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					       Human Resource
State Employment Law Summary




                           IOWA
                                                       Table of Contents
                                                                                                                                                   Page

Appearance and Grooming.................................................................................................................... 4
   Uniforms ..................................................................................................................................... 4
Arrest and Conviction Records ............................................................................................................. 4
At-Will Employment ............................................................................................................................. 4
Breaks and Rest Periods ........................................................................................................................ 5
   Adults .......................................................................................................................................... 5
   Minors ......................................................................................................................................... 5
Child Labor ............................................................................................................................................ 5
   Federal Law ................................................................................................................................ 5
   Types of Work ............................................................................................................................ 5
   Hours of Work ............................................................................................................................ 6
   Permits and Postings ................................................................................................................... 6
COBRA ................................................................................................................................................. 7
   Insurance Continuation ............................................................................................................... 7
Employee Conduct and Work Rules ..................................................................................................... 7
   Guns in the Workplace................................................................................................................ 7
Equal Employment Opportunity and Equal Pay ................................................................................... 7
Family and Medical Leave (FMLA) ..................................................................................................... 8
Files and Access .................................................................................................................................... 8
   Employee Review of Files .......................................................................................................... 8
Hiring Procedures .................................................................................................................................. 8
   Credit and Investigative Checks ................................................................................................. 8
   New Hire and Rehire Reporting Requirements .......................................................................... 9
   Mandatory Background Checks .................................................................................................. 9
Holidays ................................................................................................................................................. 9
Jury, Witness, and Voting Leave........................................................................................................... 9
   Jury Leave ................................................................................................................................... 9
   Witness Leave ............................................................................................................................. 9
   Voting Leave ............................................................................................................................. 10
Labor-Management Relations ............................................................................................................. 10
Layoff and Reduction in Force............................................................................................................ 10
Medical Testing and Examinations ..................................................................................................... 10
   Drug and Alcohol Testing ......................................................................................................... 10
   Medical Examinations .............................................................................................................. 11
   Genetic Testing ......................................................................................................................... 11
   HIV Testing .............................................................................................................................. 11
Military Leave ..................................................................................................................................... 12
Noncompetition Agreements............................................................................................................... 12
Non-English Speaking Employees ...................................................................................................... 12
Overtime .............................................................................................................................................. 12
Political Activities ............................................................................................................................... 13
Polygraph/Lie Detector Tests .............................................................................................................. 13
Reference Requests ............................................................................................................................. 13
  Protection for Employers .......................................................................................................... 13
Sick Leave ........................................................................................................................................... 13
Smoking ............................................................................................................................................... 13
  Designated Areas ...................................................................................................................... 13
Termination Procedures....................................................................................................................... 14
  Paychecks .................................................................................................................................. 14
Unemployment Compensation ............................................................................................................ 14
Vacations ............................................................................................................................................. 14
Wages and Hours................................................................................................................................. 14
  Paydays ..................................................................................................................................... 14
  Minimum Wage ........................................................................................................................ 14
  Withholding or Docking Pay .................................................................................................... 15
  Garnishment .............................................................................................................................. 15
  Direct Deposit ........................................................................................................................... 15
  Living Wage.............................................................................................................................. 15
Workers’ Compensation ...................................................................................................................... 16
Pre-Employment Inquiry Guide .......................................................................................................... 16
Required Posters .................................................................................................................................. 16
  Required Federal Posters .......................................................................................................... 16
  Required State Posters .............................................................................................................. 16

_______________
                           STATE LAW SUMMARY

Appearance and Grooming


  Uniforms
  An employer may not deduct charges for rental of a required uniform from an employee’s
  wages.

Arrest and Conviction Records


  Iowa does not restrict an employer from obtaining arrest and conviction records for
  employees and job applicants. However, Iowa allows records to be sealed, placing them off-
  limits to employers.
  Caution: Private employers considering using arrest or conviction records should do so with
  caution, even in states that allow the use of arrest or conviction records for employment
  purposes. An arrest might never result in a criminal guilty plea or conviction and it is always
  possible that a person has been arrested for something he or she did not do. Moreover, the
  federal Equal Employment Opportunity Commission has stated that use of conviction records
  might be discriminatory given that, according to the EEOC, minorities are often more likely
  to have such a record. The EEOC cautions that employers should only inquire about felony
  convictions, should state that a criminal record is not an automatic bar to employment and
  should ensure that there is a legitimate business reason for requesting such information.
  Employers should consult with their attorneys for more information and guidance on this
  issue.

