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.

Sexual Harassment in the Workplace: Sample Policy

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

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.

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.

Healthy Iowans 2010 Mid-Course Revision, July 2005

In the past century, public health has been credited with adding 25 years to life expectancy by contributing to the decline in illness and injury. Progress has been made, for example, in smoking reduction, infectious disease, and motor vehicle and workplace injuries. Besides its focus on traditional concerns such as clean water and safe food, public health is adapting to meet emerging health problems. Particular troublesome are health threats to youth: teenage pregnancies, violence, substance abuse, sexually transmitted diseases, and other conditions associated with high-risk behaviors. These threats add to burgeoning health care costs. A conservative estimate of $69 billion in medical spending could be averted through the impact of public health strategies aimed at heart disease, stroke, fatal and nonfatal occupational injuries, motor vehicle-related injuries, low birth weight, and violence. These strategies require the collaboration of many groups in the public and private sectors. Collaboration is the bedrock of public health and Healthy Iowans planning. At the core of Healthy Iowans 2000 and its successor, Healthy Iowans 2010, is the idea that all Iowans benefit when stakeholders decide on disease prevention and health promotion strategies and agree to work together on them. These strategies can improve the quality of life and hold down health care costs. The payoff for health promotion and disease prevention is not immediate, but it has long-lasting benefits. The Iowa plan is a companion to the national plan, Healthy People 2010. An initiative to improve the health of Americans, the national plan is the driving force for federal resource allocation for disease prevention and health promotion. The state plan is used in the same way. Both plans have received broad support from Republican and Democratic administrations. Community planners are using the state plan to help assess health needs and craft health improvement plans. Healthy Iowans 2010 was written at an unusual point in history – a new decade, a new century, a new millennium. The introduction was optimistic. “The 21st century,” it says, “promises to add life as well as years through improved health habits coupled with medical advances. Scientists have suggested that if these changes occur, the definition of adulthood will also change. An extraordinary number of people will live fuller, more active lives beyond that expected in the late 20th century.” At the same time, the country has spawned a new generation of health hazards. According to Dr. William Dietz of the Centers for Disease Control and Prevention (CDC), it has replaced “the diseases of deficiency with diseases of excess” (Newsweek, August 2, 1999). New threats, such as childhood overweight, can reverse progress made in the last century. This demands concerted action.

Affirmative Action in Iowa, September 2005

In accordance with 19B.5 of the Code of Iowa, the 2005 Affirmative Action in Iowa report illustrates the progress made during fiscal year 2005 to balance the State's worforce, the challenges that the State must address and the effort that the Department of Administratie Services must lead in order to remove barriers that limit the hiring, retention and advancement of females, minorities and persons with disabilities in the State's workforce. Highlighted in the report are four departments that initiated proactive and innovative measures to address their workplace equal opportunity, affirmative action and diversity programs. Additionally, the Department of Administrative Services-Human Resources Enterprise outlines its plan to build on its past efforts as well as pursue new initiatives to partner with advocacy groups and reach out to the commuity more directely to enhance employment opportunities for females, minorities and persons with disabilities in State of Iowa employment.

Affirmative Action in Iowa, September 2005

In accordance with 19B.5 of the Code of Iowa, the 2005 Affirmative Action in Iowa report illustrates the progress made during fiscal year 2005 to balance the State's worforce, the challenges that the State must address and the effort that the Department of Administratie Services must lead in order to remove barriers that limit the hiring, retention and advancement of females, minorities and persons with disabilities in the State's workforce. Highlighted in the report are four departments that initiated proactive and innovative measures to address their workplace equal opportunity, affirmative action and diversity programs. Additionally, the Department of Administrative Services-Human Resources Enterprise outlines its plan to build on its past efforts as well as pursue new initiatives to partner with advocacy groups and reach out to the commuity more directely to enhance employment opportunities for females, minorities and persons with disabilities in State of Iowa employment.

Condition of Employment, 2003

For much of American economic history, strength and manual dexterity could assure both a job and a reasonably comfortable standard of living. This is no longer the case as the industrial structure of American society has moved from agricultural to manufacturing to a service-producing economy. Today, we are changing the way we look at industries, jobs and, by extension, our economy. One of the responsibilities of Iowa Workforce Development is to study and report on those aspects of the economy that affect the working lives of Iowans – jobs, industrial employment, wages, and occupations. Condition of Employment 2003 is one of the vehicles we use to describe trends in the Iowa economy and the Iowa workplace.

Executive Order Number Thirty Eight, March 17, 1989

In complaiance with the Drug Free Workplace Act of 1988, State of iowa is obliged to provide a drug and alcohol free environment including disciplinary action.

Executive Order Number Fifty Seven, June 28, 1995

Directs Department of Personnel to develop policy that will assist in continuing efforts to maintain a violence-free workplace.

Sexual Harassment in Education: It's Against the Law

An informational sheet about workplace sexual harassment produced by Iowa Commission on the Status of Women.

Diversity and Affirmative Action in Iowa, October 5, 2009

This report documents the progress of the executive branch of Iowa state government in the areas of diversity and affirmative action in employment. While the State has had an affirmative action program since 1986, the focus is shifting toward a more comprehensive view of diversity in order to create a richer and more welcoming workplace. To that end, Governor Chester J. Culver initiated Executive Order Four (EO4) in October of 2007. The goal of EO4 is to achieve and maintain a diverse workforce in state government. In FY 2009, EO4 remained an important driving force for diversity related issues. New this year, each department‘s diversity and affirmative action information contained in this report was also required for the State‘s workforce planning process. Because of the change in the reporting process, some departments submitted full workforce plans and others submitted the required excerpts from the workforce planning template for diversity and affirmative action. We expect full workforce plans from all departments in FY 2010.

Iowa Workforce Monthly, August 2009, Issue 7

Highlights: *Governor Chet Culver announced a major public-private partnership between Microsoft and the State of Iowa.....pg. 2 * Daniel Skella worked with IWD after being release from prison...pg. 2 * Iowa Workforce Development works with offenders to find gainful employment after being released...pg. 3 * The Davenport Workforce Development Center has been nominated in recognition for providing older workers with job opportunities in a senior-friendly workplace...pg. 3

Iowa Workforce Monthly, June-July 2010, Issue 17

Highlights: * Iowa Workforce Development Director Elisabeth Buck and Deputy Director Joe Walsh recently visited a number of IowaWORKS offices in Eastern Iowa as part of a summer tour........................................pg. 2 * Amber Connolly was recently awarded the Iowa Association of Workplace Professionals (IAWP) individual award for Outstanding Specialized Customer Service...............pg. 2 * Iowa Workforce Development has partnered with Iowa’s Community Colleges to implement Iowa’s National Career Readiness Certificate (NCRC).................pg. 3 * O*NET is an occupational information network developed under the sponsorship of the U.S. Department of Labor/Employment and Training Administration.....................pg. 3