(Employers' Council of Iowa)
Employer’s Council of Iowa is a group of employers who work in partnership with
Iowa Workforce Development to meet the workforce needs of employers. It provides
an employer perspective in advising IWD and other policy makers on the full
range of workforce issues and topics of concern to employers.
The mission of the
Employers' Council of Iowa is to support the efforts of local employers to:
Iowa Workforce Development, legislators, and other officials concerning its
products, services, and policies that affect employers; and
opportunities for employers to exchange information and develop education
programs for employers.
We link employers of small
to medium sized businesses in Iowa to resources and education to meet their
human resource needs. Working in conjunction with Iowa Workforce Development, we
conduct seminars and webinars on important topics such as employment laws,
employee benefits, human resource compliance, hiring techniques, unemployment
claims, immigration laws, and many more. And it costs you nothing!
for our free online newsletter and we will keep you current with information and
events hosted by ECI.
To find out more about the ECI, view our
Council Member List (.pdf).
Note: PDF documents used on
this site must be viewed and printed with the Adobe Acrobat Reader
Plug-in. This Plug-in is available for download at no cost to the user.
Users must have this Plug-in downloaded and installed on their
computer to access these forms and documents.
the Adobe Acrobat Reader Free!
You can also contact:
430 East Grand Avenue
Des Moines, Iowa 50309
Phone: (515) 281-9615
Fax: (515) 281-9640
of the Month
August 2014 -
Employment and Reemployment Rights Act of 1994 (USERRA)
Services Employment and Reemployment Rights Act of 1994 or (USERRA) was signed
into law on 10/13/1994 to protect the civilian employment of non-full-time
military services member in the United States who are called to active duty.
This law applies to all U.S uniformed services and their respective reserve
components. Essentially, USERRA reaffirms the Veteran’s Re-Employment
Rights Statutes by protecting civilian job rights/benefits for veterans, members
of reserve components, and even individuals achieved by the President of the U.S
to provide Federal Response for National Emergencies. USERRA establishes
the cumulative length of time that an individual may be absent from work for
military duty and retain reemployment rights to five years. The exceptions to
the five-year limit include initial enlistments lasting more than five years,
periodic United States National Guard and reserve training duty, and involuntary
active duty extensions and recalls, especially during a time of national
emergency. USERRA clearly establishes that reemployment protection does not
depend on the timing, frequency, duration, or nature of an individual's service
as long as the basic eligibility criteria are met. The USERRA also
protects a member of the armed services from employment discrimination relating
to one's military service. Under USERRA an employee must show that his or her
military service was a "substantial” or “motivating factor” in the employer’s
adverse employment action, like firing or demotion. Since employers rarely tell
reservist/employees that they are being fired because of their military service,
the USERRA allows a party to establish discrimination by, among other things,
examining the proximity in time between the adverse act (like firing) and the
military service event (like an employee informing an employer of the employee's
military obligation), whether the employer followed its internal policies, and
whether the military employee was treated differently than other non-military
USERRA applies to
all employers in the United States. This includes Federal, State, Local, Private
and even Foreign Companies operating within the United States and its
territories. USERRA also applies to all United States employers operating in
foreign countries. Returning service-members are to be reemployed in the job
that they would have attained had they not been absent for military service,
this is known as the "escalator principle. With the same seniority, status
and pay, as well as other rights and benefits determined by seniority. USERRA
also mandates that reasonable efforts (such as training or retraining) be made
to enable returning service members to refresh or upgrade their skills to help
them qualify for reemployment. The law clearly provides for alternative
reemployment positions if the service member cannot qualify for the "escalator"
position. USERRA also provides that while an individual is performing military
service, he or she is deemed to be on a furlough or leave of absence and is
entitled to the non-seniority rights and benefits accorded other individuals on
comparable types of non-military leaves of absence. Health and pension
plan coverage for service members is provided for by USERRA. Individuals
performing military duty of more than 30 days may elect to continue employer
sponsored health care for up to 24 months; however, they may be required to pay
up to 102 percent of the full premium. For military service of less than 31
days, health care coverage is provided as if the service member had remained
employed. USERRA clarifies pension plan coverage by making explicit that all
pension plans are protected.
