Text: H08214 Text: H08216 Text: H08200 - H08299 Text: H Index Bills and Amendments: General Index Bill History: General Index
PAG LIN
1 1 Amend the Senate amendment, H-8119, to House File
1 2 299, as amended, passed, and reprinted by the House,
1 3 as follows:
1 4 #1. By striking everything after the enacting
1 5 clause and inserting the following:
1 6 "Section 1. Section 730.5, Code 1997, is amended
1 7 by striking the section and inserting in lieu thereof
1 8 the following:
1 9 730.5 DRUG-FREE WORKPLACES.
1 10 1. DEFINITIONS. As used in this section, unless
1 11 the context otherwise requires:
1 12 a. "Alcohol" means ethanol, isopropanol, or
1 13 methanol.
1 14 b. "Drug" means a substance considered unlawful
1 15 under the federal Controlled Substances Act, 21 U.S.C.
1 16 } 801 et seq.
1 17 c. "Employee" means a person in the service of an
1 18 employer.
1 19 d. "Employer" means a person which has one or more
1 20 employees employed in the same business, or in or
1 21 about the same establishment, in this state.
1 22 e. "Good faith" means reasonable reliance on
1 23 facts.
1 24 f. "Medical review officer" means a physician
1 25 licensed to practice medicine and surgery or
1 26 osteopathic medicine and surgery in any state of the
1 27 United States, responsible for receiving laboratory
1 28 results generated by an employer's drug testing
1 29 program, who is independent from the employer and is
1 30 agreed upon by representatives of the employer and the
1 31 employees, and who has knowledge of substance abuse
1 32 disorders and has appropriate medical training to
1 33 interpret and evaluate an individual's confirmed
1 34 positive test result together with the individual's
1 35 medical history and any other relevant biomedical
1 36 information.
1 37 g. "Prospective employee" means a person who has
1 38 made application, whether written or oral, to an
1 39 employer to become an employee and who has received a
1 40 bona fide offer of employment from the employer.
1 41 h. "Reasonable suspicion drug or alcohol testing"
1 42 means drug or alcohol testing based upon evidence
1 43 which would cause a reasonable person to conclude that
1 44 an employee is using or has used alcohol or other
1 45 drugs and which use impairs the employee's performance
1 46 while on the job in violation of the employer's
1 47 written policy. For purposes of this paragraph,
1 48 evidence may include, but is not limited to, any of
1 49 the following:
1 50 (1) Observable phenomena while at work such as
2 1 direct observation of alcohol or other drug use or
2 2 abuse or of the physical symptoms or manifestations of
2 3 being impaired due to alcohol or other drug use.
2 4 (2) Abnormal conduct or erratic behavior while at
2 5 work or a significant deterioration in work
2 6 performance.
2 7 (3) A report of alcohol or other drug use while at
2 8 work provided by a reliable and credible source.
2 9 (4) Evidence that an individual has tampered with
2 10 the individual's own drug or alcohol test during the
2 11 individual's employment with the current employer.
2 12 (5) Evidence that an employee has caused an
2 13 accident while at work which resulted in a personal
2 14 injury which required medical treatment away from the
2 15 workplace or damage to property, including equipment,
2 16 in an amount reasonably estimated to exceed one
2 17 thousand dollars at the time of the accident.
2 18 (6) Evidence that an employee has possessed or
2 19 used drugs while working or while on the employer's
2 20 premises or while operating the employer's vehicle,
2 21 machinery, or equipment.
2 22 i. "Sample" means such sample of urine from the
2 23 human body capable of revealing the presence of
2 24 alcohol or other drugs, or their metabolites.
2 25 2. APPLICABILITY. This section does not prevent
2 26 an employer from conducting medical screening for
2 27 substances other than drugs or alcohol in order to
2 28 monitor employee exposure to toxic or other unhealthy
2 29 substances encountered in the workplace or in the
2 30 performance of the employees' job responsibilities.
