HF 2264 sets a minimum hourly wage of $15.20 for home health aides working under Iowa's Medicaid program, effective July 1, 2026. The bill requires the Department of Health and Human Services to adjust Medicaid reimbursement rates for home health agencies to ensure this minimum wage is met. It also appropriates state general funds to cover the cost of these higher reimbursements for the 2026-2027 fiscal year. This directly affects home health aides providing Medicaid-covered services and home and community-based waiver services in Iowa.
HF 2631 establishes Iowa's Family and Medical Leave Insurance Program, creating a paid, job-protected leave system for eligible employees. It directly affects workers at covered employers (private businesses with 10+ employees year-round or public employers) who need leave for bonding with a newborn/adopted child, caring for a family member with a serious health condition, taking medical leave for their own serious health issue, or addressing qualifying circumstances as a crime victim (e.g., seeking medical care, legal assistance, or safety measures). The program is funded through employee premiums, with benefits calculated based on spendable weekly earnings, and is administered by the Department of Workforce Development. This legislation expands on existing federal protections by adding specific coverage for crime victim-related leave and standardizing definitions for eligibility and benefits.
HF 2266 would require Iowa employers to provide family medical leave to grandparents for specific family care needs related to their grandchildren, including the birth of a grandchild, caring for a grandchild with a serious health condition, and addressing military-related exigencies involving a grandchild. The bill modifies the federal Family and Medical Leave Act (FMLA) to extend these leave rights to grandparents, defining "employee" and "employer" as in federal law. Enforcement would be handled by the state department of inspections, appeals, and licensing using existing state procedures under Chapter 91A. This legislation directly affects Iowa grandparents who are employees and their employers by adding these specific leave protections to state law.
This bill requires Iowa employers with 10 or more full-time employees to provide up to 12 weeks of paid leave to workers whose child is hospitalized in a neonatal intensive care unit (NICU). The leave must be paid at the employee's regular hourly rate or salary, including all benefits like health insurance. Employers who fail to comply face penalties, including back pay and legal costs, with enforcement handled by the Department of Inspections, Appeals, and Licensing. It directly affects Iowa workers with newborns in NICU care and their employers.
This bill, the "Iowa Skilled Workforce Act," updates Iowa's apprenticeship framework to support career training. It creates clear definitions for "intermediary sponsors" (entities training multiple employers) and clarifies that partner employers (those using intermediaries) must follow the intermediary's standards. The bill also adds financial assistance for apprenticeship programs meeting a minimum of 100 training hours per apprentice annually and updates plumbing/mechanics licensing rules to allow up to three apprentices per licensed supervisor. It directly affects apprenticeship sponsors, employers, and training programs across Iowa.
HF 2675 establishes specific procedural rights for Iowa peace officers, firefighters, EMTs, corrections staff, and other public safety personnel during formal investigations into complaints. The bill requires agencies to provide officers with a written summary of complaints before interviews, access to relevant incident reports and evidence without delay, and audio recording of all interviews. It guarantees officers the right to have legal counsel or union representatives present during investigations and disciplinary proceedings, while protecting confidential communications between officers and their representatives. The bill also prohibits using interview responses against officers in criminal cases and mandates that disciplinary decisions include providing full investigative reports upon request. This applies directly to all certified public safety personnel employed by Iowa municipalities, counties, or state agencies.
SF 2194 amends Iowa law to strengthen procedural protections for peace officers, firefighters, EMTs, and other public safety personnel during disciplinary investigations. The bill requires agencies to provide officers with written complaint summaries and access to relevant evidence (like incident reports and recordings) before interviews, allows officers to have legal counsel or union representatives present during investigations, and mandates audio recording of all investigative interviews. It also prohibits using statements obtained in violation of these procedures against officers for disciplinary action. The bill directly affects certified public safety personnel facing formal administrative investigations across Iowa.
HF 2630 sets specific salary increases for peace officers in Iowa's Department of Public Safety based on rank. It requires that sergeants earn 15% more than senior troopers, lieutenants earn 10% more than sergeants, captains/special agent in charge earn 10% more than lieutenants, majors/assistant directors earn 10% more than captains, and colonels/directors earn 15% more than majors. Sworn supervisors, including conservation officer supervisors, must receive the same wage and merit increases negotiated through collective bargaining under Chapter 20. The bill directly affects all peace officers and supervisors within the Department of Public Safety.
HF 2318 amends Iowa's unemployment benefits law to allow workers participating in strikes or labor disputes to receive benefits starting on the 15th day of the work stoppage. It removes the current disqualification for strikers and exempts them from the standard requirement to actively seek other employment during the strike. This applies to workers at the workplace where they were last employed, such as a factory or establishment. The bill does not change other eligibility criteria, like being able to work and available for work, but specifically waives disqualification and work search rules for strike participants after 14 days.
This Iowa bill (HF 2726) strengthens penalties for assaults against specific public safety and health workers (like police, nurses, correctional staff, and firefighters) and adds a new requirement for disease testing. It defines "protected occupations" and classifies assaults on these workers as serious crimes (felonies or aggravated misdemeanors) based on circumstances like weapon use or injury. Crucially, if a victim contacts bodily fluids (blood, saliva, etc.) during an assault and suspects the perpetrator may have a communicable disease, they can request a court-ordered medical test of the perpetrator. The medical professional conducting the test must then share results directly with the victim as soon as possible. This provision applies specifically to assaults where bodily fluid exposure occurred, focusing on victim safety and transparency.
