Sample Policy Prohibiting Harassment in the Workplace, 2006

A key component in preventing harassment is having each employer develop and implement a policy which prohibits harassment in the workplace. Having such a policy in place is also an important part of an employer’s defense should a harassment complaint be filed against the employer. This policy should be separate from and in addition to a general anti-discrimination policy. A good policy will set forth procedures that will encourage victims to come forward, that will protect confidentiality of the persons involved, that guards against retaliation, and that brings complaints to a resolution.

Sexual Harassment in the Workplace: It's Against the Law, 2001

A two page informational sheet about workplace sexual harassment produced by Iowa Commission on the Status of Women

Welcoming New Iowans: A Guide for Managers and Supervisors; The Best Practices of Iowa Employers with Immigrants and efugees in the Workplace, 2002

This guidebook has been published by the University of Northern Iowa New Iowans Program to assist employers, managers and supervisors with the unique challenges associated with hiring, training and integrating immigrant and refugee workers. Its purpose is to promote proactive engagement of newcomer workers to assure the vitality of Iowa businesses. Successful integration of immigrants and refugees in our workplaces and communities is essential to insure Iowa’s long-term economic and social health. This book provides essential information for human resource directors, trainers, supervisors and others as they meet the challenges and rewards of hiring immigrants and refugees. Of course, no guidebook can provide simple solutions to complex issues in a great variety if workplaces. This is not a “cookbook” with recipes that provide easy answers to challenges facing every company and worker. All employers are unique and approach problems differently. What works in one company might not work as well in another.

Pregnancy Discrimination Factsheet

Information on pregnancy discrimination under Chapter 216 of the Iowa Code and Title VII and the Family and Medical Leave Act of 1993.

Sexual Harassment in the Workplace: Sample Policy

An informational sheet about developing and implementing a policy which prohibits sexual harassment in the workplace.

Iowa Civil Rights Commission Annual Reports FY 2009

ICRC works to promote safe, just, and inclusive communities. Safe and inclusive communities are free from discrimination and free from loss of dignity and humanity. Civil rights enforcement helps ensure society receives full benefits of a diverse and inclusive workforce and reduces economic losses from discrimination. To prevent problems and provide a more welcoming economic climate, our agency educates business and industry on civil rights laws and diversity concerns.

Iowa Climate Change Advisory Council Final Report 2008.

On April 27, 2007, Iowa Governor Chet Culver signed Senate File 485, a bill related to greenhouse gas emissions. Part of this bill created the Iowa Climate Change Advisory Council (ICCAC), which consists of 23 governor-appointed members from various stakeholder groups, and 4 nonvoting, ex officio members from the General Assembly. ICCAC’s immediate responsibilities included submitting a proposal to the Governor and General Assembly that addresses policies, cost-effective strategies, and multiple scenarios designed to reduce statewide greenhouse gas emissions. Further, a preliminary report was submitted in January 2008, with a final proposal submitted in December 2008. In the Final Report, the Council presents two scenarios designed to reduce statewide greenhouse gas emissions by 50% and 90% from a 2005 baseline by the year 2050. For the 50% reduction by 2050, the Council recommends approximately a 1% reduction by 2012 and an 11% reduction by 2020. For the 90% reduction scenario, the Council recommends a 3% reduction by 2012 and a 22% reduction 2020. These interim targets were based on a simple extrapolation assuming a linear rate of reduction between now and 2050. In providing these scenarios for your consideration, ICCAC approved 56 policy options from a large number of possibilities. There are more than enough options to reach the interim and final emission targets in both the 50% and 90% reduction scenarios. Direct costs and cost savings of these policy options were also evaluated with the help of The Center for Climate Strategies, who facilitated the process and provided technical assistance throughout the entire process, and who developed the Iowa Greenhouse Gas Emissions Inventory and Forecast in close consultation with the Iowa Department of Natural Resources (IDNR) and many Council and Sub-Committee members. About half of the policy options presented in this report will not only reduce GHG emissions but are highly cost-effective and will save Iowans money. Still other options may require significant investment but will create jobs, stimulate energy independence, and advance future regional or federal GHG programs.

Iowa "50 States Project": A Review of the 1983 Code for Sexuality Discrimination, February 1984

The "50 States Project" is the name given to President Ronald D. Reagan;s 1981 pledge to encourage the fifty governors to initiate individual state projects to review their state Codes for unequal treatment of persons based upon sex. We believe that Iowa is the first state to complete this project. Project efforts in Iowa began in June of 1981, when the Governor Robert D. ray appointed Dr. Patricia L. Geadelmann, Chairperson on the Iowa commission on the Status of Women, as Iowa's 50 State Project representative. A 50 States planning committee was formed consisting of members from the Governor Ray's staff, the Iowa Commission on the Status of Women, and the Iowa Legislature. Various alternatives for reviewing the Iowa code and the Iowa Administrative Rules were studied and recommendations of the group were reported to Governor Terry E. Branstad prior to his inauguration.

Policy Addressing Civil Rights/Discrimination Complaints, January 3, 2011

The Iowa Governor’s Office of Drug Control Policy (ODCP) shall comply with all applicable federal and state laws prohibiting discrimination, as well as the State of Iowa’s Equal Opportunity, Affirmative Action and Anti-Discrimination Policy for Executive Branch Employees (Section 2.40 of Iowa Department of Administrative Services Managers and Supervisors Manual). Federal law prohibits discrimination against individuals or groups, either in employment or in the delivery of services or benefits, on the basis of age, race, color, national origin, religion, sex, or disability. State law prohibits discrimination in the areas of employment, housing, credit, public accommodations and education. Under the Iowa Civil Rights Act of 1965, discrimination, or different treatment, is illegal if based on race, color, creed, national origin, religion, sex, sexual orientation, gender identity, pregnancy, physical disability, mental disability, retaliation (because of filing a previous discrimination complaint, participating in an investigation of a discrimination complaint, or having opposed discriminatory conduct), age (in employment and credit), familial status (in housing and credit) or marital status (in credit). State policy requires all employees and applicants for employment in the executive branch be afforded equal access. The intent of this policy is to ensure that employment opportunities, within the executive branch of state government, are accessible to all persons, and that executive branch agencies do not discriminate against any person because of race, creed, color, religion, sex, national origin, age, or physical or mental disability.

