Iowa Hiring laws & HR compliance analysis

Iowa Hiring: What you need to know

The Iowa Civil Rights Act prohibits employment discrimination based on age, race, creed, color, sex (including pregnancy), sexual orientation, gender identity, national origin, religion, or disability (IA Code Sec. 216.1 et seq.). According to rules issued by the state Civil Rights Commission, any preemployment inquiry that expresses directly or indirectly a limitation, specification, or discrimination as to a protected characteristic is unlawful unless based on a bona fide occupational qualification (BFOQ) necessary for the job in question.
The law covers all employers with four or more employees.
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According to rules issued by the Iowa Civil Rights Commission, an employer may require a physical exam at any point in the application process to determine whether the applicant is physically and mentally capable of performing the job in question and can do so without adverse consequences, such as creating a danger to the life or health of coworkers (IA Admin. Code Sec. 161-8.27(216)). Physical standards should be fair, reasonable, and adapted to the actual requirements of the job.
Genetic testing. A separate law prohibits employers from asking or requiring an applicant or employee to undergo genetic testing and from discriminating based on genetic test results (IA Code Sec. 729.6). The law also prohibits employers from offering a prospective employee pay, benefits, or employment in return for the applicant's agreement to submit to genetic testing. As a general rule, asking applicants about genetic disorders or about test results would violate this law. The law applies to all public and private employers.
Acquired immunodeficiency syndrome (AIDS) testing. Employers are prohibited from requiring applicants or ...

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