SF 472 establishes new procedures for retention and recertification elections for public employee collective bargaining units, affecting public employers and their employees. It requires the employment appeal board to issue a notice before an election and mandates public employers to submit a list of eligible employees within ten days. The bill makes it unlawful for public employers to fail to provide this list and requires the board to publicly identify those who have not complied. Iowa residents are authorized to petition district courts to compel non-compliant public employers to submit the required employee lists. The board must also extend election timelines as needed to resolve any legal challenges related to list submission.
SF 645 is an appropriations bill that allocates state funds to support economic development programs in Iowa. It provides funding to the Economic Development Authority, Iowa Finance Authority, Department of Workforce Development, and the State Board of Regents and their institutions. The bill also extends the end date for the Housing Renewal Pilot Program, allowing it to continue operating beyond its originally scheduled termination.
HF 969 modifies retirement benefits for public employees in Iowa who are diagnosed with cancer. It adjusts contribution requirements and benefit calculations specifically for members of certain public retirement systems (like state or municipal plans) who develop cancer. The bill establishes new rules for how retirement contributions are handled and benefits are calculated following a cancer diagnosis. It became law after being signed by the Governor on June 6, 2025, with fiscal note documentation confirming its implementation.
HF 856 prohibits public entities (like government agencies, schools, and state-funded programs) from implementing certain diversity, equity, and inclusion (DEI) activities. The bill creates a private right to sue for individuals who believe a public entity violated its provisions. Key mechanisms include banning specific DEI training, assessments, or hiring practices tied to protected characteristics, and allowing affected individuals to file lawsuits. It became law after the Governor signed it on May 27, 2025.
SF 565 provides for the continuation of health insurance coverage for the surviving spouses and children of employees of the state of Iowa. This bill ensures that these family members can maintain their health insurance benefits under specific conditions after the employee's death. It also includes provisions for retroactive applicability, meaning it could apply to past situations. The aim is to offer continued health coverage to these surviving families.
This bill makes several changes related to emergency services provided by cities. It clarifies that cities can provide compensation, stipends, or benefits to volunteer firefighters and emergency medical care providers even if they hold other city offices. The bill also allows a currently serving city council member to be appointed as a volunteer fire chief, provided they abstain from voting on their own appointment. Furthermore, it permits cities to establish dedicated funds or reserve accounts for acquiring and maintaining major equipment for police, fire, rescue, and emergency medical services. These funds will receive insurance settlements or other payments for damaged emergency equipment, with a provision for reimbursing the city's general fund if it covered initial repair or replacement costs.
This bill requires employers to treat employees who adopt a child up to six years of age in the same manner as employees who are biological parents of a newborn child. This equal treatment applies to employment policies, benefits, and protections for the first year following the adoption. However, it clarifies that an employee is not entitled to disability leave under this provision without a qualifying disability. The bill directly affects employees who adopt children and their employers in Iowa.
This bill revises regulations for city civil service employees, primarily impacting police and fire departments, and modifies city civil service commissions. It prohibits cities with civil service commissions from establishing citizen review boards for officer conduct and mandates that larger cities (over 50,000 residents) establish civil service commissions with five to seven members. The legislation also changes the standard for employee discipline, requiring "just cause" and proof by a "preponderance of the evidence" for violations of law, city policies, or department rules, with cities bearing the burden to show punishment is proportionate. Furthermore, it requires the disclosure of exculpatory evidence to employees facing charges and adjusts appeal hearing procedures.
SF 315, known as the "Iowa Competitive Pharmacy Benefits Managers Marketplace Act," aims to reduce prescription drug costs for public employees in self-funded state health plans. The bill mandates that the state department procure pharmacy benefits manager (PBM) services through a "reverse auction" process. This online, competitive bidding system allows PBMs to offer progressively lower prices for their services. Additionally, the department must acquire a technology platform to conduct these auctions and perform detailed, line-by-line audits of PBM claims to ensure contract compliance. The first PBM contract awarded through this new system is scheduled to take effect on January 1, 2026.
Senate File 507 proposes to restrict diversity, equity, and inclusion (DEI) programs within county and city governments in Iowa. The bill would prevent counties and cities from establishing DEI offices or hiring staff to perform DEI-related duties. It also prohibits local governments from requiring DEI statements or giving preferential consideration based on them. The bill defines "diversity, equity, and inclusion" broadly, including efforts to influence composition or promote differential treatment based on characteristics like race, sex, or gender identity, and restricts the promotion of certain related concepts. However, it explicitly allows for legal compliance activities related to federal anti-discrimination laws.
