SF 645 is an appropriations bill that allocates state funds to support economic development programs in Iowa. It provides funding to the Economic Development Authority, Iowa Finance Authority, Department of Workforce Development, and the State Board of Regents and their institutions. The bill also extends the end date for the Housing Renewal Pilot Program, allowing it to continue operating beyond its originally scheduled termination.
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.
SSB 1068 updates Iowa's workforce development laws to align with federal requirements. It revises definitions for national service programs (like AmeriCorps and RefugeeRISE), requires local workforce boards to develop federally compliant plans, and mandates new reporting on education and job training outcomes. The bill affects the Department of Workforce Development, local workforce boards, and job seekers accessing training programs. Key changes include repealing outdated sections (84A.7-84A.11) and adding requirements for annual reports on scholarship program participation and employment outcomes.
This bill requires Iowa employers to maintain accurate work records related to unemployment insurance for three years after remuneration is paid (or due). It mandates that the Department of Workforce Development conduct field audits of employer records to verify compliance with unemployment insurance rules, including pre-audit interviews and detailed reviews of pay records for at least one employee per quarter. Employers must provide access to documents like pay stubs, W-2 forms, tax returns, and business licenses during audits. The bill also establishes procedures for employers to contest audit decisions regarding employee eligibility under unemployment insurance rules.
This bill (SF 222) updates Iowa's workforce development system by restructuring how the Department of Workforce Development, workforce development boards, and local boards administer training, unemployment insurance, and adult education programs. It requires local workforce development boards to create approved plans aligned with federal rules, establishes a statewide skills assessment for adult workers, and mandates annual reports tracking program outcomes like job placements and scholarship usage. The bill also formally integrates existing AmeriCorps programs into the "Iowa National Service Corps" and removes outdated sections of law. These changes directly affect job training providers, state agencies managing workforce programs, and residents accessing employment services.
This bill modifies Iowa's research activities tax credit for individuals and corporations. It reduces the credit amount based on the number of layoffs a claimant experienced during the tax year: 50% reduction for 1,500+ layoffs, 25% for 1,000-1,500, 12.5% for 500-1,000, and 6.25% for fewer than 500 layoffs. The Department of Revenue must review workforce development layoff notices before approving the credit and can recapture previously claimed credits that don't meet these requirements. The changes apply retroactively to tax years beginning January 1, 2024.
HF 722 amends Iowa's workforce development laws to update program definitions, streamline local planning, and improve reporting. It explicitly includes existing AmeriCorps programs (like RefugeeRISE and Iowa Green Corps) under "Iowa national service corps," requires local workforce boards to submit plans following federal rules for department approval, and mandates annual joint reports with the Education Department on scholarship outcomes. The bill also repeals outdated sections (84A.7-84A.11) and clarifies the Department of Workforce Development's role in administering unemployment insurance and job training. These changes directly affect Iowa workers, training programs, and state/local agencies managing workforce development.
HF 348 prohibits Iowa employers from willfully misclassifying workers as independent contractors when they should be classified as employees under current federal IRS guidelines. This directly affects employers who misclassify workers, denying them benefits like unemployment insurance or workers' compensation. The bill imposes escalating civil penalties ($5,000-$10,000 per misclassified worker) for violations, with the Department of Workforce Development enforcing the law through written notices and potential court action. Employers must prove they did not misclassify workers to contest penalties, and repeated violations constitute a class D felony punishable by up to five years in prison and fines. The law applies to misclassifications occurring on or after its effective date.
HF 432 modifies eligibility for financial assistance from Iowa's Department of Workforce Development for apprenticeship programs. It allows sponsors of programs registered with the U.S. Department of Labor (through Iowa) to apply for funding if their programs meet minimum contact hour requirements: 75 hours per apprentice in the first training year and 100 hours per apprentice for each subsequent full year. This changes current law, which required 100 contact hours per apprentice annually for all training years. The bill directly affects Iowa-based apprenticeship sponsors seeking state funding to support training costs.
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.
