Workforce

SF 487 requires Iowa employers covered by unemployment insurance to maintain accurate work records (like pay stubs, W-2s, and tax documents) for three years after wages were paid or due. It mandates that the Department of Workforce Development conduct field audits of these records to verify compliance, requiring employers to provide pre-audit notice and allow interviews. Auditors must examine at least one employee's records for one quarter, with the option to expand audits if discrepancies are found. Employers can contest audit decisions, and the law applies to audits starting after the bill's effective date.

Iowa's SF 2414 requires employers to provide written notice to employees (or their authorized representatives) about automated decision systems used in employment-related decisions - excluding hiring - before deployment or by January 1, 2027. The notice must explain the types of decisions affected (e.g., promotions, discipline, work assignments), describe the employee data used, and disclose key parameters that may disproportionately impact outcomes. It applies to employers in Iowa who use such systems to make decisions materially affecting wages, benefits, work conditions, or opportunities. The bill defines "automated decision systems" broadly but excludes tools like spam filters or basic databases. This is a transparency measure, not a restriction on system use.

SSB 3169 requires state agencies and institutions of higher education to use federal systems (e-Verify for employment and the SAVE program for licenses) to confirm U.S. citizenship or immigration status. It directly affects new state employees and individuals applying for professional licenses (such as doctors, lawyers, or contractors). The bill creates a state SAVE program clearinghouse to process these checks, mandates licensing boards to deny applications if lawful presence cannot be verified, and allows appeals to the department director. This policy change adds a mandatory verification step for employment and professional licensing eligibility.

SF 2239 establishes Iowa's first state-run paid family and medical leave insurance program. It requires private employers with 10+ employees and all public employers to provide eligible workers with up to 12 weeks of paid leave for family reasons (like bonding with a newborn or caring for a sick family member) and up to 12 weeks for medical reasons (an employee's own serious health condition). To qualify, employees must have worked 1,250 hours over the past 12 months for their employer. The program, administered by the Iowa Department of Workforce Development, allows a combined maximum of 16 weeks of paid leave for both family and medical needs within any 12-month period.

This bill requires Iowa employers with 10 or more full-time employees to provide up to 12 weeks of paid leave to workers whose child is hospitalized in a neonatal intensive care unit (NICU). The leave must be paid at the employee's regular hourly rate or salary, including all benefits like health insurance. Employers who fail to comply face penalties, including back pay and legal costs, with enforcement handled by the Department of Inspections, Appeals, and Licensing. It directly affects Iowa workers with newborns in NICU care and their employers.