At-Will Employment


  Iowa law provides that an employment relationship of indefinite duration is an at-will
  relationship and can be terminated by either party without cause. This at-will status, however,
  can be modified by oral representations and written statements. Adequate contract
  disclaimers and at-will statements in employee handbooks and policies can minimize the risk
  that such statements have created express or implied employment contracts. The disclaimers
  must be clear and free of ambiguity. Iowa law also recognizes that discharges in violation of
  public policy can create a claim. This type of claim is typically one brought by a
  whistleblower or some other person asserting a legally protected right or by a person who has
  refused to commit an illegal act or who has reported one. These claims are based on statutes,
  constitutional provisions, or regulations.
Breaks and Rest Periods


  Adults
  Iowa has enacted no statute that requires private employers to provide breaks and rest periods
  to adult employees.

  Minors
  An Iowa employer must allow an employee under age 16 at least a 30-minute rest period if
  the employee works 5 or more hours each day.

Child Labor


  Federal Law
  Minors may be limited in the hours they work and may not be employed in occupations
  considered hazardous by federal law or by the U.S. Department of Labor’s rules and
  regulations. When school is in session, federal law requires work of minors age 14 and 15 to
  be limited to three (3) hours per day and eighteen (18) hours per week. When school is not in
  session, minors age 14 and 15 may work up to eight (8) hours per day and forty (40) hours
  per week between 7:00 a.m. and 7:00 p.m. (or 9:00 p.m. June 1 through Labor Day). Federal
  law does not limit work hours for minors age 16 and 17, regardless of whether or not school
  is in session. Except in limited circumstances, employers are generally prohibited from
  hiring minors under age 14. In addition to these federal restrictions, the following provisions
  address employment of minors in Iowa. Additional Iowa provisions regulate both the type
  and hours of work in which minors can engage. Note that the stricter law, the one that most
  benefits employees, prevails.

  Types of Work

     Minors Under Age 18
     Minors under age 18 cannot be employed or involved in the following occupations:
     manufacturing or storing of explosives or explosive components; motor vehicle driver
     and helper; logging; any sawmill, lath mill, shingle mill or cooperage-stock mill; power-
     driven woodworking machines; radioactive materials; operations of elevators and other
     power-driven hoisting apparatus; power-driven metal forming, punching and shearing
     machines; mining; slaughtering and rendering; power-driven bakery machines; power-
     driven paper product machines; manufacture of brick tile and related products; circular
     saws and saws and guillotine sheers; wrecking demolition and ship wrecking; roofing;
     excavation; foundries; laundries; dry cleaning or dyeing machinery; exposure to leaded
     fumes or compounds; or occupations prohibited by the Iowa Labor Commission. Minors
     under age 18 also cannot be employed in the sale or serving of alcoholic liquor, wine, or
     beer for consumption on the premises where sold.
   Minors Age 14 or 15
   Minors age 14 or 15 cannot be employed in any of the following occupations:
   manufacturing, mining or processing; work rooms where goods are manufactured; public
   messenger service; operation or tending of hoisting apparatus or power-driven
   machinery; hazardous occupations; transportation of persons or property by rail,
   highway, air or water; boiler or engine rooms; maintenance or repair of machines or
   equipment; outside window washing working from sills, ladders or scaffolds; cooking
   (except at soda fountains, lunch counters, snack bars, or cafeterias) and baking; repairing
   or maintaining power-driven food slicers, grinders, choppers, cutters or bakery-type
   mixers; work in freezers or meat coolers; all work in preparation of meats for sale (except
   wrapping, sealing, labeling, weighing, pricing or stocking when done in other areas);
   loading or unloading goods from trucks, railroads, cars or conveyors; in warehouses
   (except office work) or occupations prohibited by the Iowa Labor Commission.
   Minors Under Age 12
   Minors under age 12 cannot be employed in connection with migratory labor.
   Minors Under Age 10
   Minors under age 10 cannot be employed in: peddling; shoe-shining; distribution or sale
   of newspapers, magazines, or periodicals; or other street occupations in a public place.

