Category Archives: FAQ Friday

FAQ Friday – What Are the Best Sources of Occupational Information?

occupational outlookFor 66 years, Americans have relied on the Occupational Outlook Handbook when making decisions about their future careers. Since 1948, the U.S. Bureau of Labor Statistics has published a new version of the handbook every two years.  Since the mid-1990s, the book has been published online. 

In December, the bureau unveiled the 2014-15 publication. For the next two years, when you read articles or hear presentations about occupations in the U.S., the information will likely be based on the handbook. It is the ultimate source of information about tasks, conditions of work, wages, outlook, skills and training for hundreds of occupations. 

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FAQ Friday – How Much Should a Part-Time Worker Be Paid?

Q. How much should a part-time worker earn compared with a full-time worker?

A. We often hear questions from employers and job seekers about wages. Some employers assume part-time workers should receive lower hourly wages than full-time workers. Others think the wage should be higher because part-time workers don’t receive the same benefits as full-time workers.

Who’s right? It depends. Ultimately, the labor market is like any other market. If a business is not finding a high quality product (skilled workers) at a price (wage) it currently offers, then it needs to up the ante. Employers should also consider the difference in benefits, when making the decision what salary to offer. Local labor market wages can be found on the Idaho Department of Labor’s labor market information website.

If the part-time workers need less experience or skills than full-time workers, perhaps they will accept a lower compensation package—including wages and benefits.
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FAQ Friday – Where can I find sample job descriptions?

Q. Smart employers write and job seekers ask to see job descriptions during the employee recruitment process. Where can they find them?

A. Job descriptions are vital in the recruitment, interviewing and selection of new employees and serve as the foundation for determining what kind of workers will best fill job openings.

From a job seeker’s perspective, a good job description spells out what the job entails and gives them a good sense of whether their skills and experience are suitable for a job. If they lack a skill that’s vital in the job description, they can determine if they need more training — whether through a class, job shadowing or online learning. Looking carefully at job descriptions in a particular field can also help a job seeker see how their skills, interests and experience might square with the competition. A smart job seeker carefully compares the requirements of jobs they’re interested against their résumé and cover letter to make sure they are clearly showing the skills, experience and education required for the position.

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FAQ Friday – How do I know if my work search actions are acceptable?

Editor’s note: This article was updated July 5, 2024, to reflect changes to acceptable work search actions. 

If you are unemployed and collecting benefits you are now required to complete and report five (5) work search actions. Not sure what counts as an acceptable action? 

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FAQ Friday – What questions shouldn’t be asked in a job interview?

Do you have any job openings at your business? Do you have a plan in place to make sure your interview and application process follows legal guidelines?

Here are some questions and answers taken from the guide to lawful applications and interviews created by the Idaho Department of Labor and Idaho Human Rights Commission. Please download a pdf of the full guide for additional information.

How can I know whether my interview questions are discriminatory?

Understanding what discrimination is should help a great deal. Additionally, answering the following questions should help employers avoid most discriminatory inquiries during the pre-employment interview. 1) Do my questions tend to have the effect of screening out persons in protected groups? 2) Is the information I requested really necessary to judge the individual competence for the performance of this particular job?

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How Can a Vet Rep Help You Find a Job?

Veterans Representative Randy Wilde answers questions about how Idaho Department of Labor employees help veterans find jobs.

What does a Vet Rep do?

We have two types of Veterans Representatives: Local Veterans Employment Representatives and Disabled Veteran Outreach Program specialists. We currently have two local employment reps and 11 disabled veteran program specialists positioned throughout the state based on the veteran population within cities, counties and regions.

Randy Wilde, veteran repI am a Disabled Veteran Outreach Program Specialist. My responsibilities are to provide intensive services to all veterans with barriers to employment including service-related disabilities, homelessness, felonies, etc. We help in many ways including assessing the veterans’ capabilities and what they need to do to become employable. We also use other resources such as Veterans Affairs Medical Center, River of Life, El-Ada, Idaho Division of Veterans Services and the Veterans Center to help veterans and get them retrained if possible.

Once they are ready for the job market, the Disabled Veteran Outreach Program Specialist works with the Local Veterans Employment Representatives to help find employment. The local employment representative works with employers to find veterans with the skills and qualifications for the particular position they are trying to fill. Local Veterans Employment Representatives don’t work directly with veterans.

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FAQ Friday – What is the difference between occupations and industries?

It’s not uncommon for people to confuse occupations and industries. Both are about fields of work, but they look at work in different ways.

  • Industries are about the type of activity at a place of work — classifying what business, government and nonprofit units do based on their major products or services.
  • Occupations are about what individual workers do — their tasks and responsibilities.

Some occupations are found only in one or two industries, while other occupations are found across many industries. For example, tree fallers and logging equipment operators are almost exclusively found in the logging industry. Stone masons and glaziers are almost exclusively found in some construction industries. Almost all industries have general managers, secretaries and office clerks.

It is particularly easy to confuse industry and occupation where specific occupations are strongly associated with a particular industry — such as doctors, nurses and orderlies being characteristic of the health care industry.

Classification Systems

Federal and state statistical agencies in the United States, Canada and Mexico use the North American Industrial Classification System – NAICS – to classify industries.

NAICS is a hierarchical numerical coding system that begins with broad economic sectors at the top and winnows them down to narrow industries at the bottom. In between there are either two or three intermediate levels. Each level is associated with a numerical code and a title.

Sectors, such as manufacturing, agriculture and construction, are designated by the first two digits in the code. Each establishment is assigned a six-digit code based on its primary products or services. There are 1,084 specific industries.

