Claim your Copy of
Top 100 FLSA
Overtime Q&As
Your email address will not be published. Required fields are marked *

Iowa Equal Pay Acts: What you need to know

Private employers. The Iowa Civil Rights Act prohibits wage discrimination based on sex, age, race, creed, color, sexual orientation, gender identity, national origin, religion, or disability (including AIDS) (IA Code Sec. 216.6A). Under the law, it is a discriminatory practice for an employer to pay lower wages to an employee in a protected group than it pays to other employees within the same establishment for equal work on jobs requiring equal skill, effort, and responsibility. Employers are prohibited from reducing any employee's wages to avoid violating the law.
For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!
An "unfair or discriminatory practice" occurs when:
• A discriminatory pay decision or other practice is adopted.
• An individual becomes subject to a discriminatory pay decision or practice.
• An individual is affected by the application of a discriminatory pay decision or practice, including each time wages, benefits, or other compensation are paid implementing in whole or in part the discriminatory decision or practice.
Defenses. Differences in pay are permitted if based on a seniority system, merit system, a system measuring quality or quantity of production, or any factor other than the age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, or disability of the employee.
Remedies. Remedies for wage discrimination include double damages for the period during which the discrimination occurred, and in cases of a willful violation, treble damages (IA Code Sec. 216.15(9)(a)(9)).
Covered employers. The Act applies to all employers with four or more employees, including employment agencies and labor unions. Additional information on the Civil Rights Act is available.
Public employers. The Iowa ...

>> Read more about Equal Pay Acts

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Iowa Equal Pay Acts Resources

Equal Pay Acts Products

New York Employment Law Update Webinar Recording
BLR Webinar: "New York Employment Law Update: What You Need to Know Now About the State’s Latest Workplace Laws and Regs""
Doing Business in California Virtual Summit Recording
BLR Virtual Summit: "Doing Business in California: What Non-California Employers Need To Know""
Free Special Reports
Get Your FREE Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
Download Now!

This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

Download Now!