USERRA also requires
that service members provide advance written or verbal notice to their employers
for all military duty unless giving notice is impossible, unreasonable, or
precluded by military necessity. An employee should provide notice as far in
advance as is reasonable under the circumstances. Additionally, service members
are able (but are not required) to use accrued vacation or annual leave while
performing military duty.
information on USERRA, please contact
Program Support Technician
DoD Contractor IIF Data
Office: (515) 334-2757
Cellular: (515) 490-4406
July 2014 - Resource Portal for Iowa Businesses
Welcome to IowaWorks!
Iowa Workforce Development's one-stop resource for Iowa businesses to find
workforce information and solutions.
Businesses can use this site to:
- List your jobs online at no cost;
- Find the average wage paid for Iowa occupations;
- Print posters required for Iowa workplaces;
- Assistance to businesses employing individuals with
- Learn about regulatory information;
- Get information for employers and service members
activated and deployed;
- Tell us what you think about Iowa Workforce
Development by taking our Business and Employer Customer Satisfaction
- View stock market results;
- Find IWD job fairs in Iowa;
- My Iowa UI - Iowa employers can electronically file
their quarterly reports and pay Unemployment Insurance contributions due
- Information About Registered Apprenticeship
Opportunities in Iowa;
- Iowa Worker Misclassification;
- Learn more information about our services for
Dislocated Workers including Rapid Response, Trade Adjustment Assistance,
and how to file a WARN notice in case of a plant closing or mass layoff;
- And more!
Iowa Workforce Development works to continually improve our products and
services. Is there a resource you would like to see or can't find on IowaWorks?
We welcome your comments or suggestions in making IowaWorks a better site for
serving Iowa's businesses.
http://www.iowaworks.org/index.html for more information.
May 2014 - Tips for Employers on
UI Fact-Finding Hearings and Appeals
As a disclaimer, the following information in regards to tips
for employers on UI Fact-Find Hearing and Appeals is just legal information,
it’s not legal advice.
The general rule in Iowa is that an individual is disqualified
for unemployment insurance benefits if discharged for misconduct in connection
with the individual’s employment. Misconduct is found in deliberate acts
or omissions that constitute a material breach of the workers duty to the
employer or in repeated acts of carelessness or negligence. Poor
performance due to inability and good faith mistakes are not considered
employer has the burden of proof to establish misconduct. In order to
justify disqualification, the evidence must establish that the final incident
leading to the decision to discharge was a “current act” of misconduct.
Information acquired after the discharge will not be considered, because as a
general rule, it could not have been the basis for the decision to discharge.
Claimants who voluntarily leave
employment without good cause attributable to the employer are
disqualified for benefits. Claimants have the burden of proof in cases
involving quits. In general, a voluntary quit requires evidence of an
intention to sever the employment relationship (e.g. letter of resignation,
Irrelevant, immaterial or unduly repetitious evidence “should”
be excluded. There is no residuum rule. All evidence may be
hearsay. Even though admissible, hearsay is often NOT the best evidence
(if possible witnesses that have first-hand information should participate in
the hearings). In evaluating hearsay, the administrative law judge will
conduct a common sense evaluation of:
- the nature of the hearsay,
- the availability of better evidence,
the cost of acquiring better evidence,
the need for precision, and
the administrative policy to be fulfilled.
Iowa Code 96.6(2) allows ten
days for filing an initial protests and appeals from
first level fact finding determinations.
The Code of Iowa gives an automatic extension until the next
regular business day if the last day for filing an appeal fall on a Saturday,
Sunday, or other legal holiday.
