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Iowa Maternity and Pregnancy: What you need to know

The Iowa Civil Rights Act prohibits employment practices that discriminate on the basis of sex, which includes discrimination on the basis of pregnancy, childbirth, or related medical conditions.
As a general rule, employees with pregnancy-related disabilities must be treated the same as other employees with temporary disabilities are treated for purposes of health care coverage, benefits, and other employment matters.
The Act covers all public and private employers, regardless of size (IA Code Sec. 216.6et seq.).
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The Iowa Civil Rights Act also requires employers to grant unpaid leave to employees who are temporarily disabled because of pregnancy or related medical conditions, even if similar leaves are not granted for other temporary disabilities, and even if the leave is not available to the employee under any health, temporary disability, or sick leave plan.
Employees are entitled to leave for the period of temporary disability or for 8 weeks, whichever is less.
The Act applies to all employers, regardless of size.
Employees must provide timely notice that they plan to take a leave of absence. Before granting leave, an employer may require that the employee's disability be verified by medical certification.
State law provides that a woman may breastfeed the woman’s own child in any public or private location where the mother and the child otherwise are authorized to be present (Iowa Code Sec. 135.30A ).
The statute doesn't specifically mention employers; however, it can be construed to include places of employment, given the expansive nature of the law’s language.
In order to accommodate breastfeeding, employers may wish to set aside a ...

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