2 31 Any such screening must be limited to the specific
2 32 substances required to be monitored.
2 33 3. TESTING AS CONDITION OF EMPLOYMENT –
2 34 REQUIREMENTS. To the extent provided in subsection 7,
2 35 an employer may test employees and prospective
2 36 employees for the presence of drugs or alcohol as a
2 37 condition of continued employment or hiring. An
2 38 employer shall adhere to the requirements of this
2 39 section concerning the conduct of such testing and the
2 40 use and disposition of the results of such testing.
2 41 4. COLLECTION OF SAMPLES. In conducting drug or
2 42 alcohol testing, an employer may require the
2 43 collection of samples from its employees and
2 44 prospective employees, and may require presentation of
2 45 reliable individual identification from the person
2 46 being tested to the person collecting the samples.
2 47 Collection of a sample shall be in conformance with
2 48 the requirements of this section.
2 49 5. SCHEDULING OF TESTS.
2 50 a. Drug or alcohol testing of employees conducted
3 1 by an employer shall normally occur during, or
3 2 immediately before or after, a regular work period.
3 3 The time required for such testing by an employer
3 4 shall be deemed work time for the purposes of
3 5 compensation and benefits for employees.
3 6 b. An employer shall pay all actual costs for drug
3 7 or alcohol testing of employees and prospective
3 8 employees required by the employer.
3 9 c. An employer shall provide transportation or pay
3 10 reasonable transportation costs to employees for all
3 11 drug or alcohol testing under this section.
3 12 6. TESTING PROCEDURES. All sample collection and
3 13 testing for drugs or alcohol under this section shall
3 14 be performed in accordance with the following
3 15 conditions:
3 16 a. The collection of samples shall be performed
3 17 under sanitary conditions and with regard for the
3 18 privacy of the individual from whom the specimen is
3 19 being obtained and in a manner reasonably calculated
3 20 to preclude contamination or substitution of the
3 21 specimen.
3 22 b. Sample collection for testing of current
3 23 employees shall be performed so that the specimen is
3 24 split into two components at the time of collection in
3 25 the presence of the individual from whom the sample or
3 26 specimen is collected. The second portion of the
3 27 specimen or sample shall be of sufficient quantity to
3 28 permit a second, independent confirmatory test as
3 29 provided in paragraph "i". The sample shall be split
3 30 such that the primary sample contains at least thirty
3 31 milliliters and the secondary sample contains at least
3 32 fifteen milliliters. Both portions of the sample
3 33 shall be forwarded to the laboratory conducting the
3 34 initial confirmatory testing. In addition to any
3 35 requirements for storage of the initial sample that
3 36 may be imposed upon the laboratory as a condition for
3 37 certification or approval, the laboratory shall store
3 38 the second portion of any sample until receipt of a
3 39 confirmed negative test result or for a period of at
3 40 least forty-five calendar days following the
3 41 completion of the initial confirmatory testing, if the
3 42 first portion yielded a confirmed positive test
3 43 result.
3 44 c. Sample collections shall be documented, and the
3 45 procedure for documentation shall include the
3 46 following:
3 47 (1) Samples shall be labeled so as to reasonably
3 48 preclude the possibility of misidentification of the
3 49 individual tested in relation to the test result
3 50 provided, and samples shall be handled and tracked in
4 1 a manner such that control and accountability are
4 2 maintained from initial collection to each stage in
4 3 handling, testing, and storage, through final
4 4 disposition.
4 5 (2) An employee or prospective employee shall be
4 6 provided an opportunity to provide any information
4 7 which may be considered relevant to the test,
4 8 including identification of prescription or
4 9 nonprescription drugs currently or recently used, or
4 10 other relevant medical information. Information
4 11 provided by the employee or prospective employee shall
4 12 not be disclosed to the employer but shall be
4 13 delivered to the facility conducting confirmatory
4 14 testing. To assist an employee or prospective
4 15 employee in providing the information described in
4 16 this subparagraph, the employer shall provide an
4 17 employee or prospective employee with a list of the
4 18 drugs to be tested.