The time limits do not apply if the
party does not receive the Notice of Claim or fact-finding decision in time to
file a timely protest or appeal (the question becomes whether the party filed
within a reasonable amount of time after learning of the Notice of Claim or fact
finding decision). If filed by mail, an appeal
must be postmarked by the final day. If filed by any other means besides mail,
the agency must receive it by the end of the final day.
The statute gives 30 days to appeal
the Employer’s Statement of Charges or, in the case of a reimbursable employer,
a billing statement (this applies if the employer did not receive a Notice of
As noted previously as a disclaimer, all of the following
information in regards to tips for employers on UI Fact-Find Hearing and Appeals
is just legal information, it’s not legal advice.
April 2014 - Iowa Occupational Safety & Health
Occupational Safety and Health Administration (OSHA) is an agency of the
United States Department of Labor.
Congress established the agency under the
Occupational Safety and Health Act,
Richard M. Nixon
signed into law on December 29, 1970. OSHA's mission is to "assure safe and
healthful working conditions for working men and women by setting and enforcing
standards and by providing training, outreach, education and assistance".
The agency is also charged with enforcing a variety of
statutes and regulations.
responsible for enforcing its standards on regulated entities. The agency sends
Compliance Safety and Health Officers to work sites, where they carry out
inspections and assess fines for regulatory violations. Inspections are planned
for work sites in particularly hazardous industries. Inspections can also result
in response to workplace incidents, worker complaints or referrals by other
OSHA covers approximately 7 million workplaces
Certain workplaces are exempted from OSHA inspections because they fall outside
of the scope of the Occupational Safety and Health Act, are regulated by other
agencies, or are exempted through Department of Labor appropriations bills.
Exempted workers include:
and quarry workers (regulated by the
Mine Safety and Health
contractors and other self-employed individuals
Public sector employees (covered only in jurisdictions
with state plans; the
United States Postal Service
is covered under the Postal Employees Safety Enhancement Act)
workers (workers whose workplace is a household)
Flight crews (covered by the
employing only family members and farms employing fewer than 10 employees
with no migrant labor housing
workplaces participating in OSHA's Voluntary Protection Programs are exempted
from programmatic inspections, though they can still be subject to accident-,
complaint-, or referral-initiated inspections.
In addition to enforcing regulations issued under the Occupational Safety and
Health Act, OSHA is also responsible for enforcing
whistleblower provisions of 21
statutes. Over the years, Congress has designated OSHA as responsible for
enforcing these laws, regardless of their relationship to occupational safety
and health matters. Most recently, Congress designated OSHA as the agency
responsible for enforcing the whistleblower provisions of the
Dodd-Frank Wall Street Reform and Consumer
questions or concerns about Iowa OSHA workplace
safety regulation and enforcement
feel free to
contact IWD OSHA Department at
242-5870. Also, OSHA complaints can be faxed over to Iowa OSHA Department
at 515-281-7995. A hyperlink of the Iowa OSHA Safety Complaint Form is
Is Your Small Business Exempt from OSHA?
The Occupational Safety and Health Act covers most businesses that have
employees. It has specific rules and regulations but it also specifies a number
of industries that are exempt from the OSH Act.
Not everyone has to follow OSH Act regulations and many
small businesses are exempt from the requirements.
Most OSH Act requirements are designed to keep employees safe and it's a not a
bad idea to consider if they can help you, both for your employee's sake and
yours. Keeping employees safe keeps down costs by preventing injuries but not
all the OSH Act rules are helpful to small businesses.
So if you're a small business, how do you know if you're exempt from OSHA?
things first, if you're unsure about your status under the OSH Act, it's a good
idea to talk it over with an attorney. That way you won't be surprised down the
road about what rules apply to you.
Businesses with 10 employees or fewer are exempt from
OSH Act's injury and incident reporting as well as programmed inspections by
Occupational Safety and Health Administration employees.
Other small businesses with more than 10 employees may also be exempt from the
programmed inspections. This applies to certain "low-hazard industries"
identified by OSHA.
