Starting July 1, 2026, Idaho school districts would have to stop using taxpayer money for most teachers-union support, subject to listed exceptions.
School districts could not use taxpayer money for union dues, union communications, union funding, or employee time spent on most union activities.
Negotiated agreements could permit unpaid union work, freely chosen personal leave, or paid representational work, but paid duty time would require time reports and full union repayment.
Violations could lead to civil penalties of up to $2,500, while contract terms allowing prohibited taxpayer funding would be void.
School districts and their agents would not be allowed to use taxpayer funds to support teachers unions or their affiliates. The rule covers school districts, including specially chartered districts, and professional employees, meaning certificated school employees other than superintendents, supervisors, and principals for negotiations. Districts could not deduct union dues or fees from employee pay, increase pay to fund union payments, share extra personal information without written permission, require union contact, distribute union messages, contribute money to unions, or pay employees for union activities. The rule has stated exceptions for certain existing education-law provisions and for the permission-based arrangements described below. The rule applies to contracts entered into or changed on or after July 1, 2026, and to renewals or extensions of existing contracts on or after that date.
A district and teachers union could allow unpaid time, certain personal leave, or paid work time for union representation under specified repayment rules. The options apply to professional employees and must be provided through a negotiated agreement between the district and teachers union. An employee may take unpaid time without benefits for union activities, while the union may pay the employee. An employee may use personal leave, including voluntarily donated leave, only if similarly situated employees earn leave at the same rate regardless of union membership and the employee freely chooses to use it. An employee may perform representational activities while on duty without losing pay or benefits only if the union reports the time at least twice a year, the district bills the union for the compensation and benefits, and the union pays the bill in full within 30 days. These arrangements apply to contracts entered into or changed on or after July 1, 2026, and to renewals or extensions of existing contracts on or after that date.
A person who violates the taxpayer-funding rule could face a civil penalty, and a contract term that violates the rule would have no legal effect. Penalties may apply to any person who violates the rule, with higher amounts for knowing or repeat knowing violations; unlawful terms may appear in any covered agreement. The maximum penalty is $250 for a violation, $1,500 for a knowing violation, and $2,500 for a knowing violation after a prior admission or finding of a violation. The attorney general or an appropriate county prosecutor may investigate complaints and enforce the rule. A contract provision that requires or permits prohibited taxpayer funding is void and against public policy. The penalties and contract rule apply to contracts entered into or changed on or after July 1, 2026, and to renewals or extensions of existing contracts on or after that date.
No hearings or votes scheduled.