Iowa Lie Detector Tests laws & HR compliance analysis

Iowa Lie Detector Tests: What you need to know

Iowa has a strict law prohibiting employers--other than law enforcement and corrections agencies--from requiring or requesting that employees or applicants submit to polygraph examination as a condition of employment, promotion, or change in employment status, or as an express or implied condition of a benefit or privilege of employment. Employers also may not request or require that an employee or applicant for employment give an express or implied waiver of these rules.
The prohibition covers any procedure that involves the use of “instrumentation or a mechanical or electrical device to enable or assist the detection of deception, the verification of truthfulness, or the rendering of a diagnostic opinion, including a lie detector or similar test.”
An employee who acted in good faith may not be discharged, disciplined, or discriminated against in any manner for filing a complaint or testifying in any action involving violations of these laws. An employee discriminated against or discharged may sue the employer for any loss of wages and benefits arising out of the discrimination and to be restored to his or her previous position if discharged or demoted. Employers may also face a fine of up to $250 (IA Code Sec. 730.4).
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Under the federal Employee Polygraph Protection Act of 1988(29 USC 2001et seq.), most private employers are prohibited from requiring employees or prospective employees to submit to lie detector tests. The law defines a "lie detector" as any mechanical or electrical device that is used to render a diagnostic opinion about the honesty or dishonesty of an individual. The definition includes polygraphs, deceptographs, voice stress analyzers, psychological stress ...

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