Certain employers are expressly not covered by the OSH Act meaning none of the
rules apply to these businesses. That includes self-employed people, farms that
employ only immediate family members, and people who employ others for domestic
services such as cleaning and child care.
Churches and religious church activities, states, and
businesses that are governed by federal agencies are also not bound by OSH Act
The categories look neat when stated by the government,
but in reality it can be difficult to figure out where a complex and evolving
business falls under OSH Act regulations.
If you are still unsure about whether your business falls within an exempt
category, ask a legal expert.
exempt from the OSH Act can mean greater flexibility for a small business with
few employers. Knowing your status can help you avoid penalties while taking
advantage of the benefits of being a small business owner.
- The Benefits of the Employer Indexing Exchange & IowaWorks Job Bank to Job
Seekers and Employers
Employer Indexing Exchange
The Employer Indexing Exchange (NLX) is a resource
provided at no-cost to employers in partnership with the National
Association of State Workforce Agencies (NASWA) and participating local
agencies including Iowa Workforce Development.
Stop Posting Jobs Manually:
Most employer career sites qualify to have their jobs posted to their
local State Job Banks and the National Labor Exchanges at no charge
Your jobs will be posted in Iowa’s state job bank,
U.S. Jobs and many other sites connected within the state and national
Your posted jobs are set up to send the Job Seeker
back to your corporate site, to apply through the process you have
Valuable benefits to employers include the following:
It’s no longer necessary to manually post job
Nightly job site indexing keeps your job listings
System provides a valuable time saving benefit for
To request index membership for your business, please
visit the following website to learn more about this service:
IowaWORKS Job Bank
The IowaWORKS Job Bank is a workforce
website where employers can post job vacancies, and applicants can view
and apply for the posted jobs
Applicants can search out jobs for which they are
qualified, using filters to make searches faster and more efficient
The IowaWORKS Job Bank is a free service
Employers can create, manage and maintain their own
Employers can review applicant resumes that would
not normally be available to them.
If the employer prefers, they can complete a job
order form and email or fax it to their local Iowa Workforce Center
Office. The local office will then post the position online.
However, this approach eliminates the employer’s ability to review
applicant resumes. Instead, a file search will be conducted by job
bank personnel and notices are sent to qualified candidates who are
members of our job bank.
For more information regarding Central Iowa Works Job
Bank, please contact:
Iowa Jobs Bank Coordinator
Des Moines IowaWORKS of Central Iowa
430 E. Grand Avenue
Des Moines, IA 50309
February 2014 - The National Career Readiness
The National Career Readiness Certificate uses three
foundational skill assessments to verify to employers that an individual has
essential employability skills.
National Career Readiness Certificate (NCRC) certifies workers as having key
work-ready skills and is a tool for businesses in Iowa to hire the best
while saving money and boosting productivity.
Demonstrating higher job skills means you have access to higher-paying jobs.
Employers are willing to pay higher salaries for higher skill levels.
According to ACT research, higher certificate levels lead to higher pay.
Wanted: Applicants with Certified Workplace Skills
Employers across the country report that they are often overwhelmed by
stacks of applications for only a handful of open positions. Sifting through
these applications is time-consuming and inefficient. Employers need a way
to quickly pinpoint individuals with essential, verifiable workplace skills.
That’s why they’re asking applicants to earn a National Career Readiness
can reduce hiring time and costs, training and turnover time.
The National Career Readiness Certificate is composed of three WorkKeys®
assessments that measure skills critical to on-the job success.
Applied Mathematics (AM)
measures the skills people use when applying mathematical reasoning,
critical thinking, and problem-solving techniques to work-related
Locating Information (LI)
- measures the skills people use when working with workplace graphics.
This includes; charts, graphs, tables, forms, flowcharts, diagrams,
floor plans, maps, and instrument gauges.