   Iowa recognizes some exceptions to the type of work restrictions for minors. For
   information on exceptions to child labor laws, contact Iowa Workforce Development,
   www.iowaworkforce.org
Hours of Work

   Rest Breaks
   An Iowa employer must allow an employee under age 16 at least a 30-minute rest period
   if the employee works 5 or more hours each day.

   Minors Under Age 18
   Minors under age 18 may not deliver goods or messages between 10 p.m. and 5 a.m.
   Minors Under Age 16
   Minors under age 16 are limited to working 8-hours per day, 40-hours per week with a
   30-minute break if working 5 or more hours each day.
   During School
   When school is in session, the maximum number of hours for minors under age 16 is 4-
   hours per day and 28-hours per week. Minors below 16 may only work between 7:00
   a.m. and 7:00 p.m. (or 9:00 p.m. June 1 through Labor Day). Full time school attendance
   is required for minors ages 6 to 16.
Permits and Postings
Employment certificates are required for all employees below age 16. Minors under age 12
require the consent of a juvenile court judge to obtain a work permit. For more information,
   refer to the Iowa Department of Workforce Development web site page on labor permits,
   www.iowaworkforce.org.

   Child labor law can be both challenging and confusing. Employers of minors should
   closely review federal and state child labor law differences and contact their attorneys
   or the Department of Labor to ensure they are in full compliance.

COBRA

Insurance Continuation
    Many states have legislation requiring small employers (those not subject to COBRA) to
    provide insurance continuation if an employee becomes ineligible for group coverage (such
    as through a termination). Such provisions are complex and very technical. You may want
    to contact your attorney or insurance broker to determine if you are meeting all applicable
    federal and state requirements.

Employee Conduct and Work Rules


   Guns in the Workplace
   Workplace violence continues to be of concern to most employers. Many organizations
   adopt policies (such as the one found in the HRN manual) banning guns and other weapons
   on company property. However, state law differs widely regarding employees’ weapons
   rights. You may want to contact the state employment agency or an attorney for further
   information regarding your specific policy and any possible liability that may result.

Equal Employment Opportunity and Equal Pay


   Iowa law prohibits discrimination in employment or terms and conditions of employment
   based on race, creed, color, religion, sex (including pregnancy, childbirth and related
   conditions), age, national origin, physical disability, or mental disorder. The law applies to all
   private employers. Included in unlawful discrimination is wage discrimination based on
   gender. HIV status is a disability in Iowa, and state law requires written authorization for
   disclosure of HIV test results. Aiding or compelling discrimination and retaliation are also
   prohibited. Complaints of discrimination are filed with the Iowa Civil Rights Commission
   and can be remedied with injunctive relief (e.g., required hiring, reinstatement, cease and
   desist orders), damages and attorney's fees and costs. For more information, contact the Iowa
   Civil Rights Commission, www.state.ia.us/government/crc/index.html.

   Caution: Some municipalities may have adopted city ordinances expanding EEO
   protections. Please check local laws for more details.
Family and Medical Leave (FMLA)


  No Iowa family and medical leave statute affecting private employers has been enacted
  which imposes greater requirements than the federal FMLA.
  Caution: Complying with the federal FMLA (and state law, if applicable) can be both
  challenging and confusing. You will likely want to contact your attorney, the Federal
  Department of Labor, or the appropriate state agency for further information and
  clarification.

Files and Access


  Employee Review of Files
  Iowa employers, both public and private, must allow current employees to inspect their
  personnel files at a mutually agreeable time and place. An employer representative may be
  present during the inspection. An employer does not have to grant an employee access to
  employment references written for the employee. However, an employer must provide
  evaluations, disciplinary reports, and other information regarding the employer’s relationship
  with the employee. The employer may charge a reasonable fee for photocopying documents.
  An employer is not required to make corrections to a personnel file at an employee’s request.

