EEO - Discrimination: Iowa
Federal law and guidance on this subject should be reviewed together with this section.
Authors: Stuart R. Buttrick, Susan W. Kline and Lindsey M. Hogan, Faegre Drinker Biddle & Reath LLP
- 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.
- Women who are pregnant may be afforded certain rights. See Pregnancy Protections.
- 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.
- The Iowa Civil Rights Law specifically addresses discriminatory pay for employees. See Equal Pay.
- Waterloo has requirements pertaining to discrimination. See Local Requirements.