Iowa Sick Leave laws & HR compliance analysis

Iowa Sick Leave: What you need to know

There is no Iowa law requiring private sector employers to provide employees sick leave, paid or unpaid, although many employers do grant it as an important employee benefit.
It is important to remember, however, that if sick leave is promised, an employer may create a legal obligation to grant it. Employers should regularly review statements made in handbooks or elsewhere to ensure that they accurately reflect current policies. If changes are necessary, the policy should be revised and employees notified of the changes.
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Written statement required. In addition, Iowa law requires employers to make available to employees, upon written request, a written statement regarding employment agreements and policies with respect to a variety of employment policies, including sick leave.
Notice of such availability must be given to each employee in writing or by notice posted in a conspicuous place (IA Code Sec. 91A.6(1)).
State law mandates that sick leave accrue for permanent full-time and permanent part-time employees of state departments, boards, agencies, and commissions.
Accrual rates vary based on the departments with which workers are employed, applicable collective bargaining agreements, and accrued sick leave balances.
The sick leave accrual rate for part-time employees is prorated to the accrual rate for full-time employees. Sick leave will not accrue during any period of absence without pay.
Employees may use accrued sick leave for physical or mental personal illness, bodily injury, medically related disabilities, including disabilities resulting from pregnancy or childbirth, or contagious disease that:
• Requires the employee's confinement;
• Renders the employee unable to perform ...

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