Hiring Procedures


  Credit and Investigative Checks
  No Iowa credit or investigative check requirements have been adopted that exceed those
  required by the federal Fair Credit Reporting Act and Consumer Credit Reform Act of 1996.
  Under federal law, employers may not obtain a consumer report, (which includes checks on
  an employee's or applicant's credit standing, and which is obtained through a consumer
  reporting agency), unless a clear and conspicuous written disclosure has been made to the
  applicant or employee before the report is performed and the employer obtains written
  authorization from the applicant or employee. The disclosure must be made in a separate
  written document (not as part of a job application or other form) and must consist solely of
  the disclosure. Credit checks must be used for employment purposes only and may not be
  used discriminatorily in violation of any applicable federal or state law or regulation.
  Employers must also make written disclosures of investigative reports where personal
  information such as the applicant's or employee's character, reputation, etc is obtained
  through interviews with neighbors, friends, and others.

  Before an adverse employment action (such as refusal to hire) is taken based in whole or in
  part on information reported in a consumer or investigative report, the employer must inform
  the applicant or employee, and provide a copy of the report and a summary of consumer
  rights under the law. A post adverse action notice is also required under federal law. You
  may want to consult your legal counsel for detailed information.

  Caution: While not always required by law, it is generally a good practice to get releases
  from applicants for any background checks undertaken. You may want to contact your
  attorney for release requirements and related details.
  New Hire and Rehire Reporting Requirements
  An Iowa employer must report new hires and rehires to the Iowa Department of Workforce
  Development within 15 days of hire. The employer must submit the employee's name,
  address, social security number and date of birth and the employer's name, address and
  federal tax identification number. Alternately, the employer may submit a W-4 form. Reports
  submitted electronically or magnetically may be done not less than 12 or more than 16 days
  apart.
  Mandatory Background Checks
  Many states require mandatory background checks of applicants in certain highly sensitive
  areas such as in teaching, childcare, healthcare and security positions. Such checks may
  include criminal history and fingerprint checks, various reporting requirements, and requiring
  job references. Contact your local state agency or attorney for further information.

Holidays


  No Iowa statute has been enacted requiring private employers to give employees paid holiday
  time off or to pay premium pay for time actually worked on holidays.

Jury, Witness, and Voting Leave


  Jury Leave
  An Iowa employer cannot coerce, discipline or discharge an employee because the employee
  responds to a summons for jury duty.

  No Iowa statute requires payment for jury duty, however the federal Fair Labor Standards
  Act restricts deductions from the pay of salaried, exempt employees.
  Caution: Employers should consider contacting their attorneys before denying pay for jury
  leave.

  Witness Leave
  An Iowa employer cannot discharge an employee because the employee takes leave to serve
  as a witness in a criminal case.
   Voting Leave
   An Iowa employer must allow an employee time off from work, without loss of pay, to vote
   if the employee will not otherwise have 3 consecutive nonworking hours to vote during the
   period when the polls are open. The employee must apply for leave in writing before the day
   of the election. Employers may designate hours for employee voting so long as the allotted
   time combined with the employees nonworking time totals at least three consecutive hours.

Labor-Management Relations
   Various labor relations laws allow and/or regulate the rights of employees to unionize,
   bargain collectively, file grievances, picket, strike, and wear union insignia and govern the
   resolution of labor disputes. Contact Iowa Workforce Development at
   www.iowaworkforce.org for more information. Note also that federal law governs, and in
   fact pre-empts, many aspects of this area of law.

Layoff and Reduction in Force

   No applicable Iowa statute exists. Iowa has not enacted a state "WARN" law or other
   legislation regarding layoffs. However, employers must still comply with the federal WARN
   Act.

