Iowa All in One Poster Mandatory

Your Rights Under the Iowa Minimum Wage Law

Know Your Rights:

Hourly Minimum Wage

Workplace Discrimination is Illegal

$7.25

The minimum wage applies to most hourly wage earners employed in Iowa. Most small retail and service establishments
grossing less than $300,000.00 annually are not required to pay the minimum wage.The majority of supervisory and
administrative employees paid a salary are not covered by the law. Employers may pay an initial employment rate of $6.35 for
the first 90 calendar days of employment.
TIP CREDIT – The employer’s share for tipped employees who customarily
and regularly receive more than $30.00 a month in tips must be at least $4.35
an hour.

Enforcement

The Iowa Department of Inspections, Appeals, & Licensing, Wage and Child Labor
Unit may bring action against employers who violate the state’s minimum wage
law. Courts may order payment of back wages. No employer can discriminate against
or discharge an employee for filing a complaint or participating in a proceeding under
the law.

Contact Information
Iowa Department of Inspections,
Appeals, & Licensing
Investigations Division - Wage
and Child Labor Unit
6200 Park Avenue, Suite 100
Des Moines, IA 50321
Phone: 515-631-8901
Fax: 515-242-6507
www.dial.iowa.gov

U.S. Department of Labor Wage
Federal Minimum Wage and Overtime Pay
& Hour Division
210
Walnut Street
Applications of the minimum wage rates under federal law differ from those under Iowa
Law. Iowa employers must comply with the more stringent applicable law. Overtime is
Des Moines, IA 50309
covered by the federal Fair Labor Standards Act. Questions concerning federal law
Phone: 515-284-4625
should be directed to: to the US DOL Wage & Hour Division.
www.dol.gov

The law requires displaying this poster where it can easily be seen by all employees
Equal Opportunity Employer/Program
Auxiliary aids and services are available upon request to individuals with disabilities. For deaf and hard of hearing, use Relay 711

Revised 01.20.21

EMPLOYEE RIGHTS

The U.S. Equal Employment Opportunity Commission (EEOC) enforces Federal laws that protect you from
discrimination in employment. If you believe you’ve been discriminated against at work or in applying for
a job, the EEOC may be able to help.

Who is Protected?
• Employees (current and
former), including managers
and temporary employees
• Job applicants

What Organizations are Covered?
• Union members and
applicants for membership
in a union

Under the EEOC’s laws, an employer may not discriminate against
you, regardless of your immigration status, on the bases of:

All aspects of employment, including:

• Race
disclosure of genetic tests,
genetic services, or family
• Color
medical history)
• Religion
• Retaliation for filing a
• National origin
charge, reasonably
• Sex (including pregnancy,
opposing discrimination,
childbirth, and related medical or participating in a
conditions, sexual orientation,
discrimination lawsuit,
or gender identity)
investigation, or proceeding
• Age (40 and older)
• Interference, coercion, or
• Disability
threats related to exercising
rights regarding disability
• Genetic information
discrimination or pregnancy
(including employer requests
accommodation
for, or purchase, use, or

FEDERAL MINIMUM WAGE

The law requires employers to display this poster where employees can readily see it.

OVERTIME PAY

At least 1½ times the regular rate of pay for all hours worked over 40 in a workweek.

CHILD LABOR

An employee must be at least 16 years old to work in most non-farm jobs and at least 18 to work in non-farm jobs
declared hazardous by the Secretary of Labor. Youths 14 and 15 years old may work outside school hours in
various non-manufacturing, non-mining, non-hazardous jobs with certain work hours restrictions. Different rules
apply in agricultural employment.
Employers of “tipped employees” who meet certain conditions may claim a partial wage credit based on tips
received by their employees. Employers must pay tipped employees a cash wage of at least $2.13 per hour if they
claim a tip credit against their minimum wage obligation. If an employee’s tips combined with the employer’s cash
wage of at least $2.13 per hour do not equal the minimum hourly wage, the employer must make up the difference.

PUMP AT WORK



ENFORCEMENT

ADDITIONAL
INFORMATION

The FLSA requires employers to provide reasonable break time for a nursing employee to express breast milk for
their nursing child for one year after the child’s birth each time the employee needs to express breast milk.
Employers must provide a place, other than a bathroom, that is shielded from view and free from intrusion from
coworkers and the public, which may be used by the employee to express breast milk.

