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Women are
48%
more likely to
live in poverty
than white men in
Iowa
Single-woman led households are at the
highest risk
of poverty in
Iowa
In
Iowa
, women earn
$0.77
for every dollar a white man makes
Women in
Iowa
are
47%
more likely to earn
minimum wage
than white men
Women in
Iowa
are
58%
more likely to earn a
tipped wage
than white men
In
Iowa
, at least
72%
of women are essential to the financial security of their household
Iowa requires equal pay for equal work, the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions, on the basis of age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, and disability for employers with four or more employees.[1]
· Affirmative Defenses: To justify a pay disparity, an employer can assert that it was based on: a seniority system, a merit system, a system that measures earnings by quantity or quality of production, or any factor other than age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, or disability of such employee.[2]
· Retaliation: Iowa law prohibits any person from discriminating or retaliating against another person who lawfully opposes discriminatory practice, obeys anti- discrimination laws, or filed a complaint, testified, or assisted in a proceeding.[3]
[1] Iowa Code Ann. § 216.6A.
[2] Iowa Code Ann. § 216.6A.
[3] Iowa Code Ann. § 216.11.
Yes. The law in Iowa covers more protected classes in addition to sex.
No. Iowa law does not mandate any form of pay disclosure.
No. Iowa does not prohibit employers’ use of salary history in hiring and setting pay.
No. Iowa law does not contain protections for employees’ discussions about pay. However, under federal law, private sector employees generally cannot prohibit employees from discussing wages, with some exceptions such as supervisors.[1]
[1] Your Right to Discuss Wages, Nat’l Lab. Rels. Bd., https://www.nlrb.gov/about-nlrb/rights-we-protect/your-rights/your-rights-to-discuss-wages (last visited Jan. 28, 2022); see 29 U.S.C. §§ 151-169.
No. Iowa law does not require employers to collect, report, or assess gender-based pay data.
No. The Iowa minimum wage is the same as the Federal minimum wage at $7.25/hr.[1] Localities in Iowa may not adopt a minimum wage higher than the state minimum wage.[2] When an employer fails to pay the minimum wage, and employee can seek wages owed, costs and attorney’s fees, and in cases of intentional violations, liquidated damages.[3]
[1] Iowa Code § 91D.1.
[2] Iowa Code § 364.3.
[3] Iowa Code §§ 91D.1; 91A.8.
No. Employers can pay a subminimum wage to employees who customarily and regularly receiving over $30 in tips a month.[1]
[1] Iowa Code § 91D.1.
Yes. Iowa requires employers to pay employees at least in monthly, semimonthly, or biweekly installments and no later than twelve days (excluding Sundays and legal holidays) after the end of the period in which wages were earned.[1]
[1] Iowa Code § 91A.3.
Yes. Employers must provide employees with written notice of their pay and designated payday at the time of hiring.[1] They must also notify employees of any changes that reduce wages or alter pay periods at least one pay period prior to initiating the changes.[2] On each payday, the employer must provide to the employee a statement with the hours worked, wages earned, and deductions made.[3]
[1] Iowa Code § 91A.6.
[2] Iowa Code § 91A.6.
[3] Iowa Code § 91A.6.
No. Iowa does not have a state overtime law, so the federal law governs. Covered nonexempt employees must receive overtime pay for any time worked beyond 40 hours in a workweek (any fixed and regularly recurring period of 168 hours—seven consecutive 24-hour periods) at a rate no less than time and a half at the regular rate of pay.[1]
[1] 29 U.S.C. § 207.
Yes. Iowa law prohibits intentional theft of wages by imposing penalties including wages owed, liquidated damages and attorney and usual and necessary court fees.[1] Employers may also be subject to civil penalty of no more than five hundred dollars for any wage theft violation or retaliation.[2]
[1] Iowa Code § 91A.8.
[2] Iowa Code § 91A.12.