Reading for Information (RFI)
- measures the skills people use when they read and use written text in
memos, letters, directions, signs, notices, bulletins, policies, and
Listed here is a link that will show
NCRC Tests are administered in the Des Moines Metro Area and will
also provide instructions on how to schedule an appointment at the NCRC
January 2014 - Federal Bonding
What is Federal Bonding?
Federal Bonding is a program that
covers any person whose background usually leads employers to question their
honesty and deny them a job.
A Fidelity Bond is issued between
the employer and Department of Labor (DOL) that protects the employer
against theft, property damage etc.
What does Federal Bonding Program
Federal Bonding is beneficial to
both the employer and job seeker. The program gives employers peace of
mind they are covered in the event of any loss of money or property due to
employee dishonesty. At the same time it also provides applicants with
a greater variety of jobs with the potential of higher wages.
This provides an incentive for
employers to hire those with a risk factor. Thus, eliminates bonding
as a barrier to employment.
Which Job Applicants could benefit
from the Federal Bonding Program?
Ex-offender with a record of
arrest, conviction or imprisonment, on parole, probation or has a police
Recovering substance abusers,
Those with poor credit record
or declared bankruptcy,
Anyone dishonorably discharged
Persons who lack work history and are from low
What specific amounts & types of
coverage does the Federal Bonding Program offer?
The monetary coverage that a
Federal Bond offers is typically $5000 with coverage period of 6 months.
The type of bond offer in the Federal Bonding program is a Fidelity Bond.
There is no deductible to the employer filing a claim. In certain
cases, larger Federal Bond amounts can be considered. Once the start
date of employment has been set, the Federal Bond goes into effect
instantly. The Federal bond provides employers peace of mind that they
are covered in the event of any money and or property is stolen or damage
due to the employee dishonesty.
The Federal Bond is issued by the
local Federal Bonding Coordinator (Shan Seivert). Her contact
information is listed below. The Federal Bond is underwritten by the
McLaughlin Company based in Washington D.C. They will provide
employers a copy of their policies for employers to review.
How does one apply for the Federal
Either the employer or job
applicant can request the Federal Bond, preferably the employer. The
employer must make the applicant an offer with a set start date before bond
will be issued. The job start date is the effective date which the
bond will terminate in 6 months. After 6 months, continued coverage
may be purchased by the employer at regular commercial rate, if the employee
has exhibited job honesty.
Once the employer sets a start
date, the bond is issued instantly. Employer and job applicant sign no
papers and the bond is self-terminating. Federal Bonding can be also
utilized to cover current employee to secure a promotion to a new job or to
prevent a layoff.
Other useful information in
regards to Federal Bonding
Job applicants must meet legal
minimum working age of 16 in Iowa. However, there is no maximum age
limit. Federal Bonding does not cover self-employment.
Fidelity bond is only issued to an
employer who will automatically withhold the bonded employee’s Federal taxes
A Federal Bond can be issued for a part-time or temporary positions.
Point of Contact on Federal
Bonding with Iowa Workforce Development
Federal Bonding Coordinator
150 Des Moines Street
Des Moines, Iowa 50309
Phone: (515) 242-0496
Cell: (515) 745 - 0299
Fax: (515) 281-9321
December 2013 – Work Opportunity Tax Credit (WOTC)
What is WOTC?
The Work Opportunity Tax Credit (WOTC) program was created
to provide employers with a federal tax credit as an incentive to hire job
seekers in several target groups that have consistently faced significant
barriers to employment.
Who is assisted by the WOTC Program?
WOTC assists both employers and targeted job seekers.
Employers save as tax credits help reduce their federal business taxes & job
seekers qualifying as a member of one of the targeted groups gain an
advantage in the job market.
WOTC applies to new employees only and must be part of the
following targeted group which are:
- Individuals who meet the WOTC qualifications as
members of families receiving Temporary Assistance for Needy Families
- Veterans who meet the WOTC qualification guidelines.
- Ex-felons who meet the WOTC qualification guidelines.
