SF 134 requires Iowa employers to provide reasonable accommodations to employees with medical conditions related to pregnancy or childbirth, upon request supported by a healthcare provider's advice. These accommodations include modifications like accessible workspaces, equipment adjustments, job restructuring, or flexible schedules, but cannot impose undue hardship on the employer. Employers violating this requirement face civil penalties of up to $750, with enforcement handled by the Iowa Office of Civil Rights through inspections and interviews. The bill specifies that compliance with these standards cannot be altered through collective bargaining agreements.
HF 185 requires Iowa state agencies to consider using project labor agreements (PLAs) for large-scale public construction projects costing $25 million or more. A PLA is a pre-hire collective bargaining agreement between the project owner and labor organizations that sets working conditions and prevents disruptions. State agencies may require a PLA for such projects only if they determine it advances the state’s interest, weighing factors like project urgency, labor disruption risk, safety, and cost efficiency. The bill does not mandate PLAs but ensures any required agreement must include dispute resolution, safety standards, and allow all contractors to compete fairly. It directly affects state agencies managing major construction projects and contractors working on those projects.
SF 196 revises Iowa's public employee collective bargaining rules. It requires public employers and employee organizations to negotiate in good faith over wages, hours, benefits, and other terms (like dues checkoff and grievance procedures), though it does not compel either side to agree to proposals. The bill also establishes stricter decertification rules: if a union is found in contempt or convicted of violating bargaining rules, it is immediately decertified and barred from representing employees for 12 months. Additionally, it sets collective bargaining agreements at a maximum two-year term and adjusts election timelines for union representation. The bill directly affects public employees (including educators), their unions, and city civil service systems across Iowa.
This bill allows retired public safety employees in Iowa to convert all their unused sick leave into cash value (at 100% of current worth) to help pay for their health insurance premiums. It also extends this benefit to surviving spouses or dependents after a retired employee's death, using the remaining value for their health insurance costs. The policy applies to all retired public safety employees (as defined in state law) who have applied for retirement benefits, but excludes those covered by collective bargaining agreements that already provide employer-paid retirement health savings. The bill directly affects retired public safety workers and their families by providing financial support for ongoing health coverage.
This bill changes Iowa's unemployment benefits rules to protect workers who participate in strikes. It ensures that employees taking part in a strike or labor dispute at their workplace are not denied benefits if they otherwise qualify. Specifically, it removes the requirement for these workers to actively search for jobs or meet other standard eligibility conditions during the strike. Currently, such workers often face disqualification, but this bill explicitly exempts them from those restrictions under Iowa law.
SF 346 modifies grievance procedures for Iowa state employees under the merit system. It requires the director to explain their decision in writing when responding to third-step grievances or disciplinary appeals (like discharge or demotion), including details about interviews conducted, their results, and the reasoning behind the decision. This applies to employees who have exhausted agency-level steps, except those covered by collective bargaining agreements. The bill adds transparency to the process without changing response time limits or filing deadlines.
HF 672 modifies Iowa's public employee collective bargaining rules by specifying mandatory negotiation topics. For bargaining units with at least 30% public safety employees (like police or firefighters), employers and unions must negotiate in good faith over wages, hours, health/safety, grievance procedures, and other agreed topics. For all other units, only base wages and mutually agreed topics require negotiation. The bill clarifies that negotiation does not compel agreement and removes prior language requiring narrow interpretation of mandatory subjects. It applies to bargaining under Iowa Code Chapter 20 starting from its effective date.
HF 675 requires Iowa employers to provide employees with specific meal and rest periods: a 30-minute meal break after 7 hours of work (taken between the 2nd-5th hours for 7+ hour shifts), and a 10-minute paid rest break every 4 hours. It exempts agricultural workers (excluding certain seed production tasks), employees covered by collective bargaining agreements, and situations where safety, emergencies, or workflow prevent breaks. Employers violating the law face civil penalties of up to $100 per violation, recoverable by the labor department. The bill directly affects most hourly and salaried workers in Iowa workplaces, excluding independent contractors and specific agricultural roles.