The Department has authority to recover back wages and an equal amount in liquidated damages in instances of
minimum wage, overtime, and other violations. The Department may litigate and/or recommend criminal
prosecution. Employers may be assessed civil money penalties for each willful or repeated violation of the minimum
wage or overtime pay provisions of the law. Civil money penalties may also be assessed for violations of the FLSA’s
child labor provisions. Heightened civil money penalties may be assessed for each child labor violation that results
in the death or serious injury of any minor employee, and such assessments may be doubled when the violations
are determined to be willful or repeated. The law also prohibits retaliating against or discharging workers who file a
complaint or participate in any proceeding under the FLSA.
• Certain occupations and establishments are exempt from the minimum wage, and/or overtime pay provisions.
Certain narrow exemptions also apply to the pump at work requirements.
• Special provisions apply to workers in American Samoa, the Commonwealth of the Northern Mariana Islands,
and the Commonwealth of Puerto Rico.
• Some state laws provide greater employee protections; employers must comply with both.
• Some employers incorrectly classify workers as “independent contractors” when they are actually employees
under the FLSA. It is important to know the difference between the two because employees (unless exempt)
are entitled to the FLSA’s minimum wage and overtime pay protections and correctly classified independent
contractors are not.
• Certain full-time students, student learners, apprentices, and workers with disabilities may be paid less than
the minimum wage under special certificates issued by the Department of Labor.

WAGE AND HOUR DIVISION
UNITED STATES DEPARTMENT OF LABOR

1-866-487-9243
www.dol.gov/agencies/whd

WH1088

REV 04/23

YOUR RIGHTS UNDER USERRA

THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT
USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service
or certain types of service in the National Disaster Medical System. USERRA also prohibits employers from discriminating against
past and present members of the uniformed services, and applicants to the uniformed services.

REEMPLOYMENT RIGHTS

HEALTH INSURANCE PROTECTION

You have the right to be reemployed in your civilian job if you leave
that job to perform service in the uniformed service and:

✩ If you leave your job to perform military service, you have the right to
elect to continue your existing employer-based health plan coverage
for you and your dependents for up to 24 months while in the
military.

✩ you ensure that your employer receives advance written or verbal
notice of your service;
✩ you have five years or less of cumulative service in the uniformed
services while with that particular employer;
✩ you return to work or apply for reemployment in a timely manner
after conclusion of service; and
✩ you have not been separated from service with a disqualifying
discharge or under other than honorable conditions.
If you are eligible to be reemployed, you must be restored to the job
and benefits you would have attained if you had not been absent due
to military service or, in some cases, a comparable job.

RIGHT TO BE FREE FROM DISCRIMINATION AND
RETALIATION
If you:
✩ are a past or present member of the uniformed service;
✩ have applied for membership in the uniformed service; or
✩ are obligated to serve in the uniformed service;
then an employer may not deny you:
✩
✩
✩
✩

initial employment;
reemployment;
retention in employment;
promotion; or

because of this status.

✩ Even if you don’t elect to continue coverage during your military
service, you have the right to be reinstated in your employer’s health
plan when you are reemployed, generally without any waiting
periods or exclusions (e.g., pre-existing condition exclusions) except
for service-connected illnesses or injuries.

Submit an inquiry through the EEOC’s public portal:
https://publicportal.eeoc.gov/Portal/Login.aspx

Visit

Call

E-Mail [email protected]

1–800–669–4000 (toll free)
1–800–669–6820 (TTY)
1–844–234–5122 (ASL video phone)

Am I eligible to take
FMLA leave?
• You work for a covered employer,

The Department of Labor’s Office of Federal Contract
Compliance Programs (OFCCP) enforces the nondiscrimination
and affirmative action commitments of companies doing business
with the Federal Government. If you are applying for a job with,
or are an employee of, a company with a Federal contract or
subcontract, you are protected under Federal law from
discrimination on the following bases:

• You have at least 1,250 hours of service for your employer during
the 12 months before your leave, and

Race, Color, Religion, Sex, Sexual Orientation,
Gender Identity, National Origin
Executive Order 11246, as amended, prohibits employment
discrimination by Federal contractors based on race, color,
religion, sex, sexual orientation, gender identity, or national
origin, and requires affirmative action to ensure equality of
opportunity in all aspects of employment.

Asking About, Disclosing, or Discussing Pay
Executive Order 11246, as amended, protects applicants and
employees of Federal contractors from discrimination based on
inquiring about, disclosing, or discussing their compensation or
the compensation of other applicants or employees.

