Requires a searchable and accessible database of all qualifying state tax expenditures and state grant opportunities. "Dead" because died in committee.

Requires 120-day notice before issuing a request for proposal, request for quote, or renewing or extending an existing contract.

Changes a program that provides for hiring of public university students by eligible nonprofits; gives priority to students studying agriculture, behavioral health, economic development, food insecurity, housing insecurity and access, or K-12 education and early childhood literacy; increases reimbursement rate to 100% for eligible nonprofits; removes requirement that participating organizations have annual budgets less than $5 million; appropriates funds for the program and declares an emergency that makes bill effective on passage.

Requires a review of statewide demand for child care during nontraditional hours and make recommendations on setting maximum reimbursable rates under the Child Care Subsidy Program and to provide care to address the needs. "Dead" because did not advance.

Requires all Idaho employers to use the federal E-Verify program to verify the employment eligibility of all employees; specifies types of ID that are acceptable proof of work eligibility; establishes penalties for violations by employers, state contractors, and subcontractors, including temporary or permanent suspension of business licenses; allows enforcement by state agencies and the state attorney general, and allows private citizens to petition the attorney general to enforce the act against a specific employer.

Prohibits all employers, including nonprofits, employment agencies, labor organizations, or persons seeking employees from discriminating between employees on the basis of color, religion, ancestry, place of birth, age, or crime victim status, adding to existing categories; extends equal pay provisions to the new categories enumerated; allows wage differentials based on seniority, merit, and factors other than discrimination on the basis of protected characteristics.

Creates a right for employees to ignore communications from employers, including nonprofits, during nonworking hours; allows employers to contact employees during nonworking hours only in case of emergency or when the employee's schedule changes within 24 hours of their next assigned hours of work; requires employers to create a policy establishing the right to disconnect from employer communications during nonworking hours; prohibits employer right-to-disconnect policies from reducing employee rights to wages or time off; establishes an employee complaint mechanism for patterns of violations, with administrative penalties of not less than $100.

Restricts businesses, including nonprofits, in the use of electronic monitoring of employees and the use of automated decision systems for employment-related decisions; allows electronic monitoring if employers can demonstrate necessity, if they use the least restrictive means, involving the smallest number of employees, with tightly controlled access to data; requires notice of monitoring to employees, and specifies form and contents of notice; requires notice of electronic monitoring to be in the employee's primary language; waives notice requirements where electronic monitoring is used to produce evidence where employer reasonably suspects an employee of wrongdoing; requires employers to disclose all electronic monitoring systems to employees annually; prohibits electronic monitoring of employees in private areas, while off-duty, while exercising protected legal rights, in the employee's private home or vehicle, or to obtain information about protected characteristics, and other related contexts; restricts electronic monitoring through personal electronic devices; requires notice to employees when electronic decision systems are being used for employment-related decisions affecting employees; requires employers to create written impact assessments of using automated decision systems before using them; requires employers to protect data gathered by electronic monitoring systems; provides employees with a right to access and correct data.

Restricts the use of noncompete agreements that prohibit individuals from competing with former employers, including nonprofits; restricts the use of "stay-or-pay" provisions that require employees to repay certain costs to an employer when separating from employment; allows noncompete agreements in limited circumstances, such as sales and dissolutions of businesses; requires notice to employees that existing stay-or-pay and noncompete agreements that violate the Act are null and void.

Prohibits employers, including nonprofits, from discharging an employee for other than good cause shown; defines "good cause" as a reasonable, good-faith reason for discharge related to a legitimate business reason, including employee's failure to satisfactorily perform job duties; protects workers from discharge for arbitrary, capricious, or other non-business reasons; requires employers to post notice of this right.