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Summary of differences between federal and state regulations
The general at-will employment doctrine is what employers generally refer to unless there are state laws that provide more detail. This is a situation in which there is a lack of laws or contracts that narrow the reasons for which employees may be terminated. Where such laws or contracts exist, they must be adhered to.
Iowa law does not require a discharge notice or a reason for discharge.
State courts have recognized a narrow concept of public policy exception to the at-will employment concept; that is, it is illegal for an employer to terminate an employee for refusing to break the law on behalf of the employer, but only in the case of a well recognized and defined public policy.
State courts have recognized the concept of an “implied contract” exception to the at-will employment concept; that is, courts have found contractual obligations in an employer’s expressed oral or written assurances that employees would only be discharged for cause. Assurances may include oral promises or guidelines found in handbooks.
State
Contact
Regulations
Iowa Code §29A.43 Discrimination prohibited – leave of absence – continuation of health coverage.
1. A person shall not discriminate against any officer or enlisted person of the national guard or organized reserves of the armed forces of the United States because of that membership. An employer, or agent of an employer, shall not discharge a person from employment because of being an officer or enlisted person of the military forces of the state, or hinder or prevent the officer or enlisted person from performing any military service the person is called upon to perform by proper authority.
Iowa Code §91A.10 Settlement of claims and suits for wages – prohibitions against discharge of employee.
5. An employer shall not discharge or in any other manner discriminate against any employee because the employee has filed a complaint, assigned a claim, or brought an action under this section or has cooperated in bringing any action against an employer.
Iowa Code §607A.45 Employer prohibited from penalizing employee – penalty – action for lost wages.
1. An employer shall not deprive an employee of employment or threaten or otherwise coerce an employee with respect to the employee's employment because the employee receives a notice to report, responds to the notice, serves as a juror, or attends court for prospective juror service. An employer who violates this subsection commits contempt.
Iowa Code §642.21 Exemption from net earnings.
2. No employer shall:
c. Discharge an individual by reason of the individual's earnings having been subject to garnishment for indebtedness.
Federal
Contacts
None.
Regulations
None.