The Iowa Civil Rights Act prohibits employment practices that discriminate against a qualified person with a disability (IA Code Sec. 216.1 et seq.). The Act applies to employers with four or more employees (IA Code Sec. 216.6(6)).
The Act defines a disability as a physical or mental condition that constitutes a substantial disability and expressly includes human immunodeficiency virus (HIV) infection and all stages of acquired immunodeficiency syndrome (AIDS) (IA Code Sec. 216.2(5)). Substantial disability generally means the individual is substantially limited in the ability to perform one or more major life activities, such as walking, breathing, or eating.
Like the federal Americans with Disabilities Act (ADA), Iowa law prevents an employer from making a decision regarding hiring, promotion, job duties, compensation, or any other condition of employment based on knowledge or suspicion that a qualified individual has a disability. Employers must provide reasonable accommodation for the known disability of a qualified individual, unless to do so would impose an undue hardship on the operation of the employer's business. There is more information on reasonable accommodation requirements.
Retaliation prohibited. Employers are also prohibited from retaliating against any person for filing a claim under the Civil Rights Act or participating in an investigation or hearing of a claim.
Employers are prohibited from requiring HIV testing for applicants or employees except in limited circumstances when the state epidemiologist determines that a significant health risk exists in a specific occupation (IA Code Sec. 216.6).
Test results. No person may disclose the identity of another person who has had ...