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Iowa Hiring: What you need to know

The Iowa Civil Rights Act prohibits discrimination in employment on the basis of age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, or disability (IA Code Sec. 216.1 et seq.). The law covers all employers with four or more employees.
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The state labor commissioner can require an employer that has previously violated state wage laws to give new employees written notification of the regular payday and the employee's designated wages (IA Code Sec. 91A.6).
To help locate persons subject to child-support orders, employers must report the name, address, social security number, and date of birth of each new or rehired employee to a centralized employee registry administered by the Department of Human Services (IA Code Sec. 252G.1 et seq.). The report is due within 15 days of hiring. Employers may submit a copy of the new employee's Iowa W-4 form or other Department-authorized form. Employers are also required to include information on each new employee's eligibility for dependent healthcare coverage.
Independent contractors. Employers must report an independent contractor as a new hire within 15 days after both of the following conditions are met:
• Payment to the contractor occurs more often than one each calendar year; and
• A single payment for at least one of the contracts between the employer and the contractor exceeds the amount required for the employer to file a 1099-MISC with the IRS.
An independent contractor:
• Is an individual (not a corporation or other legal entity) and is 18 years of age or older;
• Performs work in Iowa;
• Is paid income that is not subject to income withholding for child support;and
• Is an individual for ...

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Iowa Hiring Resources

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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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