Disability
Section 503 of the Rehabilitation Act of 1973, as amended,
protects qualified individuals with disabilities from discrimination
in hiring, promotion, discharge, pay, fringe benefits, job
training, classification, referral, and other aspects of employment
by Federal contractors. Disability discrimination includes not
making reasonable accommodation to the known physical or
mental limitations of an otherwise qualified individual with a
disability who is an applicant or employee, barring undue
hardship to the employer. Section 503 also requires that
Federal contractors take affirmative action to employ and
advance in employment qualified individuals with disabilities
at all levels of employment, including the executive level.

• You work for an elementary or public or private secondary school,
or

Protected Veteran Status
The Vietnam Era Veterans’ Readjustment Assistance Act of 1974,
as amended, 38 U.S.C. 4212, prohibits employment discrimination
against, and requires affirmative action to recruit, employ, and
advance in employment, disabled veterans, recently separated
veterans (i.e., within three years of discharge or release from
active duty), active duty wartime or campaign badge veterans,
or Armed Forces service medal veterans.

Retaliation

Your employer may request certification from a health care
provider to verify medical leave and may request certification of
a qualifying exigency.
The FMLA does not affect any federal or state law prohibiting
discrimination or supersede any state or local law or collective
bargaining agreement that provides greater family or medical
leave rights.
State employees may be subject to certain limitations in pursuit
of direct lawsuits regarding leave for their own serious health
conditions. Most federal and certain congressional employees
are also covered by the law but are subject to the jurisdiction of
the U.S. Office of Personnel Management or Congress.

What does my
employer need to do?
If you are eligible for FMLA leave, your employer must:
• Allow you to take job-protected time off work for a
qualifying reason,
• Continue your group health plan coverage while you are on
leave on the same basis as if you had not taken leave, and
• Allow you to return to the same job, or a virtually identical
job with the same pay, benefits and other working
conditions, including shift and location, at the end of your
leave.

• You work for a public agency, such as a local, state or federal
government agency. Most federal employees are covered by
Title II of the FMLA, administered by the Office of Personnel
Management.

After becoming aware that your need for leave is for a reason
that may qualify under the FMLA, your employer must confirm
whether you are eligible or not eligible for FMLA leave. If your
employer determines that you are eligible, your employer must
notify you in writing:
• About your FMLA rights and responsibilities, and
• How much of your requested leave, if any, will be FMLAprotected leave.

Where can I find more
information?
Call 1-866-487-9243 or visit dol.gov/fmla to learn more.
If you believe your rights under the FMLA have been violated,
you may file a complaint with WHD or file a private lawsuit
against your employer in court. Scan the QR code to learn about
our WHD complaint process.

How do I request
FMLA leave?

scan me

Generally, to request FMLA leave you must:
• Follow your employer’s normal policies for requesting leave,

Retaliation is prohibited against a person who files a complaint
of discrimination, participates in an OFCCP proceeding, or
otherwise opposes discrimination by Federal contractors
under these Federal laws.

• Give notice at least 30 days before your need for FMLA leave, or
• If advance notice is not possible, give notice as soon as possible.

Job Safety and Health

The Office of Federal Contract Compliance Programs (OFCCP)
U.S. Department of Labor
200 Constitution Avenue, N.W.
Washington, D.C. 20210
1–800–397–6251 (toll-free)
If you are deaf, hard of hearing, or have a speech disability, please dial
7–1–1 to access telecommunications relay services. OFCCP may also
be contacted by submitting a question online to OFCCP’s Help Desk
at https://ofccphelpdesk.dol.gov/s/, or by calling an OFCCP regional
or district office, listed in most telephone directories under U.S.
Government, Department of Labor and on OFCCP’s “Contact Us”
webpage at https://www.dol.gov/agencies/ofccp/contact.

WAGE AND HOUR DIVISION
UNITED STATES DEPARTMENT OF LABOR

WH1420 REV 04/23

Any person who believes a contractor has violated its
nondiscrimination or affirmative action obligations under
OFCCP’s authorities should contact immediately:

IT’S THE LAW!
EMPLOYEES:
•

You	have	the	right	to	notify	your	employer	or	Iowa OSHA	about	workplace	hazards.	You	may	ask	Iowa OSHA	to	keep	your
name	confidential.

•

You	have	the	right	to	request	an	OSHA	inspection	if you	believe	that	there	are	unsafe	and	unhealthful conditions	in	your
workplace.	You	or	your representative	may	participate	in	that	inspection.

•

You	can	file	a	complaint	with	OSHA	within	30	days of	retaliation	or	discrimination	by	your	employer for	making	safety and
health	complaints	or	for exercising	your	rights	under	the	OSH	Act.

