The below content should be reviewed in conjunction with the in-depth federal coverage of this topic provided above.
Authors: Stuart R. Buttrick, Susan W. Kline and Paul E. Singleton, Faegre Baker Daniels LLP
Summary
- The Iowa Civil Rights Act is the state counterpart to federal antidiscrimination laws. See Discrimination Under the Iowa Civil Rights Act.
- The Iowa Civil Rights Act applies only to certain employers. Covered Employers.
- There are defenses to an employer's discriminatory acts. Prohibited Activities and Defenses.
- Iowa law addresses whether wrongdoers can be held liable in their individual capacities for discriminatory conduct. Liability.
- Iowa law on disabilities has similarities to the ADA. See Accommodations Under the Iowa Civil Rights Act and ADA.
- Iowa law addresses AIDS and HIV in the context of disability and preemployment testing. See HIV and AIDS as Disabilities.
- Employers may genetically test employees, but may do so only in limited circumstances. See Genetic Testing.
- Iowa's Civil Rights Commission plays a role in resolving discrimination disputes. See Role of the Iowa Civil Rights Commission.
- Iowa law prohibits sex discrimination and has specific provisions pertaining to breastfeeding and pregnant mothers and same sex couples. See Sex Discrimination.
- Employers must provide breastfeeding mothers and pregnant mothers with certain rights. See Rights of Breastfeeding and Pregnant Employees.
- Employers should keep potential employee and current employee records for an appropriate amount of time. See Recordkeeping Requirements.
- Iowa law provides protection for military people, including protection for military personnel returning to their jobs from service. See Leave for Military Servicepersons.
- State employees have specific rights that protect against harassment. See State Employees.
- Certain local municipalities have antidiscrimination laws. See Local Laws.
- Iowa's laws specifically address discriminatory pay for employees. See Wage Discrimination.
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