information may not be
admissible as evidence or discoverable in any action of any kind in any court or before any
tribunal, board, or agency. Though confidential, the information may be disclosed for pur-
poses of criminal investigation or prosecution and is admissible in any actions alleging a vio-

154 The H R Toolkit