•

PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE

You	have	a	right	to	see	OSHA	citations	issued	to	your employer.	Your	employer	must	post	the	citations	at or	near	the place	of
the	alleged	violation	for	at	least 3	working	days.

•

Race, Color, National Origin, Sex

Individuals with Disabilities

Your	employer	must	correct	workplace	hazards by the	date	indicated on	the	citation	and	must	certify that	these	hazards have
been	reduced or	eliminated.

In addition to the protections of Title VII of the Civil Rights Act
of 1964, as amended, Title VI of the Civil Rights Act of 1964, as
amended, prohibits discrimination on the basis of race, color
or national origin in programs or activities receiving Federal
financial assistance. Employment discrimination is covered by
Title VI if the primary objective of the financial assistance is
provision of employment, or where employment discrimination
causes or may cause discrimination in providing services under
such programs. Title IX of the Education Amendments of 1972
prohibits employment discrimination on the basis of sex in
educational programs or activities which receive Federal
financial assistance.

•

Section 504 of the Rehabilitation Act of 1973, as amended,
prohibits employment discrimination on the basis of disability
in any program or activity which receives Federal financial assistance.
Discrimination is prohibited in all aspects of employment against
persons with disabilities who, with or without reasonable
accommodation, can perform the essential functions of the job.

You	have	the	right	to	copies	of	your	medical	records or	records	of	your	exposure	to	toxic	and	harmful substances	or
conditions.

•

Your employer must post this notice in your workplace.

•

You	must	comply	with	all	occupational	safety	and health	standards	issued	under	the	OSH Act that apply	to	your	own actions
and	conduct	on	the	job.

If you believe you have been discriminated against in a program
of any institution which receives Federal financial assistance,
you should immediately contact the Federal agency providing
such assistance.

(Revised 6/27/2023)

EMPLOYERS:
•

You	must	furnish	your	employees	a	place	of
employment	free	from	recognized	hazards.

•

You	must	comply	with	the	occupational	safety	and
health	standards	issued	under	the	OSH Act.

•

Iowa	OSHA	Consultation	can	help	you	identify	and
correct	hazards	without	citation	or	penalty.

To report a workplace fatality, hospitalization,
amputation or the loss of an eye,
visit www.iowaosha.gov or call 877-242-6742.

✩ For assistance in filing a complaint, or for any other information on
USERRA, contact VETS at 1-866-4-USA-DOL or visit its website at
https://www.dol.gov/agencies/vets/. An interactive online USERRA
Advisor can be viewed at https://webapps.dol.gov/elaws/vets/userra

For assistance and information contact:
Iowa Division of Labor Services
6200 Park Avenue
Des Moines, IA 50321
Phone: 515-242-5870
www.iowaosha.gov

✩ If you file a complaint with VETS and VETS is unable to resolve it,
you may request that your case be referred to the Department of
Justice or the Office of Special Counsel, as applicable, for
representation.

Complaints About the Iowa OSHA Program
You may file a complaint about the Iowa Division of Labor’s
operations or administration of the OSH Act by contacting:

Equal Employment Opportunity
the
OSHAis
Regional
OfficeLaw

In addition, an employer may not retaliate against anyone assisting in the
enforcement of USERRA rights, including testifying or making a statement
in connection with a proceeding under USERRA, even if that person has
no service connection.

2300 Main Street, Suite 1010
Kansas City, MO 64108-2447
816-283-8745

Iowa Civil Rights Act

70-8025 (01.23)

January 2012

WHAT DOES EQUAL EMPLOYMENT OPPORTUNITY MEAN?
It guarantees the right of all persons to apply and be considered for job opportunities on the basis of the person’s ability to do
the job. While employed, you should not be treated unfairly because of any of the protected characteristics.
WHAT DOES THE LAW COVER?
Chapter 216 of the Code of Iowa, as amended (The Iowa Civil Rights Act), prohibits discrimination in employment because of a
person’s: race, age (18 and older), creed, national origin, color, gender identity, sex, sexual orientation, pregnancy, disability,
religion.
TO WHOM DOES THE LAW APPLY?

1-800-336-4590

Office of Special Counsel

• You have worked for your employer at least 12 months,

EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTS

You do not have to share a medical diagnosis but must provide
enough information to your employer so they can determine
whether the leave qualifies for FMLA protection. You must also
inform your employer if FMLA leave was previously taken or
approved for the same reason when requesting additional leave.