Medical Testing and Examinations
Drug and Alcohol Testing
   Iowa law governs the administration and use of drug and alcohol testing by private
   employers. The Iowa drug and alcohol testing law applies to all employers. The Iowa law
   does not require testing, but rather allows a private employer to decide whether to test
   employees. To the extent an employer chooses to require employee drug testing, it must
   follow the procedures set forth in the statute.
       Written Policy
       Testing must be done pursuant to a written policy provided to all employees and job
       applicants. The policy must include uniform discipline measures for an employee’s
       refusal to participate or for a positive test result. The written policy of an employer with
       over 50 employees must provide assurance that action will be based only on test results
       and the employer will not take adverse action so long as the employee complies with and
       completes rehabilitation requirements. The employer must educate employees to the
       danger of drug and alcohol use in the workplace and make an existing employee
       assistance program or resource materials available to employees. The policy may not
       contain an alcohol concentration testing level of less than .04 percent. Test supervisors
       must have a minimum of two hours training and one hour of continuing education each
       year.
       Testing Procedures
       Tests should occur during or immediately after work and must be deemed work time for
       purposes of compensation and benefits. An employer must pay all costs and handle all
   necessary transportation. Collection of samples must be done with regard to the privacy
   of individuals and in a manner reasonably calculated to preclude contamination. The
   collected sample (urine or another body sample, but not blood) must be split into two
   parts. The second component must be stored for at least 45-days after completion of the
   initial test to allow for a second, independent confirmatory test. Samples must be labeled
   to preclude misidentification and must be tracked to ensure lack of tampering or
   adulteration. A certified laboratory must confirm initial positive tests using a
   chromatographic chemical screen. Before reported to an employer, confirmed positive
   results must be reviewed by a medical review officer.

   If the medical review officer reports a confirmed positive test to the employer, the
   employer must notify the employee of the results by certified mail and advise the
   employee of the right to request, within seven days, a confirmatory test at the employee's
   cost at a certified laboratory of the employee’s choice. The results of a confirmatory test
   must be issued to the medical review officer. If the first results are not confirmed, the
   employer must reimburse the employee for the costs of the second test.

   An employer may test in the following situations: random selection, during or after
   rehabilitation, reasonable suspicion, prospective employees, as required by law, and
   while investigating workplace accidents or injuries.

   On receipt of a positive test or on a person's refusal to submit to a test, an employer may
   implement the following disciplinary actions: required rehabilitation, suspension without
   pay, termination of employment, refusal to hire, or other adverse employment actions.

   All matters related to testing must be maintained as strictly confidential.
Medical Examinations
Iowa has no statute governing medical examinations as a condition of employment.
Genetic Testing
An Iowa employer cannot require genetic testing as a condition of employment or
discriminate based on genetic test results. An Iowa employer may administer a genetic test at
the request of an employee with the employee’s written consent in order to investigate a
workers’ compensation claim or to determine an employee’s tolerance to toxic substances in
the workplace.
HIV Testing
As a general rule, an employer may not require another person to undergo a medical
procedure or test designed to determine if a person has AIDS or HIV infection or antibodies,
or any related conditions. However, a person may be required to undergo such a procedure
or test if the procedure or test is necessary as a bona fide occupational qualification and there
is no less discriminatory means of satisfying the occupational qualification.
Employees or applicants may be tested for HIV or its antigen or antibody only as a bona fide
occupational qualification, and only if they have (1) given their informed consent or (2)
  signed a general consent form for the performance of medical tests or procedures. Employers
  should closely review state and federal ADA law to ensure they are in compliance.
  Caution: In addition to state law, employers should also ensure that any testing undertaken
  conforms with federal law (e.g., the ADA and FMLA). Contact your attorney if you propose
  to undertake such testing.

Military Leave

  Iowa employers may not discharge or discriminate against an employee because the
  employee is a member of the Iowa National Guard or the United States Reserves. Employers
  must allow leaves of absence for employees required to attend to temporary active duty and
  restore the employee to the same or a similar position after military leave. To be eligible for
  reinstatement, the employee must still be qualified and must have satisfactorily completed
  the military duty.
  Caution: Military leave legislation is complicated and technical. In addition to any
  applicable state law requirements, employers should ensure that they are in compliance with
  federal laws.

Noncompetition Agreements

  Iowa courts will enforce employment noncompete agreements only to the extent that they are
  reasonably necessary to protect the legitimate business interests of the employer, such as
  customer relations, trade secrets and confidential information. A noncompete agreement must
  be reasonable in its geographic scope and time restrictions.

