This bill (1361DP) ensures that the surviving spouse and children of Iowa state employees who die from work-related traumatic injuries can continue their existing state health insurance coverage. It applies only to deaths directly caused by traumatic injuries incurred while performing job duties (excluding deaths from stress, chronic illness, misconduct, intoxication, or gross negligence). The state must allow coverage continuation but isn’t required to pay for it; if the state doesn’t cover costs, the family can choose to pay the uncovered portion to maintain coverage. Exclusions include cases where the survivor contributed to the employee’s death or becomes ineligible for other reasons (like remarriage).
SF 30 designates nonsupervisory Iowa Department of Corrections employees with ongoing direct inmate contact as "public safety employees" for collective bargaining under state law. It requires the department to establish mandatory de-escalation training, uniform safety protocols at correctional facilities, and paid leave policies (5-30 days for trauma exposure, up to 90 days for hostages). The bill also changes health insurance rules so the state must cover continuation costs for surviving spouses and children of affected employees, rather than requiring them to pay. Additionally, it prohibits the department from offering contract employees better pay or benefits than comparable state employees performing similar work.
This bill allows eligible law enforcement officers retiring after July 1, 2025, to receive a cash payment for unused sick leave, capped at $2,000. The payment equals the value of accrued sick leave hours multiplied by the officer's hourly rate at retirement. Officers can also use remaining sick leave value to pay their share of group health insurance premiums, continuing until the balance is exhausted, they qualify for Medicare, or they die. It excludes officers covered by collective bargaining agreements that already address sick leave credit.
This bill amends Iowa's private sector drug testing law to clarify that employers can directly designate "safety-sensitive positions" (jobs where accidents could cause serious harm) without requiring supervision of other safety-sensitive roles. It allows employers to notify employees about positive test results via email or in-person delivery instead of mandatory certified mail, with employee consent. The bill also updates civil remedies, requiring employees to prove violations caused their damages to recover attorney fees, while shifting the burden to employers to prove compliance in legal disputes. These changes streamline notification processes and clarify legal responsibilities for employers and employees.
SF 109 establishes Iowa's first state-run paid family and medical leave insurance program. It provides eligible employees at covered employers (private companies with 10+ workers, or all public employers) with up to 12 weeks of paid, job-protected leave annually for reasons like childbirth, caring for a seriously ill family member, or their own serious health condition. Employees qualify after working 1,250 hours over 12 consecutive months. The program covers up to 16 combined weeks of family and medical leave per year, with benefits calculated based on the employee's "spendable weekly earnings."
HF 135 provides tuition and mandatory fee waivers at Iowa's regents institutions and community colleges for sanitation workers and their children. To qualify, a sanitation worker must have been employed for at least one year within the past five years by a county, city, township, or their contractor, with primary duties involving residential or commercial waste collection or transport. The waiver also covers the child of such a worker, though institutions may require documentation of the worker's employment. This policy directly affects eligible sanitation workers and their dependents seeking higher education in Iowa.
SF 78 integrates skilled trades into Iowa's education and workforce programs. It requires school districts, nonpublic schools, and charter schools to include specific trades - like welding, carpentry, electrical work, and HVAC - into curricula. The bill creates internship programs with 1:1 wage matching (up to $5,000 per intern) for students in skilled trades or STEM fields, funded by the Department of Workforce Development. It also establishes regional STEM/trades networks and collaborative initiatives to expand program access statewide. These changes directly affect students, schools, and employers in Iowa's skilled trades sectors.
SF 38 requires large railroad carriers (class I and II, defined by federal revenue thresholds) operating passenger or freight trains in Iowa to use a minimum of two qualified crew members. Violations carry escalating fines: $500-$1,000 for a first offense, $500-$5,000 for a second, and $5,000-$10,000 for subsequent offenses within a three-year window. The bill directly affects major rail carriers meeting the federal revenue criteria (class I: over $1.05 billion annual revenue; class II: $47 million-$1.05 billion). It establishes specific penalties for operating trains with fewer than two crew members, focusing on safety compliance for passenger and freight rail operations.
SSB 1033 removes a requirement for Iowa's public employees' retirement system to send a written notice to members who leave their jobs before retiring. This notice would have included their account balance, retirement status, and options for their benefits. The bill directly affects public employees who terminate employment prior to retirement, eliminating the system's obligation to provide this specific notification. The change is implemented by repealing Section 97B.53A of the Iowa Code.
This bill requires Iowa's Medicaid program to cover doula care as part of maternity services for eligible recipients. It directs the Department of Health and Human Services to establish rules for doula certification, enrollment as providers, and fair reimbursement rates that support a livable income for doulas. The policy aims to improve birth outcomes, reduce stillbirths and infant deaths, and lower maternal mortality by expanding access to continuous physical, emotional, and informational support during pregnancy and childbirth. The bill applies specifically to Medicaid-covered maternity care under both fee-for-service and managed care models.
