This bill requires Iowa's Supreme Court to create and maintain a compensation and benefits plan specifically for judicial officers (judges), the state court administrator, and court employees. It mandates that the plan sets salaries and benefits within funds approved by the legislature, replacing previous separate salary-setting processes for judges. The plan must include anti-discrimination protections, sexual harassment policies, and grievance procedures for all covered employees. The bill takes effect June 19, 2026, and applies to all judicial branch staff covered under the new framework.
This bill increases penalties for assaults against public utility employees or contractors while they're performing job duties, such as during service calls or maintenance. It classifies certain assaults as a class C felony (if the attacker knew the victim was a utility worker and intended serious harm), a class D felony (if injury occurs), or an aggravated misdemeanor (including acts like spitting), with a mandatory minimum 7-day jail term for the misdemeanor level. The law specifically expands existing protections for essential workers - like police, firefighters, and healthcare staff - to cover public utility workers during work. It applies to assaults committed with knowledge of the victim's occupation, aiming to deter violence against these frontline workers.
This bill (SSB 3156) increases penalties for assaults against specific public safety and service workers, including public utility employees and contractors while they perform their job duties. It adds these workers to a list of protected occupations previously covering police, firefighters, healthcare workers, and others. Assaults causing serious injury or using weapons become higher-level felonies, while lesser assaults (like spitting) are elevated to aggravated misdemeanors with a minimum 7-day jail term. The law directly affects public utility workers performing their responsibilities and aims to deter violence against them during work.
This bill (SF 2400) strengthens penalties for assaults against specific public safety and service workers in Iowa. It adds "employee or contractor of a public utility engaged in public utility responsibilities" to the list of protected occupations, expanding existing assault penalty tiers. Assaults causing injury or using weapons against these workers become class C felonies, while assaults involving spitting or saliva contact are classified as aggravated misdemeanors requiring a minimum 7-day jail term. The bill directly affects public utility employees and contractors, as well as other covered professions like police, firefighters, and healthcare workers, by increasing legal consequences for violence against them.
This bill (SSB 3087) enhances safety protections for judicial officers and related legal professionals in Iowa. It allows judicial officers, attorneys general, deputy attorneys general, and assistant attorneys general to obtain permits to carry weapons openly or concealed (with specific courtroom restrictions), while establishing new criminal penalties for threatening these individuals or their immediate family (a class "C" felony) and for maliciously sharing their personal information like addresses or phone numbers (a serious misdemeanor). The law directly affects judges, prosecutors, and their families by creating clearer legal safeguards against threats and harassment. Penalties aim to deter intimidation that could disrupt judicial work or endanger families.
SF 190 protects individuals who report sexual assault, harassment, or discrimination by making such communications legally privileged, meaning they cannot be sued for defamation without proof of malice. It creates a special legal process allowing defendants in defamation cases to quickly request dismissal of the lawsuit through an expedited motion, with courts required to rule within 60 days. The bill covers reports made in workplaces, schools, and online contexts (including cyber sexual bullying), protecting those who report incidents with a reasonable basis. It also entitles successful defendants to recover attorney fees, damages for harm caused by the lawsuit, and other remedies.
SF 187, titled the "Pay Transparency and Fairness Act," prohibits employers in Iowa from restricting employees' ability to discuss or share wage information, requiring waivers for such discussions, or retaliating against employees for these activities. It also bans employers from seeking salary history during hiring (except asking about desired salary) and mandates that job postings include the minimum pay rate, including overtime and tips. The bill revises wage discrimination defenses to require employers to prove pay differences are based on legitimate, job-related factors like experience - not protected characteristics - and meet strict business necessity standards. These changes apply to all employers covered under Iowa's Civil Rights Act of 1965.