- Individuals who reside in one of Iowa’s designated
Rural Renewal Counties.
- Individuals who have been referred to WOTC by Iowa
- Youth who are employed in the summer and meet the
WOTC qualification guidelines.
- Individuals who are members of families that are
receiving benefits from the SNAP (Supplemental Nutrition Assistance
Program) also known as food stamps.
- Individuals who are receiving Supplemental Security
Income (SSI) and meet the WOTC qualification guidelines.
- Individuals who meet the WOTC qualification
guidelines and are long-term recipients of the Temporary Assistance for
Needy Families (TANF).
Who doesn’t qualify?
How do employers apply for the WOTC Program?
There are two forms that must be submitted to WOTC for
each “new” employee:
- IRS Form 8850, Pre-Screening Notice and Certification
Request. This form was revised in June 2012.
- U.S. DOL, ETA Form 9061, Individual Characteristic
Form. This form was also revised in June 2012.
Then, the employer must mail or fax
the forms within 28 calendars days after the new employee’s start date
Iowa Workforce Development
ATTN: WOTC Unit
1000 E Grand Avenue
Des Moines, IA 50319
FAX: (515) 242-0487
How much of a tax credit can I receive under the
The tax credit employers can claim depends on the target
group of the individual hired, the wages paid to that individual in the
first year of employment, and the number of hours that individual worked.
There is also a maximum tax credit that can be earned. This amount can
between $2400-to-$9600 per hire.
Who is the WOTC contact person with Iowa Workforce
November 2013 - The Ins and Outs of Workers'
is Workers' Compensation?
The Workers’ Compensation law requires most employers to
provide benefits to eligible employees who have injuries arising out of and
in the course of employment. Iowa Code 85.61(7)
What types of injuries are
In Iowa, "injury" is defined very broadly to include any
health impairment other than the normal building up and tearing down of body
tissues. The health impairment must be a result of employment activities.
Health impairment could also include not only physical
impairment but also mental health impairment as resulted for the “injury at
Diseases and hearing losses are also considered to be
injuries if they are a result of the employment activities or exposures.
Iowa Code 85A & 85B
An employee is not entitled to benefits for a preexisting
injury or disease unless it is aggravated, or worsened, by the employment.
Who is eligible for Workers'
Most employees who are injured in Iowa, working under
contract of hire made in Iowa, or whose employment is principally localized
in Iowa, are eligible for benefits if they have a job-related injury. Iowa
There are few classifications of employees who are exempt
from the law, and therefore not eligible for benefits, please consult with a
compliance administrator with the Division of Workers' Compensation.
Proprietors (independent contractors) limited liability
company members and partners are not considered employees but may elect to
be covered by purchasing a valid workers’ compensation insurance policy
specifically including the proprietor or partner. Iowa Code 85.1A, 85.61(13)
What types of benefits does the law provide?
The law provides for the payment of all reasonable and
necessary medical care incurred to treat the injury. This includes
reasonably necessary transportation expenses. Mileage for use of a private
auto is reimbursed at a rate set by the state of Iowa, currently at 56.5
cents per mile. Iowa Code (85.27)
Under certain circumstances an employee who has to leave
work for medical treatment may be eligible for payment of lost wages. Iowa
While a contested case proceeding or a dispute on
reasonableness of a fee is pending, the medical care provider cannot seek
payment of its charges from the employee. Iowa Code (85.27)
Total weekly compensation for any employee is not to
exceed 80% of the employee’s weekly spendable earnings. The law defines
"spendable earnings" as that amount remaining after payroll taxes are
deducted from gross weekly earnings.
The weekly amount of the disability benefit is determined
by the employee’s average gross weekly earnings, the number of exemptions,
and the marital status.
The weekly compensation benefit amount is based upon a
seven-day calendar week. The maximum weekly disability benefit rate for PPD
is $1419.00. The maximum weekly disability benefit rate of TTD, HP, PTD, and
death benefits is $1543.00. These rates are effective July 1.