Non-English Speaking Employees

  An employer must employ an interpreter if more than 10 percent of employees at a work site
  do not speak English but speak the same language. An interpreter must be on site during each
  shift. An employer must provide each non-English speaking employee with the name of a
  community services referral agent.

Overtime

  No Iowa statute has been enacted that exceeds federal requirements requiring overtime
  payment of one and one-half times regular pay after 40 hours worked/week.
Political Activities

   An Iowa employer with 20 or more employees must grant an unpaid leave of absence (not to
   exceed six years) to an employee who has been newly elected to serve in a municipal,
   county, state, or federal office, or appointed to serve on a state board. The employee must
   submit a written application for leave. An employer is not required to provide pay, pension,
   health or other benefits during the leave.

Polygraph/Lie Detector Tests

   No Iowa employer can require any employee or prospective employee to take or submit to a
   polygraph as a condition of obtaining or retaining employment; nor can an employer
   discipline or discharge an employee for failing, refusing or declining a polygraph
   examination. An employer cannot retaliate against an employee for asserting rights under this
   law.
   Caution: Polygraph legislation is complex. In addition to any applicable state law
   requirements, employers should ensure they are in compliance with federal law.

Reference Requests


   Protection for Employers
   An Iowa employer is not liable for providing work-related information about a current or
   former employee unless the employer violates the employee's civil rights, provides the
   information maliciously or does not have a good faith belief that the information is true.

Sick Leave


   No Iowa statute requires employers to provide paid sick leave or to pay for accrued paid sick
   leave at termination.
   Caution: If sick leave is provided, employers should ensure that it is provided on a non-
   discriminatory basis and in accordance with established policy and practice.

Smoking


   Designated Areas
   Employers must create non-smoking areas in all public places – those areas over 250 square
   feet. One side of a single room is a sufficient non-smoking area. However, employers should
   use ventilation systems and physical barriers to reduce smoke. Employers must designate a
   non-smoking area in an employee cafeteria, but employers do not need to create non-
  smoking areas in enclosed private offices. Signs should indicate where smoking is allowed
  and prohibited.

Termination Procedures


  Paychecks
  On termination of employment, the employer must pay all wages due on the next regular
  payday. A terminated employee who receives a wage based on an estimated commission
  must be paid the actual commission within 30 days.

Unemployment Compensation

  Extensive laws cover unemployment compensation in Iowa. Contact Iowa Workforce
  Development Unemployment Insurance Services at www.iowaworkforce.org/ui/index.html.

Vacations

  Iowa employers are required to compensate employees for unused, accrued vacation leave if
  the employer’s policy or another agreement so provides. For example, if employment is
  terminated, the amount of vacation pay due as wages on termination must be proportionate to
  the fraction of the year that the employee was actually employed. If vacation leave is
  granted annually, the employer should pay the employee an amount proportionate to the
  fraction of the year the employee worked.

