Can I terminate employees without violating employment laws in Iowa? What are the requirements?

Here are the requirements for terminating employees in Iowa:

Requirements for Terminating Employees in Iowa

In Iowa, employers have the right to terminate employees for proper cause ^[2.2][2.6]. However, employers must ensure that they do not violate any employment laws in the process. Here are some requirements to keep in mind:

1. Employers must not blacklist any discharged employee or attempt to prevent them from obtaining employment with any other person or company, except as provided for in section 730.1 ^[1.1].
2. Employers must comply with the conditions and requirements set forth in Iowa Code section 96.8, which includes filing a written application for termination of coverage with the department prior to the fifteenth day of February of the year in which the employer seeks to terminate coverage ^[3.1].
3. Public employers have the exclusive power, duty, and right to suspend or discharge public employees for proper cause ^[2.2].
4. Employers must comply with the internal conduct requirements set forth in Iowa Code section 20.25, which includes filing an annual report and financial audit, keeping accurate accounts of all income and expenses, and providing fair and equitable procedures in disciplinary actions ^[2.7].
5. It is unlawful for any public employee or any employee organization, directly or indirectly, to induce, instigate, encourage, authorize, ratify, or participate in a strike against any public employer ^[2.8].

If you follow these requirements, you can terminate employees without violating employment laws in Iowa.

Source(s):

• [1.1] Blacklisting employees — treble damages.
• [3.1] Conditions and requirements.
• [2.2] Public employer rights.
• [2.6] Public employee rights.
• [2.7] Internal conduct of employee organizations.
• [2.8] Strikes prohibited — penalties.

Jurisdiction

Iowa

• Labor