Bill Text: IA HF41 | 2021-2022 | 89th General Assembly | Introduced
Bill Title: A bill for an act relating to unfair or discriminatory employment practices based upon issues relating to reproductive health, and including effective date provisions.
Spectrum: Partisan Bill (Democrat 1-0)
Status: (Introduced - Dead) 2021-01-12 - Introduced, referred to Labor. H.J. 55. [HF41 Detail]
Download: Iowa-2021-HF41-Introduced.html
House
File
41
-
Introduced
HOUSE
FILE
41
BY
HUNTER
A
BILL
FOR
An
Act
relating
to
unfair
or
discriminatory
employment
1
practices
based
upon
issues
relating
to
reproductive
health,
2
and
including
effective
date
provisions.
3
BE
IT
ENACTED
BY
THE
GENERAL
ASSEMBLY
OF
THE
STATE
OF
IOWA:
4
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Section
1.
Section
216.2,
subsection
15,
Code
2021,
is
1
amended
to
read
as
follows:
2
15.
“Unfair
practice”
or
“discriminatory
practice”
means
3
those
practices
specified
as
unfair
or
discriminatory
in
4
sections
216.6
,
216.6A
,
216.6B,
216.7
,
216.8
,
216.8A
,
216.8B
,
5
216.9
,
216.10
,
216.11
,
and
216.11A
.
6
Sec.
2.
NEW
SECTION
.
216.6B
Additional
unfair
or
7
discriminatory
employment
practices
——
reproductive
health.
8
1.
It
shall
be
an
unfair
or
discriminatory
practice
for
any
9
employer
to
do
any
of
the
following:
10
a.
Take
any
adverse
employment
action
against
an
employee
11
based
on
the
use
of
any
drug,
device,
or
medical
service
12
related
to
reproductive
health
by
the
employee
or
the
13
employee’s
spouse
or
dependent.
14
b.
Require
an
employee
to
sign
a
waiver
or
other
document
15
which
purports
to
deny
an
employee,
or
an
employee’s
spouse
or
16
dependents,
the
right
to
make
the
employee’s
or
the
employee’s
17
spouse
or
dependents
own
reproductive
health
care
decisions,
18
including
whether
to
use
any
particular
drug,
device,
or
19
medical
service.
20
c.
Take
any
adverse
employment
action
in
retaliation
21
against
an
employee
for
asserting
rights
or
remedies
under
this
22
section.
23
2.
An
employer
who
provides
an
employee
handbook
to
the
24
employer’s
employees
shall
include
in
the
handbook
notice
of
25
the
employee’s
rights
and
remedies
under
this
section.
26
3.
For
purposes
of
this
section,
“adverse
employment
action”
27
means
termination,
demotion
or
refusal
to
promote
or
advance,
28
loss
of
career
specialty,
reassignment
to
a
different
shift,
29
reduction
of
wages
or
benefits,
refusal
to
provide
training
30
opportunities
or
transfer
to
a
different
department,
adverse
31
administrative
action,
or
any
other
penalty
or
disciplinary
or
32
retaliatory
action.
33
4.
This
section
shall
not
apply
to
any
of
the
following:
34
a.
Any
bona
fide
religious
institution
with
respect
to
any
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qualifications
the
institution
may
impose
based
on
religion,
1
sexual
orientation,
or
gender
identity
when
such
qualifications
2
are
related
to
a
bona
fide
religious
purpose.
3
b.
Any
employer
who
regularly
employs
less
than
four
4
individuals.
For
purposes
of
this
paragraph,
individuals
who
5
are
members
of
the
employer’s
family
shall
not
be
counted
as
6
employees.
7
Sec.
3.
EFFECTIVE
UPON
ENACTMENT.
This
Act,
being
deemed
of
8
immediate
importance,
takes
effect
upon
enactment.
9
EXPLANATION
10
The
inclusion
of
this
explanation
does
not
constitute
agreement
with
11
the
explanation’s
substance
by
the
members
of
the
general
assembly.
12
This
bill
relates
to
unfair
or
discriminatory
employment
13
practices
based
upon
reproductive
health
decisions.
14
The
bill
specifies
that
it
is
an
unfair
or
discriminatory
15
practice
for
any
employer
to
do
any
of
the
following:
16
1.
Take
any
adverse
employment
action
against
an
employee
17
based
on
the
use
of
any
drug,
device,
or
medical
service
18
related
to
reproductive
health
by
the
employee
or
the
19
employee’s
spouse
or
dependent;
20
2.
Require
an
employee
to
sign
a
waiver
or
other
document
21
which
purports
to
deny
an
employee,
or
an
employee’s
spouse
or
22
dependents,
the
right
to
make
the
employee’s
or
the
employee’s
23
spouse
or
dependents
own
reproductive
health
care
decisions,
24
including
whether
to
use
any
particular
drug,
device,
or
25
medical
service;
or
26
3.
Take
any
adverse
employment
action
in
retaliation
27
against
an
employee
for
asserting
rights
or
remedies
under
the
28
bill.
29
The
bill
requires
an
employer
who
provides
an
employee
30
handbook
to
the
employer’s
employees
to
include
in
the
handbook
31
notice
of
the
employee’s
rights
and
remedies
under
the
bill.
32
The
bill
defines
“adverse
employment
action”
for
the
33
purposes
of
the
bill;
and
provides
that
the
bill
does
not
apply
34
to
any
bona
fide
religious
institution
with
respect
to
any
35
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qualifications
the
institution
may
impose
based
on
religion,
1
sexual
orientation,
or
gender
identity
when
such
qualifications
2
are
related
to
a
bona
fide
religious
purpose
or
to
any
employer
3
who
regularly
employs
less
than
four
individuals.
4
The
bill
takes
effect
upon
enactment.
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