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Iowa Government Contractors: What you need to know

Iowa state law establishes its policy to promote equal opportunity in all state contracts and services and to provide leadership in affirmative action to ensure fair and equitable participation within all programs receiving or benefiting from state financial assistance. The law prohibits anyone who does business with the state from discriminating in employment on the basis of federal and state law, executive orders, and rules of the Department of Management, which pertain to equal employment opportunity and affirmative action.
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All state contracts. Specifically, every contract or subcontract for public works or for goods or services must include a clause in which the contractor or subcontractor is prohibited from engaging in discriminatory employment practices based on race, color, religion, creed, notional origin, sex, age, or disability. The clause must include a provision requiring contractors or subcontractors to give written notice of the clause to any labor union with which it has a bargaining or other type of agreement.
The contract or subcontract must also include a clause stating that the contractor or subcontractor may be required to have on file a copy of the affirmative action program containing goals and time specifications. Failure to fulfill the nondiscrimination requirements may cause the contract to be suspended or canceled, and the contract or service provider may be declared ineligible for future state contracts or be subject to other sanctions (IA Code Sec. 19B.7).
Professional service contracts. Contractors and vendors providing professional services to the state must file their affirmative action programs with the state Department of Management. The state must approve all subcontracts ...

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Government Contractors Products

Affirmative Action Webinar Recording
BLR Webinar - "Affirmative Action: OFCCP Stepping Up Enforcement Efforts; What Government Contractors Need To Know""
OFCCP Webinar Recording
BLR Webinar: "OFCCP: Increased Enforcement Means Heightened Scrutiny; How To Prepare for the Spotlight""
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The Dodd-Frank Act of 2010 Webinar Recording
BLR Webinar: "The Dodd-Frank Act of 2010: What Employers Must Know—and Do—To Comply With This Sweeping New Legislation""
Off the Clock Time Webinar Recording
BLR Webinar: "Off the Clock? How To Determine When Time Worked Is Compensable Under Federal Law""
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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.
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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

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