Last updated on: February 22nd, 2022
Hours & Pay Regulations
Employers must follow their own policies, practices or contracts regarding benefits. In the absence of such an agreement, annual leave benefits are not required.
Employees covered by Iowa’s minimum wage law must be paid at least $7.25 an hour. Employers must pay covered employees the state minimum wage or the federal minimum wage, whichever is greater.
The above information on minimum wages might not be up to date & subject to change. Kindly access the DOL website for the current rates.
An employee who is eligible to vote in a public election in the state of Iowa may request time off from work with regular pay for a period not to exceed three hours for the purpose of voting.
Employees, excluding employees covered by a collective bargaining agreement that provides otherwise, shall be granted leave. An employee who is granted a leave of absence shall receive leave without loss of seniority, pay, vacation time, personal days, sick leave, insurance, and health coverage benefits, or earned overtime accumulation. The employee shall be compensated at the employee’s regular rate of pay for those regular work hours during which the employee is absent from work. An employee deemed to be on leave shall not be deemed to be an employee of the state for purposes of workers’ compensation or for purposes of the Iowa tort claims Act.
Iowa Code § 915.23 allows the victim to serve as a witness in a criminal case; allows reasonable attorney fees and court costs if an employee sues for violation of this law and prevails.
Employers with four or more regular employees must grant up to eight weeks of unpaid leave to an employee who is disabled by pregnancy, childbirth or related medical condition. Leave due to pregnancy, childbirth or related medical condition must be treated the same as leaves for other types of temporary disabilities. This includes written policy plans as well as written and unwritten employment practices involving leave running concurrently with other statutorily provided leave, ability to take leave intermittently, requiring the use of available paid leave, availability of extensions, reinstatement, and start and duration of the leave. Employees are required to provide the same notice to their employers as is required for other disability leaves, or “timely notice” if no other disability leave is available. Employers can require verification of the employee’s disability.
Employers with 20 or more full-time employees must grant unpaid leave to any employee who is:
- Elected to serve in a municipal, county, state or federal office (except where prohibited by federal law); or
- A volunteer on a state government board, commission, committee, council or task force.
Leave must be granted without loss of seniority and benefits earned. An elected employee must submit a written application to his or her employer to notify the employer of the leave of absence.
Employers must grant unpaid leave to eligible employees who are called to active duty, for the duration of the active duty. Eligible employees include non-temporary employees who are members of the National Guard (of Iowa or of any other state), U.S. armed forces Reserves or Civil Air Patrol, including reserve or civil air patrol units of another state. Employees returning from active duty must be reinstated to a position of like seniority, status, and pay. In addition, any leave taken cannot affect the employee’s rights to vacation, sick leave, bonus or other employment benefits related to his or her employment. Employers may require documentation of the employee’s satisfactory completion of the active duty or service and that he or she is able to perform the duties of the position.
Employers must also allow unpaid leave to any employee serving as a witness in a criminal proceeding or as a plaintiff, defendant or witness in a civil proceeding. Employers may not discharge, threaten to or take adverse actions against employees taking leave to serve as a juror or witness.
Employers must provide employees with unpaid time off to respond to a jury duty notice, serve as a juror or attend court for prospective juror service. However, a salaried, exempt employee’s wages may not be reduced due to an absence related to jury service.