In Iowa, employers are required to display a variety of workplace posters, a practice that echoes the requirements found across the United States. These posters cover essential topics such as the state's minimum wage, anti-discrimination policies, unemployment insurance, and safety and health standards under the Iowa Division of Labor. While these areas of concern are common across many states, Iowa has its own specific posters tailored to state-specific laws, such as the Iowa Occupational Safety and Health (IOSH) poster.
Compliance with these poster requirements is not just a legal obligation but a fundamental aspect of fostering an ethical and transparent workplace environment. Displaying these posters serves as a constant reminder and accessible source of vital information for employees, reinforcing their rights and the employer's responsibilities. Neglecting this duty can lead to legal consequences for employers, including fines, but more significantly, it can damage the trust and morale within the workforce. For Iowa employers, staying current with these poster requirements and ensuring their prominent display is an integral part of maintaining a compliant, respectful, and informed workplace, which benefits both employees and the overall health of the organization.
The following state posters are required by the state of Iowa:
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Required Posters |
These posters must be displayed in prominent locations within the workplace, such as break rooms or common areas, to ensure they are easily visible to all employees. Regular updates are necessary to ensure compliance with any changes in state laws.
Iowa Required Workplace Posters
Equal Employment Opportunity is the Law
Poster Summary
The "Equal Employment Opportunity is the Law" document outlines the non-discrimination requirements for recipients of federal financial assistance.
Key points from the document include:
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Recipients of federal financial assistance are prohibited from discriminating against individuals based on race, color, religion, sex, national origin, age, disability, political affiliation, or belief.
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Beneficiaries of programs financially assisted under Title I of the Workforce Innovation and Opportunity Act (WIOA) are protected from discrimination based on citizenship/status as a lawfully admitted immigrant authorized to work in the United States or their participation in WIOA Title I-financially assisted programs.
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Recipients must not discriminate in admission or access to WIOA Title I-financially assisted programs, provide equal opportunities, or make employment decisions in connection with such programs.
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If an individual believes they have experienced discrimination under a WIOA Title I-financially assisted program, they can file a complaint within 180 days from the date of the alleged violation with the appropriate authorities listed in the document.
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The document provides contact information for filing complaints at the state level and with the U.S. Department of Labor's Civil Rights Center.
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The notice emphasizes that the information provided to Workforce Development Centers may be shared with federal, state, or local agencies and their subcontractors involved in administering employment and training programs.
The document contains important information for individuals who believe they have experienced discrimination and provides details on the complaint process.
Job Safety and Health
Poster Summary
The "Job Safety and Health" document provides important information regarding the rights and responsibilities of employees and employers concerning workplace safety and health.
Key points from the document include:
For Employees:
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Employees have the right to notify their employer or Iowa OSHA about workplace hazards, and they can request to remain anonymous.
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If employees believe there are unsafe or unhealthful conditions in their workplace, they have the right to request an OSHA inspection and can participate in that inspection through a representative.
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Employees can file a complaint with OSHA within 30 days if they experience retaliation or discrimination from their employer for raising safety and health concerns or exercising their rights under the OSH Act.
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Employees have the right to access OSHA citations issued to their employer, which must be posted at or near the place of the alleged violation for at least 3 working days.
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Employers must correct workplace hazards by the date indicated on the citation and provide certification that these hazards have been reduced or eliminated.
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Employees have the right to obtain copies of their medical records or records related to their exposure to toxic substances or harmful conditions.
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Employers are required to post this notice in the workplace, and employees must comply with occupational safety and health standards.
For Employers:
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Employers must provide a workplace free from recognized hazards and comply with occupational safety and health standards.
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Iowa OSHA Consultation can assist employers in identifying and correcting hazards without citation or penalty.
The document also provides contact information for filing complaints about the Iowa OSHA program or reporting workplace incidents.
Downloads
Minimum Wage
Poster Summary
The "Minimum Wage" document provides information about the minimum wage in Iowa and the rights of employees under the Iowa Minimum Wage Law.
Key points from the document include:
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The hourly minimum wage in Iowa is $7.25.
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Most hourly wage earners in Iowa are covered by the minimum wage law, with some exceptions for small retail and service establishments grossing less than $300,000 annually and certain supervisory and administrative employees paid a salary.
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Employers may pay an initial employment rate of $6.35 for the first 90 calendar days of employment.
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Tipped employees who regularly receive more than $30.00 a month in tips must be paid at least $4.35 an hour by the employer.
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The Iowa Division of Labor enforces the state's minimum wage law and can take action against employers who violate it. Courts may order payment of back wages.
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Employers are prohibited from discriminating against or discharging an employee for filing a complaint or participating in a proceeding related to the minimum wage law.
The document also provides contact information for the Iowa Division of Labor and the U.S. Department of Labor's Wage & Hour Division for further inquiries.