Contact Information for
Division of Workers' Compensation
1000 East Grand Avenue
Des Moines, Iowa 50319-0209
Telephone: (515) 281-5387 or (800) JOB-IOWA
October 2013 -
Family and Medical Leave Act
Here is the Tip of
the Month from Employer Council of Iowa (ECI) for October 2013. The area
of interest is in the Family Medical Leave Act (FMLA).
The Family and Medical Leave
Act of 1993 (FMLA)
FMLA is a U.S.
Federal law requiring covered employers to provide employees job-protected
and unpaid leave for qualified medical and family reasons.
FMLA is a U.S.
Federal law requiring covered employers to provide employees job-protected
and unpaid leave for qualified medical and family reasons.
medical and family reasons include: personal or family illness, family
adoption, or the
placement of a child.
in FMLA: Family members under FMLA that qualify would include children who are:
spouses of legally married heterosexual or homosexual couples, children who
are under the age of 18 and are biologically related, adopted, are in foster
care placement, or the in the process of being adopted of the individual or
individual spouse, and spouse or children of any age who are service members
of the U.S. arm forces who is recovering from an injury.
The Act allows
eligible employees to take up to 12 work weeks of unpaid leave during any
12-month period to attend to the serious health condition of the employee,
parent, spouse or child, or for pregnancy or care of a newborn child, or for
adoption or foster care of a child.
In order to be
eligible for FMLA leave, an employee must have been at the business at least
12 months, and worked at least 1,250 hours over the past 12 months, and work
at a location where the company employs 50 or more employees within 75
To care for a
new child, whether for the birth of a son or daughter, or for the adoption
or placement of a child in foster care;
to FMLA: To care for a seriously ill family member (spouse, son,
daughter, or parent) (Spouse is defined as 2 individuals (heterosexual or
homosexual) who are legally married. (Note: Son/daughter has been
clarified by the Department of Labor to mean a child under the age of 18 or
a child over the age of 18 with a mental or physical disability as defined
by the American Disabilities Act, which excludes among other conditions,
pregnancy and post-partum recovery from childbirth)
from a worker’s own serious illness;
for an injured service member in the family
qualifying exigencies arising out of a family member’s deployment.
The FMLA further requires employers to provide for eligible workers:
The same group health insurance benefits, including employer contributions
to premiums, that would exist if the employee were not on leave.
Restoration to the same position upon return to work. If the same position
is unavailable, the employer must provide the worker with a position that is
substantially equal in pay, benefits, and responsibility.
Protection of employee benefits while on leave. An employee is entitled to
reinstatement of all benefits to which the employee was entitled before
going on leave.
Protection of the employee to not have their rights under the Act interfered
with or denied by an employer.
Protection of the employee from retaliation by an employer for exercising
rights under the Act.
Intermittent FMLA leave for his or her own serious health condition, or the
serious health condition of a family member. This includes occasional leave
for doctors’ appointments for a chronic condition, treatment (e.g., physical
therapy, psychological counseling, chemotherapy), or temporary periods of
incapacity (e.g., severe morning sickness, asthma attack).
information, please click on the link listed below:
Starting on 9/20/2013, all
employers and 3rd party providers will be required to use
http://www.myiowaui.org to file unemployment insurance
(UI) quarterly reports and submit new employer registrations.
Applications and quarterly reports that had been submitted by paper will no
longer be accepted. Some of the highlights with this new system
With this new system, there
is no added cost to the employer
The new system speeds up processing of Employer
Employers being able to access their account
Submit your quarterly UI report electronically and
have an electronic record of the submission. This will help
eliminate your account from being charged late report or insufficient
Employer can calculate taxable wages automatically
with the most up to date information
review payment history, view & printer letters/official documents from
IWD Tax Bureau, & review any account balances.
Provide authorizations to your account/3rd
party providers in assistance.
For more information, open up the