A Guide to Workplace Drug Testing in Iowa, October 13, 2010

The purpose of the State of Iowa’s drug testing law—Iowa Code Section 730.5 (& Administrative Code Section 641)—is to enhance worker safety, by creating workplaces that are free of drugs and substance abuse. One tool available to private sector employers is drug testing (inclusive of alcohol testing), that often is coupled with educational efforts as part of a comprehensive drug-free workplace program. Each employer must first decide if drug and/or alcohol testing is appropriate for them. Under Iowa law, workplace drug or alcohol testing is optional for private sector employers. Federal laws or regulations governing drug or alcohol testing supersede state law in Iowa.

Iowa Civil Rights Commission, 46 Years of Working Toward a State Free of Discrimination Through Enforcement of Civil Rights Laws, Annual Report FY2011

The mission of the Iowa Civil Rights Commission is to end discrimination within the state of Iowa. To achieve this goal, the ICRC must effectively enforce the Iowa Civil Rights Act. The ICRA will be as effective as the Commission is in processing complaints of discrimination. The ICRC undertook significant steps forward in improving the timeliness and competency by which complaints of discrimination are processed. The screening unit was increased with special emphasis on improving the quality and quantity of the analysis of the initial screening decisions. The investigative process for nonhousing cases was completely overhauled. The improved process builds on the screening decision and focuses on the issues raised in that decision. The new process will help the ICRC reduce a significant backlog for non-housing cases. Additionally, we revamped the mediation program by moving to an allvolunteer mediation program. Over 20 Iowa lawyers volunteered to help the ICRC resolve complaints through alternative dispute resolution.

Iowa Civil Rights Commission 46 Years of Working Toward a State Free of Discrimination Through Enforcement of Civil Rights Laws Annual Report Fiscal Year 2011

Annual Report for the Iowa Civil Rights Commission

Climate Change Impacts on Iowa, 2010, January 1, 2011

Today, perhaps without their realization, Iowans are factoring climate change into their lives and activities. Current farming practices and flood mitigation efforts, for example, are reflecting warmer winters, longer growing seasons, warmer nights, higher dew-point temperatures, increased humidity, greater annual stream flows, and more frequent severe precipitation events (Fig. 1) than were prevalent during the past 50 years. Some of the effects of these changes (such as longer growing season) may be positive, while others (particularly the tendency for greater precipitation events that lead to flooding) are negative. Climate change embodies all of these results and many more in a complex manner. The Iowa legislature has been proactive in seeking advice about climate change and its impacts on our state. In 2007, Governor Culver and the Iowa General Assembly enacted Senate File 485 and House File 2571 to create the Iowa Climate Change Advisory Council (ICCAC). ICCAC members reported an emissions inventory and a forecast for Iowa’s greenhouse gases (GHGs), policy options for reducing Iowa’s GHG, and two scenarios charting GHG reductions of 50% and 90% by 2050 from a baseline of 2005. Following issuance of the final report in December 2008, the General Assembly enacted a new bill in 2009 (Sec. 27, Section 473.7, Code 2009 amended) that set in motion a review of climate change impacts and policies in Iowa. This report is the result of that 2009 bill. It continues the dialogue between Iowa’s stakeholders, scientific community, and the state legislature that was begun with these earlier reports.

Iowa Civil Rights Commission 48 Years of Working For a State Free of Discrimination Through Enforcement of Civil Rights Laws, FY2013

Annual Report for the Iowa Civil Rights Commission

Iowa’s Bridge and Highway Climate Change and Extreme Weather Vulnerability Assessment Pilot, HEPN-707, 2015

The Iowa Department of Transportation (DOT) is responsible for approximately 4,100 bridges and structures that are a part of the state’s primary highway system, which includes the Interstate, US, and Iowa highway routes. A pilot study was conducted for six bridges in two Iowa river basins—the Cedar River Basin and the South Skunk River Basin—to develop a methodology to evaluate their vulnerability to climate change and extreme weather. The six bridges had been either closed or severely stressed by record streamflow within the past seven years. An innovative methodology was developed to generate streamflow scenarios given climate change projections. The methodology selected appropriate rainfall projection data to feed into a streamflow model that generated continuous peak annual streamflow series for 1960 through 2100, which were used as input to PeakFQ to estimate return intervals for floods. The methodology evaluated the plausibility of rainfall projections and credibility of streamflow simulation while remaining consistent with U.S. Geological Survey (USGS) protocol for estimating the return interval for floods. The results were conveyed in an innovative graph that combined historical and scenario-based design metrics for use in bridge vulnerability analysis and engineering design. The pilot results determined the annual peak streamflow response to climate change likely will be basin-size dependent, four of the six pilot study bridges would be exposed to increased frequency of extreme streamflow and would have higher frequency of overtopping, the proposed design for replacing the Interstate 35 bridges over the South Skunk River south of Ames, Iowa is resilient to climate change, and some Iowa DOT bridge design policies could be reviewed to consider incorporating climate change information.