4 19 d. Sample collection, storage, and transportation
4 20 to the place of testing shall be performed so as to
4 21 reasonably preclude the possibility of sample
4 22 contamination, adulteration, or misidentification.
4 23 e. All drug testing, including both initial and
4 24 confirmatory testing, shall be conducted at a
4 25 laboratory certified by the United States department
4 26 of health and human services' substance abuse and
4 27 mental health services administration or approved
4 28 under rules adopted by the Iowa department of public
4 29 health.
4 30 f. Drug or alcohol testing shall include
4 31 confirmation of any initial positive test results.
4 32 For drug testing, confirmation shall be by use of a
4 33 different chemical process than was used in the
4 34 initial drug screen. The confirmatory drug test shall
4 35 be a chromatographic technique such as gas
4 36 chromatography or mass spectrometry, or another
4 37 comparably reliable analytical method.
4 38 g. A medical review officer shall, prior to the
4 39 results being reported to an employer and the employee
4 40 or prospective employee tested, review and interpret
4 41 any confirmed positive test results, including both
4 42 quantitative and qualitative test results, to ensure
4 43 that the chain of custody is complete and sufficient
4 44 on its face and that any information provided by the
4 45 individual pursuant to paragraph "c", subparagraph
4 46 (2), is considered.
4 47 h. In conducting drug or alcohol testing pursuant
4 48 to this section, the employer shall ensure that the
4 49 testing only measure, and the records concerning the
4 50 testing only show or make use of information
5 1 regarding, alcohol or drugs in the body.
5 2 i. If a positive drug or alcohol test for an
5 3 employee or prospective employee is confirmed by the
5 4 medical review officer, the medical review officer
5 5 shall notify the employee or prospective employee in
5 6 writing of the results of the test, the employee's or
5 7 prospective employee's right to request and obtain a
5 8 confirmatory test of the second sample collected
5 9 pursuant to paragraph "b" at a certified or approved
5 10 laboratory of the employee's or prospective employee's
5 11 choice, and the fee established by the employer's
5 12 written policy to be payable by the employee or
5 13 prospective employee to the medical review officer for
5 14 reimbursement of expenses concerning the test. The
5 15 fee charged an employee or prospective employee shall
5 16 be an amount, not in excess of one hundred dollars,
5 17 that represents the costs associated with conducting
5 18 the second confirmatory test, which shall be
5 19 consistent with the employer's cost for conducting the
5 20 initial confirmatory test on an employee's or
5 21 prospective employee's sample. If the employee or
5 22 prospective employee requests a second confirmatory
5 23 test, identifies a certified or approved laboratory to
5 24 conduct the test, and pays the medical review officer
5 25 the fee for the test within fifteen days from the date
5 26 the employee or prospective employee receives written
5 27 notice of the right to request a test, a second
5 28 confirmatory test shall be conducted at the laboratory
5 29 chosen by the employee or prospective employee. The
5 30 results of the second confirmatory test shall be
5 31 reported to the medical review officer who reviewed
5 32 the initial confirmatory test results and the medical
5 33 review officer shall review the results and issue a
5 34 report to the employer and the employee or prospective
5 35 employee tested that the results of the drug or
5 36 alcohol test were confirmed as positive if the results
5 37 of the second confirmatory test confirmed the initial
5 38 confirmatory test as to the presence of a specific
5 39 drug or alcohol. If the results of the second test do
5 40 not confirm the results of the initial confirmatory
5 41 test, the medical review officer shall report to the
5 42 employer that the result of the drug or alcohol test
5 43 is negative and not a confirmed positive test result
5 44 for purposes of this section.