Wages and Hours


  Paydays
  Iowa employers must pay wages on regular paydays in monthly, semi-monthly or biweekly
  installments. Paydays may not be more than 12 days after the end of the pay period. The pay
  schedule may be modified by a written agreement between the employer and employee. At
  the date of hire, the employer must notify the employee in writing of designated wages and
  regular paydays. Notice of changes must be given one payday before the change takes effect.
  Within 10 days of an employee's request, an employer must furnish an itemized statement of
  wages earned. However, only one such request per year must be honored.
  Minimum Wage
  The Iowa minimum wage is the same as the federal minimum wage, $5.15 per hour. Iowa
  provides minimum wage exemptions for some classes of employees. For more information,
  contact Iowa Workforce Development, www.iowaworkforce.org.
Withholding or Docking Pay
An employer cannot deduct union dues, fees or charges from an employee's pay, without the
employee's prior written authorization. Prior written authorization is required before other
deductions can be made, not including those required by law. An employer can only make
deductions under the following circumstances: cash shortages in a common till may be
recoverable against a manager after an agreement in writing with the manager; dishonored
check losses may be recovered if the employee has the discretion to decide whether or not to
accept a check and then abuses their discretion; breakage and damage losses due to an
employee's willful or intentional disregard of the employer's interests may be recovered; or
the value of lost or stolen property may be recovered where the property is specifically
assigned to and receipt is acknowledged in writing by an employee. An employee cannot be
made to reimburse gratuities given by an employer's customer or to reimburse costs of
personal protective equipment.
Garnishment
An Iowa employer cannot willfully discharge or discipline an employee or refuse to hire a
person because of an order for income withholding or a garnishment.
The maximum amount subject to garnishment is as follows: $250 for annual gross earnings
less than $12,000; $400 for annual gross earnings from $12,000 to $16,000; $800 for annual
gross earnings from $16,000 to $24,000; $1,500 for annual gross earnings from $24,000 to
$35,000; $2,000 for annual gross earnings from $35,000 to $50,000; and 10 percent of gross
earnings over $50,000. Consumer credit garnishments may not be taken on the first 75
percent of weekly disposable earnings or 40 times the federal minimum wage, whichever is
greater. Bankruptcy orders and delinquent tax garnishments may exceed the statutory limits
and exemptions.
Some Iowa child support orders require immediate garnishment from the time the order is
issued. Wage exemptions for child support garnishment are governed by federal limits.
Direct Deposit
Employers must obtain the written consent of an employee to issue payment by direct
deposit.
Living Wage
A number of local governments (e.g. cities, towns, counties, school districts, etc.) have
enacted laws known as “Living Wage” ordinances. These laws, although not always
imposing the same types of requirements, typically mandate that any entity contracting or
doing business with the local government or getting a tax abatement from the local
government must pay its employees a set wage. The ordinances are typically called Living
Wage ordinances because the set wage rate is typically much higher than the applicable
minimum wage, thus better allowing the employees to live on the wage.
No local governments in Iowa have adopted living wage ordinances as of January 1, 2003.
However, this area of law is developing rapidly. For more information, including recent
developments, see www.livingwage.com.
Workers’ Compensation

  Extensive laws cover workers’ compensation in Iowa. For information, contact Iowa
  Workplace      Development       Division     of     Workers’       Compensation,
  www.iowaworkforce.org/wc/index.html.




Pre-Employment Inquiry Guide

  To access this guide, go to
  http://www.state.ia.us/government/crc/successfullyinterviewingtitle.html.

Required Posters
  Federal and state laws require that certain posters be posted in the workplace. You are
  encouraged to contact the following federal and/or state commissions, departments and
  agencies for the required posters.
  Required Federal Posters
         Fair Labor Standards Act (FLSA) Minimum Wage
         Family Medical Leave Act (FMLA)
         Job Safety and Health Protection – Occupational Safety and Health
         Equal Employment Opportunity Act
         Migrant and Seasonal Agricultural Worker Protection Act (MSPA)
         Notice to Worker with Disabilities (FLSA, SCA, and Walsh-Healey Act)
         Employee Polygraph Protection Act (EPPA)

     These posters can be accessed at the                 Department    of    Labor   website:
     http://www.dol.gov/osbp/sbrefa/poster/main.htm

  Required State Posters

   Unemployment Insurance                    Iowa Workforce Development
                                             Unemployment Insurance Services
                                             1000 East Grand Avenue
                                             Des Moines, IA 50319
                                             515-281-3606 / 800-562-4692
                                             www.iowaworkforce.org/ui/index.html

   Safety & Health on the Job                Iowa Workforce Development
                                             Labor Services Division
   OSHA Injuries & Illness Log               1000 East Grand Avenue
                                             Des Moines, IA 50319
   Your     Rights    Under      Iowa’s      515-281-3606 / 800-562-4692
   Minimum Wage                   www.iowaworkforce.org/labor/index.html

Equal Employment Opportunity is   Iowa Civil Rights Commission
   the Law                        211 East Maple Street, 2nd Floor
                                  Des Moines, IA 50319
                                  515-281-4121
                                  www.state.ia.us/government/crc/index.html

				
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