Industries that have the same first five digits in their code can be “rolled up” into industrial groups. For example, beef cattle ranching – 112111 – and cattle feedlots 112112 – can be rolled into a common cattle-raising group – 11211. In turn, these five-digit groups can be rolled into four-digit collections and the four-digit collections can be rolled into three-digit codes. The cattle-raising group can be combined with dairy cattle and milk product – 112120 – to get a four-digit code. Then, they can be rolled up with chicken and egg, hog, poultry and related. The resulting animal production major group can be combined with growers of grains, beans, fruit, vegetables, cotton, tobacco and peanuts to become a three-digit code – 113 (agriculture) – and then combined with logging, forestry, hunting, fishing and related industries to become 11 (agriculture, forestry, fishing & hunting).

There are 20 major groups:

Federal and state statistical agencies use the Standard Occupational Classification – SOC — to classify workers into 840 occupations. Those occupations then are rolled up into 23 major groups:

One of the best ways to understand occupations is to use O*NET, an online database containing information about occupations and associated skills, abilities, knowledge, work activities, tasks and interests. O*Net is used for career exploration, vocational counseling, finding job skills for résumés or position descriptions and for aligning training with current workplace needs.

— Kathryn.Tacke@labor.idaho.gov, regional economist
(208) 799-5000 ext. 3984

Attending a Job Fair? Six Tips For Success

A job fair is a great way for an employer with multiple job openings to meet several prospective employees at once.

So how can a job seeker stand out in the crowd? Workforce consultants from Idaho Department of Labor offices in Boise and Meridian have these tips to share.

How should a job seeker prepare for a job fair?

  • Research the companies that are participating. Learn more about their business and job openings and be prepared to answer any questions that may come up at the fair.
  • Practice a 15-second personal commercial including your name, your profession, occupation or the job you are seeking, your experience and a unique selling point (what sets you apart).
  • Arrange for childcare. You will be meeting employers and they will want to talk with you without any distractions.

How should a job seeker dress for a job fair?

First impressions leave lasting impressions. Dress for success and as if you are going to an interview. This includes making sure your shoes are shined and your clothes are pressed and unwrinkled.

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FAQ Friday – What are Idaho’s laws about employee breaks?

Q. What are Idaho’s laws on breaks (lunch, vacation and otherwise)?

lunchbreakIdaho currently does not have any laws that require an employer to provide:

      1. Vacation, holiday, severance or sick pay.
      2. A discharge notice or a reason for discharge.
      3. Rest periods, breaks, lunch breaks, holidays off or vacations.
      4. Premium pay rates for weekends or holidays worked.
      5. Pay raises or fringe benefits or
      6. A limit on the number of hours an employee can work per day or week for employees 16 years of age or older.

If an Idaho employer does offer these benefits, then any change in a current policy would require notifying employees.

Here’s what you need to know about federal rules on breaks:

Rest breaks

The Fair Labor Standards Act recognizes employers often provide short breaks of between five and 20 minutes to workers. These breaks are for resting, smoking, using the bathroom or eating a snack. Neither the FLSA nor any federal law requires employers to provide this break no matter how many hours are worked. However, if employers do provide this break, it counts toward hours worked. Employees, when given these breaks, must be paid for them.

Meal breaks

Federal employment law does not require employers to provide meal breaks under any circumstances, nor do they require employers to pay workers for meal periods. They are not considered to be hours worked. Federal employment laws define a meal break as time taken when the worker has no job-related responsibilities, usually for a period of 30 minutes or more. Employers can ask workers to stay at the job site during meal breaks, but if an employee is asked to sit at their desk or answer calls during the period, it does not qualify as a meal break.

Sleep breaks

Employees who work for more than 24 consecutive hours may need breaks to sleep, but federal law does not mandate employers to provide sleeping breaks in these circumstances. If the worker arranges such a break with his employer, the employer does not need to pay for the break, because according to the FLSA, sleeping breaks are not hours worked. To qualify as a sleep break, the rest period must be between five and eight hours.

Health breaks

Title I of the Americans with Disabilities Act is designed to prevent discrimination in the workplace against individuals with disabilities. Under the ADA, an employer must make reasonable accommodation for special needs. This includes breaks for individuals with diabetes to have snacks and check their blood levels. The ADA does not provide a list of other health breaks, instead preferring that the details to be worked out between employer and worker or, if necessary, in court.

Bathroom breaks

No federal law directly addresses bathroom breaks, however, the Occupational Safety & Health Administration determines that an “employer may not impose unreasonable restrictions on employee use of the [toilet] facilities.” In other words, there are no strict rules regarding time limits or pay for bathroom breaks, but workers should have access to bathrooms and be able to use them.

FAQ Friday – My employer isn’t posting required labor law notices.

Q. “Are employers required by law to post labor law posters at EVERY site where they have employees?”

A. Yes. If your employees fall under the Fair Labor Standards Act’s minimum wage provisions, information explaining the Act must be posted in all of your business locations where employees can easily access and read the notice.required poster image

A copy of the Fair Labor Standards Act (FLSA) Minimum Wage Poster can be found on this U.S. Department of Labor web page, which is designed to help businesses determine which posters it is required to post. A set of Idaho’s required posters can be found here.  And remember these posters are free.

Employees, if you believe a required poster isn’t posted at your job, contact Idaho Department of Labor’s Wage & Hour Division. We would be glad to reach out to your employer, inform them of the law and ensure they are in compliance with all of  Idaho’s wage payment laws and the posting of required posters.
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