HF 2017 creates a new Iowa tax credit equal to 100% of the federal work opportunity tax credit (from IRS Section 51) for individual and corporate income taxes. It applies to tax years beginning January 1, 2026, and affects Iowa employers who hire individuals facing barriers to employment, as defined by the federal program. The credit reduces tax liability but is non-refundable; any unused portion can be carried forward to offset taxes in the following year. The bill includes retroactive application starting January 1, 2026.
HSB 551 sets specific percentage-based salary increases for peace officers within Iowa's Department of Public Safety. It establishes that sergeants earn 15% more than senior troopers, lieutenants earn 10% more than sergeants, captains/special agents earn 10% more than lieutenants, majors/assistant directors earn 10% more than captains, and colonels/directors earn 15% more than majors. Sworn supervisors will receive identical wage, step, and merit increases as negotiated under Chapter 20 between the state and the state police officers' union. The bill directly affects all peace officers in the department's rank structure, from troopers up to leadership positions.
This bill requires public employers in Iowa to negotiate whether to allow payroll deductions for union membership dues as part of collective bargaining agreements. It directly affects state employees who are union members and their public employers. The bill establishes that such deductions continue for one year or until the collective bargaining agreement expires, unless an employee transfers to a different position or becomes a management employee. Employees can terminate deductions with 30 days' written notice, and the law applies to bargaining under Chapter 20 starting from its effective date.
This bill proposes increasing Iowa's state minimum hourly wage to $15.00 starting July 1, 2026, for most workers, with a lower rate of $14.10 for employees in their first 90 days of employment. It requires annual wage adjustments beginning July 1, 2027, tied directly to the federal Social Security cost-of-living adjustment (COLA) from the previous year. The bill ensures wages can only increase, never decrease, and applies to all covered workers in Iowa. This affects low-wage employees and employers across the state, with the first major increase set for 2026.
HSB 579 would amend Iowa law to provide paid parental leave for state employees following the birth or adoption of a child, removing a current requirement that employees must first qualify for leave under federal law. The bill directly affects all Iowa state employees who take leave for childbirth or adoption, expanding eligibility beyond those currently covered under federal Family and Medical Leave Act (FMLA) protections. Key provision: State employees would receive paid leave for up to the period specified in the amended section, applicable within twelve months of the child's birth or adoption placement, without needing prior federal FMLA eligibility. This change simplifies access to paid parental leave for state workers who may not meet federal criteria but still need time off for family events. The bill is currently under review by a state government subcommittee.
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.
This bill repeals Iowa's Board of Regents minority and women educators enhancement program (sections 262.81-82 of the Code). The program required regents institutions to recruit minority educators for faculty roles and create opportunities for women educators, while also developing tenure/promotion policies that address caregivers' needs. By repealing these sections, the bill removes these specific requirements from state law. The change directly affects regents institutions' hiring and faculty development practices related to these programs.
This bill modifies Iowa's unemployment benefits rules to allow specific disability-related activities to count as required "work search" efforts. It directly affects Iowans receiving unemployment benefits who have intellectual disabilities, autism spectrum disorder, traumatic brain injury, or are blind. The key provision permits these individuals to fulfill weekly work search requirements by participating in approved vocational rehabilitation programs (for intellectual disabilities/autism/brain injury) or employment assistance programs for the blind, both offered by state departments. This change replaces standard job-search activities with disability-specific support programs designed to help these individuals gain or maintain employment. The bill does not alter benefit eligibility or amounts, only the method for meeting work search requirements.
This bill allows retired certified law enforcement officers who return as school resource officers to choose to leave the Iowa public employees' retirement system (IPERS) or municipal fire/police retirement system. They must file this election within 60 days of reemployment, and it becomes permanent. The bill also ensures these individuals avoid the standard 50-cent-per-dollar earnings penalty for retirees working over $50,000, and they may continue receiving their full retirement allowance during their reemployment.
This bill imposes a 15% annual tax on the endowment value exceeding $250 million for Iowa public universities (governed by the state board of regents) and accredited private colleges. The tax revenue from public institutions funds Iowa’s workforce grant incentive program, while private colleges’ tax revenue supports a new "high-wage and high-demand jobs" account within the tuition grants fund. This account supplements tuition grants for students enrolled in private colleges studying in fields identified as high-wage and high-demand by the workforce development board. The bill also limits management fees on endowments to 1% of endowment value annually.
