Iowa Termination (with Discharge): What you need to know

Iowa is an “employment-at-will” state. This means that an employer may generally terminate an employee at any time, for any reason, or for no reason, unless an agreement exists that provides otherwise. There are, however, limitations on the doctrine.
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Charitable contributions. Public employers may not terminate or discriminate against employees for declining to make charitable contributions (IA Code Sec. 70A.28).
Drug use. A discharge from employment may be based on an employee drug-testing program only if that program is being carried out in compliance with the governing statutory law (McVey v. National Organization Service, Inc., 719 N.W.2d 801 (Ia. 2006)).
Garnishment. It is illegal in Iowa to discharge an employee because his or her wages have been garnished (IA Code Sec. 642.21).
Jury duty. Iowa law prohibits an employer from discharging or threatening an employee because of jury service (IA Code Sec. 607A.45).
Military service. Employers may not terminate or otherwise discriminate against an individual for being a member of the Iowa military forces or civil air patrol (IA Code Sec. 29A.43).
Safety. Employers may not discharge or discriminate against employees who file complaints about suspected occupational health and safety violations or who refuse to expose themselves to dangerous conditions if no reasonable alternatives exist (IA Code Sec. 88.9(3)).
Union membership. Employees may not be discriminated against either for being or not being a union member (IA Code Sec. 731.1).
Volunteer Emergency Services Providers. Iowa’s Volunteer Emergency Services Providers Job Protection Act protects employees from termination because they have joined a volunteer emergency services unit or ...

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Iowa Termination (with Discharge) Resources

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.