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Summary of differences between federal and state regulations
Employer defined
“Employer” means the state of Iowa or any political subdivision, board, commission, department, institution, or school district thereof, and every other person employing employees within the state.
The unlawful employment practices do not apply to:
- Any employer who regularly employs less than four individuals. Individuals who are members of the employer’s family are not counted as employees.
- The employment of individuals for work within the home of the employer if the employer or members of the employer’s family reside therein during such employment.
- The employment of individuals to render personal service to the person of the employer or members of the employer’s family.
Unlawful employment practices
The unlawful employment practices and exemptions are similar to those under the federal Equal Pay Act. Employers must not make any distinction based upon sex in employment opportunities, wages, hours, or other conditions of employment. In the area of employer contributions for insurance, pensions, welfare programs and other similar fringe benefits, the employer will not violate these guidelines if the employer’s contributions are the same for both sexes or if the resulting benefits are equal.
Any distinction between married and unmarried persons of one sex that is not made between persons of the opposite sex will be considered to be a distinction on the basis of sex. Similarly, an employer must not:
- Deny employment to women with young children unless it has the same exclusionary policies for men; or
- Terminate an employee of one sex in a particular job classification upon reaching a certain age unless the same rule is applicable to members of the opposite sex.
Iowa also allows the creation of local laws (i.e. municipalities or other political subdivisions) to enforce the provisions of the Iowa Civil Rights Act.
Recordkeeping
When a complaint or notice of investigation has been served, the respondent must preserve all records relevant to the investigation until the complaint or investigation is finally adjudicated. This includes, but is not limited to:
- personnel, employment or membership records relating to the complainant and to all other employees, applicants, or members holding or seeking positions similar to that held or sought by the complainant;
- application forms or test papers completed by any unsuccessful applicant and by all other applicants or candidates for the same position or membership; and
- any records which are relevant to the scope of the investigation as defined in the notice or complaint.
Any books, papers, documents, or records of any form which are relevant to the scope of any investigation as defined in the notice or complaint must be preserved during the pendency of any proceedings by all parties to the proceedings unless specifically ordered otherwise.
Posting
The Iowa Civil Rights Commission has a poster regarding equal employment opportunities which includes contact information for employees who feel they have been discriminated against.
State
Contact
Regulations
Iowa Code Title VI, Chapter 216, Civil Rights Commission
To browse statutes see:
https://www.legis.iowa.gov/publications/search
Iowa Admin. Code, Agency 161, Civil Rights Commission
Federal
Contact
Equal Employment Opportunity Commission (EEOC)
Regulations
29 CFR Part 1620, The Equal Pay Act
29 CFR 1621, Procedures — The Equal Pay Act