Regardless of whether your business is affiliated with a labor union, or if it is in a right-to-work state or not, there are certain universal legal rights your employees are entitled to. It is your responsibility to observe and enforce them. While some companies feel Iowa workers compensation law to be over-regulated, most managers and owners can keep their houses in order by following a few common sense policies and understanding some key laws.
The Civil Rights Act of 1964
One of the most landmark pieces of legislation in modern American history is the Civil Rights Act of 1964. This law prohibits the discrimination of employees based on race, gender, creed, and country of origin. You must be diligent in your hiring practices and enforce fairness to everyone protected by the act at the workplace. The easy way to do this is to treat everyone on your staff fairly and equally when it comes to scheduling, promotion schedules, and other staffing considerations.
Under Iowa workers compensation law, your company must not tolerate harassment of any kind. That broadly includes the categories protected in the Civil Rights Act as well as protections against sexual harassment and general bullying or intimidation. You must also look out for off-color comments and remarks that may be of a sexual or racial nature. Even if they are meant as jokes, it is your business’ responsibility to create a non-threatening workplace, and train staff about appropriate language and behavior.
A critical component of Iowa workers compensation law is protection against retribution. Retribution is punishment such as demotion, change or schedule, or other reprisal lobbied at an employee for filing a complaint or concern about a workplace that does not follow legal guidelines or is unsafe. Employees must be allowed and encouraged to have these concerns addressed without fear of being punished for doing so.