5 45 j. A report of the results of a drug or alcohol
5 46 test issued to an employer and the individual tested
5 47 shall only indicate, as to an employee or prospective
5 48 employee, whether the test results were positive or
5 49 negative, pursuant to the review and interpretation of
5 50 a medical review officer as provided in this
6 1 subsection. An inconclusive test result shall be
6 2 reported as a negative test result. If the test
6 3 results are positive, the report shall only indicate
6 4 whether drugs or alcohol were present, which drugs
6 5 were present if applicable, information concerning the
6 6 amount of alcohol present, and a statement from the
6 7 medical review officer that any information provided
6 8 by the employee or prospective employee fails to
6 9 explain the results.
6 10 7. DRUG OR ALCOHOL TESTING. Employers may conduct
6 11 drug or alcohol testing as provided in this
6 12 subsection:
6 13 a. Employers may conduct drug or alcohol testing
6 14 of employees for up to two years after completion of
6 15 drug or alcohol rehabilitation.
6 16 b. Employers may conduct reasonable suspicion drug
6 17 or alcohol testing.
6 18 c. Employers may conduct drug or alcohol testing
6 19 of prospective employees.
6 20 d. Employers may conduct drug or alcohol testing
6 21 as required by federal law or regulation.
6 22 e. Employers may conduct drug or alcohol testing
6 23 in investigating accidents in the workplace which
6 24 result in a personal injury which requires medical
6 25 treatment away from the workplace or damage to
6 26 property, including equipment, in an amount reasonably
6 27 estimated to exceed one thousand dollars at the time
6 28 of the accident.
6 29 8. WRITTEN POLICY AND OTHER TESTING REQUIREMENTS.
6 30 a. Prior to conducting drug or alcohol testing
6 31 under this section, an employer shall establish,
6 32 following consultation with representatives of
6 33 employees, a written policy consistent with the
6 34 requirements of this section governing such testing.
6 35 The employer shall comply with this section and the
6 36 requirements of the written policy to conduct drug or
6 37 alcohol testing of employees and prospective employees
6 38 and shall provide the written policy to every employee
6 39 subject to testing and shall make the policy available
6 40 for review by employees and prospective employees. In
6 41 addition, the employer's written policy shall provide
6 42 for notice to prospective employees if a drug or
6 43 alcohol test will be required of a prospective
6 44 employee prior to employment.
6 45 b. The employer's written policy shall provide
6 46 uniform requirements for what disciplinary or
6 47 rehabilitative actions an employer shall take against
6 48 an employee or prospective employee upon receipt of a
6 49 confirmed positive drug or alcohol test result or upon
6 50 the refusal of the employee or prospective employee to
7 1 provide a testing sample. The policy shall provide
7 2 that any action taken against an employee or
7 3 prospective employee shall be based only on the
7 4 results of the drug or alcohol test and shall not in
7 5 any way, or to any degree, take into account race,
7 6 age, gender, job performance, job classification,
7 7 seniority, salary, representation status or
7 8 activities, political philosophy, religion, creed,
7 9 national origin, or any other personal factor, whether
7 10 work-related or not. An employer who fails to comply
7 11 with the provisions of this subsection as to a drug or
7 12 alcohol test shall be prohibited from taking any
7 13 disciplinary action against an employee or prospective
7 14 employee pursuant to that test.
7 15 c. Employers shall establish an awareness program
7 16 to inform employees of the dangers of drug and alcohol
7 17 use in the workplace and shall comply with the
7 18 following requirements in order to conduct drug or
7 19 alcohol testing under this section:
7 20 (1) If an employer has an employee assistance
7 21 program, the employer must inform the employee of the
7 22 benefits and services of the employee assistance
7 23 program. An employer shall post notice of the
7 24 employee assistance program in conspicuous places and
7 25 explore alternative routine and reinforcing means of
7 26 publicizing such services. In addition, the employer
7 27 must provide the employee with notice of the policies
7 28 and procedures regarding access to and utilization of
7 29 the program.