Downloads
Smokefree Air Act – No Smoking Sign
Poster Summary
The Smokefree Air Act requires businesses to post “no smoking” signs at every entrance that “clearly and conspicuously” inform persons that they are entering an area where smoking is prohibited, including entrances to outdoor serving and seating areas and in all vehicles owned, leased, or provided by an employer.
- All “no smoking” signs must contain the following elements:
- The words “No Smoking” or the international “No Smoking” symbol
- The Smokefree Air Act Helpline: “1-888-944-2247”
- The official Web site: SmokefreeAir.Iowa.gov
- All “no smoking” signs should be at least 24 square inches in size, 6x4 is a common size or 8x3. Font type and size must be legible. Vehicle signage must meet all of the above requirements, but the size can be at least 9 square inches.
Downloads
Email TobContactUs@idph.iowa.gov or call 888-944-2247 to request posters. Include the following information:
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Contact Information & Mailing Address: Your full name and the address to mail the signage.
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Design: The signage option that you want (A and B are for general use. E and F are for organizations and businesses that meet specific requirements) have two directional options for the "No Smoking" and two directional options for "Nicotine Free."
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Quantity: How many of each design to you want? Do you want them as clings or stickers or both?
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Clings are sticky on the front and go on the inside of a door or window.
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Stickers are sticky on the back and go on the outside of a door, window, or wall.
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Summary of Work-Related Injuries and Illnesses
Poster Summary
The "Summary of Work-Related Injuries and Illnesses" document from OSHA provides forms and instructions for maintaining records of occupational injuries and illnesses.
It includes the following key points:
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Employers must complete the OSHA injury and illness recordkeeping forms for recordable work-related injuries and illnesses. However, certain exemptions apply based on the number of employees and industry classification.
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The forms must be completed within 7 calendar days of receiving information about a case. Employers must keep these forms on file for 5 years.
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The document provides detailed instructions on how to fill out the "Log of Work-Related Injuries and Illnesses" form (OSHA Form 300), including classification of injuries and illnesses, and recording days away from work or job transfer.
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The "Summary of Work-Related Injuries and Illnesses" (OSHA Form 300A) is a separate form that shows the totals for each category for the year. It must be posted from February 1 to April 30 of the year following the year covered by the form.
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The document also includes a worksheet to help calculate average employment and total hours worked by all employees.
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If a recordable work-related injury or illness occurs, employers must fill out the "Injury and Illness Incident Report" (OSHA Form 301) or an equivalent form. The report must be kept on file for 5 years.
Employers should consult the official OSHA recordkeeping regulations (29 CFR Part 1904) for additional information and guidance.
Unemployment Insurance
Poster Summary
The "Unemployment Insurance" document highlights key information about unemployment insurance benefits in Iowa.
Key points from the document include:
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Individuals who become unemployed may be eligible for unemployment insurance benefits.
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If someone is still employed but working fewer hours than their regular full-time work week and earning less than their regular wages, they may be entitled to partial benefits.
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Unemployment insurance benefits are funded by taxes paid by employers, and no deductions are made from employees' paychecks for unemployment insurance.
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To file an unemployment insurance claim, individuals can do so online or in-person at an Iowa WORKS Center. Filing the claim should be done the same week of unemployment or reduced hours.
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It is important to note that the claim's effective date is the Sunday of the week when the application is submitted.
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Delay in filing a claim can result in the potential loss of benefits.
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For comprehensive information about unemployment insurance rights and responsibilities, individuals can review the Unemployment Handbook available at www.iowaworkforcedevelopment.gov.
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To register for work and explore job opportunities in their area, individuals can visit www.iowaworks.gov or the nearest Iowa WORKS Center.
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The document provides information for contacting the Iowa WORKS Center and emphasizes the requirement to display the poster in a visible location for all employees to see.
Please note that this summary serves as a general overview and should not replace consulting the official document or seeking specific advice regarding individual circumstances.
Downloads
Important: Local jurisdictions in Iowa may have additional posting requirements. Employers must contact their local jurisdiction for specifics.
Federal Workplace Posters
Additionally, Iowa employers must display the following federally required posters, which can be downloaded here.
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Private employers, state and local governments, and educational institutions |
Federal Contractors |
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Employee Polygraph Protection Act (EPPA) |
Employee Rights on Government Contracts |
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Employee Rights for Workers with Disabilities/Special Minimum Wage |
Workers Rights Under Davis-Bacon Act |
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E-Verify Participation |
Employee Rights Under the National Labor Relations Act |
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E-Verify Right to Work |
Pay Transparency for Nondiscrimination Provision |
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Fair Labor Standards Act (FLSA) |
Your Rights Under the Energy Reorganization Act |
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Family and Medical Leave Act (FMLA) |
Workers Rights Under Executive Order 13658 |
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Job Safety and Health: It's the Law Workplace |
Workers Rights Under Executive Order 13706 |
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Know Your Rights |
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Your Rights Under USERRA |
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Agricultural employers and farm labor contractors:
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Have Employees in More Than One State?
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