Your employer cannot interfere with your FMLA rights or
threaten or punish you for exercising your rights under the law.
For example, your employer cannot retaliate against you for
requesting FMLA leave or cooperating with a WHD investigation.

• You work for a private employer that had at least 50 employees
during at least 20 workweeks in the current or previous calendar
year,

✩ The U.S. Department of Labor, Veterans Employment and Training
Service (VETS) is authorized to investigate and resolve complaints of
USERRA violations.

• Persons who apply for employment with, or employees of, private employers, state and local governments, and public
and private educational institutions with four or more employees.
• Employment agencies, labor unions, contractors, and sub-contractors, and apprenticeship programs.
WHAT OTHER RESOURCES ARE AVAILABLE TO HELP WITH A DISCRIMINATION PROBLEM?
You may also contact the local human rights, civil rights or human relations agency in your area, or the U.S. Equal Employment
Opportunity Commission (EEOC), a federal agency. The EEOC District Office is located at: 310 West Wisconsin Ave., Suite 800,
Milwaukee, WI 53203-2292, 414-297-1111.

EMPLOYEE POLYGRAPH PROTECTION ACT

EEOC enforces Title VII of the Civil Rights Act of 1964, which prohibits discrimination on the basis of race, color, religion, sex or
national origin; the Age Discrimination in Employment Act (ADEA) which protects persons age 40 or older; and the Americans with
Disabilities Act (ADA).

The Employee Polygraph Protection Act prohibits most private employers from using
lie detector tests for pre-employment screening or during the course of employment.

WHAT ACTION WILL AN AGENCY TAKE?
The agency’s professional staff will provide you with information on your rights and will assist you in taking the necessary steps to
get your complaint legally filed. The staff will then take appropriate action in handling the complaint. There is no charge to file a
complaint.

Employers are generally prohibited from requiring or requesting any employee or job applicant to take a
lie detector test, and from discharging, disciplining, or discriminating against an employee or prospective
employee for refusing to take a test or for exercising other rights under the Act.

WHAT SHOULD I DO IF I BELIEVE I HAVE BEEN DISCRIMINATED AGAINST?
You should immediately contact: Iowa Civil Rights Commission, 400 E. 14th Street, Grimes Building, Des Moines, IA 50319,
515-281-4121, 800-457-4416, Fax 515-242-5840. https://icrc.iowa.gov

Federal, State and local governments are not affected by the law. Also, the law does not apply to tests
given by the Federal Government to certain private individuals engaged in national security-related
activities.

You may contact the Commission by telephone or mail for information or assistance in filing a complaint. The Commission’s
office hours are 8:00 a.m. to 4:30 p.m., Monday through Friday. You may leave a message at 515-281-4121 after hours for a
return call. Your complaint must be filed within 300 days of the discriminatory act.

The Act permits polygraph (a kind of lie detector) tests to be administered in the private sector, subject
to restrictions, to certain prospective employees of security service firms (armored car, alarm, and
guard), and of pharmaceutical manufacturers, distributors and dispensers.

“Our liberties we prize and our right we will maintain.”

Unemployment Insurance

The Act also permits polygraph testing, subject to restrictions, of certain employees of private firms who
are reasonably suspected of involvement in a workplace incident (theft, embezzlement, etc.) that
resulted in economic loss to the employer.
The law does not preempt any provision of any State or local law or any collective bargaining
agreement which is more restrictive with respect to lie detector tests.

EXAMINEE
RIGHTS

Where polygraph tests are permitted, they are subject to numerous strict standards concerning the
conduct and length of the test. Examinees have a number of specific rights, including the right to a
written notice before testing, the right to refuse or discontinue a test, and the right not to have test
results disclosed to unauthorized persons.

ENFORCEMENT

The Secretary of Labor may bring court actions to restrain violations and assess civil penalties against
violators. Employees or job applicants may also bring their own court actions.

1-866-487-9243
www.dol.gov/agencies/whd

Unemployment insurance benefits are made possible by taxes paid by this employer. No deductions are made
from your paycheck for unemployment insurance. As soon as you become unemployed, you may file a new
unemployment insurance claim using one of the following methods:
1. Go online to workforce.iowa.gov, for information on when and how to file.
2. Connect with the nearest IowaWORKS Center (either in-person, over the phone, or virtually)
Delay in filing an unemployment insurance claim can result in the loss of all or part of the benefits you may be
entitled to receive. For complete information about your unemployment insurance rights and responsibilities,
review the Unemployment Handbook at workforce.iowa.gov/handbook.

www.workforce.iowa.gov
WH1462 REV 02/22

October 2023

If you become unemployed, you may be eligible for unemployment insurance benefits. If you are still employed
but working fewer hours than your regular full-time work week and are earning less than your regular full-time
wages, you may be entitled to partial benefits.

THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER
WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.
WAGE AND HOUR DIVISION
UNITED STATES DEPARTMENT OF LABOR

FMLA leave is not paid leave, but you may choose, or be required by
your employer, to use any employer-provided paid leave if your
employer’s paid leave policy covers the reason for which you need
FMLA leave.

You work for a covered employer if one of the following applies:

EMPLOYEE RIGHTS

EXEMPTIONS

You have the right to use FMLA leave in one block of time. When it is
medically necessary or otherwise permitted, you may take FMLA
leave intermittently in separate blocks of time, or on a reduced
schedule by working less hours each day or week. Read Fact Sheet
#28M(c) for more information.

Airline flight crew employees have different “hours of service”
requirements.

Additional information about the EEOC,
including information about filing a charge of
discrimination, is available at www.eeoc.gov.

Publication Date — May 2022

PROHIBITIONS

An eligible employee who is the spouse, child, parent or next of kin
of a covered servicemember with a serious injury or illness may take
up to 26 workweeks of FMLA leave in a single 12-month period to
care for the servicemember.

• Your employer has at least 50 employees within 75 miles
of your work location.

ENFORCEMENT

U.S. Department of Justice

• Certain qualifying reasons related to the foreign deployment of
your spouse, child or parent who is a military servicemember.

an EEOC field office (information at
www.eeoc.gov/field-office)

The rights listed here may vary depending on the circumstances. The text of this notice was prepared by VETS, and may be viewed on the internet at this
address: https://www.dol.gov/agencies/vets/programs/userra/poster Federal law requires employers to notify employees of their rights under USERRA, and
employers may meet this requirement by displaying the text of this notice where they customarily place notices for employees.

U.S. Department of Labor
1-866-487-2365

• To care for your spouse, child or parent with a serious mental or
physical health condition, and

You are an eligible employee if all of the following apply:

✩ You may also bypass the VETS process and bring a civil action
against an employer for violations of USERRA.

✩ any benefit of employment

• Your serious mental or physical health condition that makes you
unable to work,

Contact the EEOC promptly if you suspect discrimination. Do not delay, because there are strict time limits for filing a charge of
discrimination (180 or 300 days, depending on where you live/work). You can reach the EEOC in any of the following ways:

BEGINNING JULY 24, 2009

TIP CREDIT

• Obtaining or disclosing
genetic information of
employees
• Requesting or disclosing medical
information of employees
• Conduct that might reasonably
discourage someone from
opposing discrimination, filing
a charge, or participating in an
investigation or proceeding
• Conduct that coerces,
intimidates, threatens, or
interferes with someone
exercising their rights, or
someone assisting or
encouraging someone else
to exercise rights, regarding
disability discrimination
(including accommodation)
or pregnancy accommodation

What can You Do if You Believe Discrimination has Occurred?

PER HOUR

The Family and Medical Leave Act (FMLA) is a federal law that
provides eligible employees with job-protected leave for qualifying
family and medical reasons. The U.S. Department of Labor’s Wage
and Hour Division (WHD) enforces the FMLA for most employees.

• The birth, adoption or foster placement of a child with you,

What Employment Practices can be Challenged
as Discriminatory?
• Discharge, firing, or lay-off
• Harassment (including
unwelcome verbal or
physical conduct)
• Hiring or promotion
• Assignment
• Pay (unequal wages or
compensation)
• Failure to provide
reasonable accommodation
for a disability; pregnancy,
childbirth, or related medical
condition; or a sincerely-held
religious belief, observance
or practice
• Benefits
• Job training
• Classification
• Referral

What is FMLA leave?
Eligible employees can take up to 12 workweeks of FMLA leave
in a 12-month period for:

What Types of Employment Discrimination
are Illegal?

UNDER THE FAIR LABOR STANDARDS ACT

$7.25

• Most private employers
• State and local governments
(as employers)

Your Employee Rights Under the
Family and Medical Leave Act

www.IowaWORKS.gov

To register for work and learn more about available work in your area, go to iowaworks.gov.
or visit your nearest IowaWORKS Center. To locate the center nearest you, call 866-239-0843 or visit
workforce.iowa.gov/iowaworks.

70-9630 (10/23)