This bill grants law enforcement officers the right to challenge a prosecutor's decision to place them on a Brady-Giglio list, which flags them as having credibility issues that could affect their ability to testify in court. It allows officers to petition a district court for a confidential review of the evidence used to make that decision, with the court empowered to remove the officer from the list if the challenge is successful. If an officer wins the legal challenge, the court must award them reasonable attorney fees and court costs, which are paid by the state or the local government responsible for the prosecutor. The law applies retroactively to all such placements made on or after July 1, 2021, ensuring past cases are also covered by these new protections.
This bill allocates state funds for the 2026-2027 fiscal year to support economic development agencies, including the Economic Development Authority, Iowa Finance Authority, Department of Workforce Development, and State Board of Regents. The legislation sets specific goals for these agencies to expand the state economy, increase wealth, and boost population by prioritizing business recruitment, expansion, and entrepreneurial support. It also establishes financial restrictions requiring businesses receiving state assistance to hire only individuals legally authorized to work in the United States and prohibits funding for geothermal snow-melting projects. Additionally, the bill provides separate appropriations for the World Food Prize, a tourism office, and the Iowa Arts Council, while requiring annual performance reports for the tourism office.
This bill establishes a mandatory reemployment case management program for Iowa's Department of Workforce Development, requiring the department to provide individualized job search and placement services to unemployment claimants within two weeks of filing a claim. It modifies work search requirements for certain claimants (including partially unemployed workers) and updates communication procedures for claim decisions, appeals, and employer notifications. The bill directly affects unemployment claimants seeking benefits and employers paying into the unemployment insurance system. Key changes include requiring electronic notifications for employers about benefit payments, adding phone hearing options for appeals, and clarifying burden-of-proof rules for eligibility disputes.
HF 2711 amends Iowa's state employment and contracting laws to clarify equal opportunity policies. It updates Section 19B.1 to explicitly include "affirmative action" in the state's employment policy, requiring equal access for all people regardless of protected characteristics. The bill revises administrative responsibilities under Sections 19B.3-19B.4, clarifying that state agencies and the Board of Regents must implement equal opportunity programs, including data collection and training. These changes affect all state agencies, the Board of Regents, and businesses receiving state contracts, particularly regarding reporting on minority/women-owned business utilization.
HF 2254 prohibits the University of Iowa Hospitals and Clinics (UIHC) from including noncompete clauses in employment contracts with physicians. It requires the University of Iowa Board of Regents to create a policy banning these restrictions, which prevent doctors from practicing in specific areas or for set times after leaving UIHC. The rule applies to all new, extended, or renewed contracts starting when the bill takes effect. This directly affects physicians employed by UIHC, removing geographic and time-based practice restrictions upon contract termination. The bill defines "physician" as someone licensed under Iowa law and takes effect immediately upon enactment.
HF 1023 modifies the Iowa Public Employees' Retirement System (IPERS) for members in protection occupations, such as law enforcement and firefighters. The bill increases the employee contribution rate from 40% to 50% and decreases the employer contribution rate from 60% to 50% of the required contribution, effective July 1, 2025. For those retiring on or after July 1, 2025, it enhances the calculation of monthly retirement benefits for service beyond 22 years and allows retirement at age 50 with 22 years of service. Additionally, it establishes an annual 1.5% cost-of-living adjustment (COLA) for these members' monthly retirement allowances, replacing eligibility for other retirement dividends.
HF 2514 makes Iowa's state child care assistance program available to children of child care workers employed at licensed facilities. To qualify, a parent or guardian must work at least 32 hours weekly directly providing child care (not as an owner, substitute, or caring for their own child at home), and the facility must accept state reimbursement. The bill requires the state department to report annual spending, participation numbers, and household income data for the program. This policy directly supports low-income child care workers who previously faced barriers to accessing this assistance.
SF 472 establishes new procedures for retention and recertification elections for public employee collective bargaining units, affecting public employers and their employees. It requires the employment appeal board to issue a notice before an election and mandates public employers to submit a list of eligible employees within ten days. The bill makes it unlawful for public employers to fail to provide this list and requires the board to publicly identify those who have not complied. Iowa residents are authorized to petition district courts to compel non-compliant public employers to submit the required employee lists. The board must also extend election timelines as needed to resolve any legal challenges related to list submission.
HF 2502 provides paid parental leave for Iowa state employees following the birth or adoption of a child, directly affecting all eligible state workers. The bill removes a previous requirement that employees must first qualify for leave under the federal Family and Medical Leave Act (FMLA) to receive paid state leave. It establishes that state employees are entitled to paid leave for up to 12 months after a birth or adoption, covering both birth and adoption placements. This change expands access to paid leave for state employees who may not have met the prior federal FMLA eligibility criteria.
SF 2089 requires Iowa's Department of Workforce Development to create a process allowing unemployment claimants and employers to submit information separately before the fact-finding meeting, without the other party present. The department must then share this information with the other party after each statement during the joint meeting, and provide an opportunity for rebuttal before a final decision. This applies to all information shared under the bill, holding it to the same standards as other departmental records. The bill directly affects claimants and employers involved in unemployment benefit disputes by changing how they exchange evidence during the review process.