7 30 (2) If an employer does not have an employee
7 31 assistance program, the employer must maintain a
7 32 resource file of employee assistance services
7 33 providers, alcohol and other drug abuse programs
7 34 certified by the Iowa department of public health,
7 35 mental health providers, and other persons, entities,
7 36 or organizations available to assist employees with
7 37 personal or behavioral problems. The employer shall
7 38 provide all employees information about the existence
7 39 of the resource file and a summary of the information
7 40 contained within the resource file. The summary
7 41 should contain, but need not be limited to, all
7 42 information necessary to access the services listed in
7 43 the resource file. In addition, the employer shall
7 44 post in conspicuous places a listing of multiple
7 45 employee assistance providers in the area.
7 46 d. An employee or prospective employee whose drug
7 47 or alcohol test results are confirmed as positive in
7 48 accordance with this section shall not, by virtue of
7 49 those results alone, be considered as a person with a
7 50 disability for purposes of any state or local law or
8 1 regulation.
8 2 e. If the written policy provides for alcohol
8 3 testing, the employer shall establish in the written
8 4 policy a standard for alcohol concentration which
8 5 shall be deemed to violate the policy. The standard
8 6 for alcohol concentration shall not be less than .04,
8 7 expressed in terms of grams of alcohol per two hundred
8 8 ten liters of breath, or its equivalent.
8 9 f. In order to conduct drug or alcohol testing
8 10 under this section, an employer shall require all
8 11 supervisory personnel of the employer to attend a
8 12 minimum of two hours of initial training and to
8 13 attend, on an annual basis thereafter, a minimum of
8 14 one hour of subsequent training. The training shall
8 15 be based upon standards adopted by the Iowa department
8 16 of public health and shall include, but is not limited
8 17 to, information concerning the recognition of evidence
8 18 of employee alcohol and other drug abuse, the
8 19 documentation and corroboration of employee alcohol
8 20 and other drug abuse, and the referral of employees
8 21 who abuse alcohol or other drugs to the employee
8 22 assistance program or to the resource file of employee
8 23 assistance services providers. For purposes of this
8 24 paragraph, "supervisory personnel" means persons
8 25 having authority, in the interest of the employer, to
8 26 hire, transfer, suspend, lay off, recall, promote,
8 27 discharge, assign, reward, or discipline other
8 28 employees, or responsibly to direct them, or to adjust
8 29 their grievances, or effectively to recommend such
8 30 action, if in connection with the foregoing the
8 31 exercise of such authority is not of a merely routine
8 32 or clerical nature, but requires the use of
8 33 independent judgment.
8 34 g. If an employee is under eighteen years of age,
8 35 in order to conduct drug or alcohol testing under this
8 36 section, the employer shall, prior to conducting a
8 37 test, notify the employee's parent or grandparent that
8 38 a test shall be conducted and the basis for the test.
8 39 For purposes of this paragraph, "parent" means one
8 40 parent or a legal guardian or custodian of the
8 41 employee.
8 42 9. DISCIPLINARY PROCEDURES.
8 43 a. Upon receipt for an employee of the first
8 44 confirmed positive drug or alcohol test result, the
8 45 employer shall provide the employee with a substance
8 46 abuse evaluation, and treatment if recommended by the
8 47 evaluation, with costs apportioned as provided under
8 48 the employee benefit plan or at employer expense, if
8 49 an employee benefit plan is not in effect which
8 50 apportions costs. The employer shall take no
9 1 disciplinary action against the employee upon receipt
9 2 of the first confirmed positive drug or alcohol test
9 3 result if the employee undergoes a substance abuse
9 4 evaluation, and if the employee successfully completes
9 5 substance abuse treatment if treatment is recommended
9 6 by the evaluation. However, if an employee fails to
9 7 undergo substance abuse evaluation when required as a
9 8 result of a drug or alcohol test, or fails to
9 9 successfully complete substance abuse treatment when
9 10 recommended by an evaluation, the employee may be
9 11 disciplined as provided in paragraph "b". The
9 12 substance abuse evaluation and treatment provided by
9 13 the employer shall take place under a program approved
9 14 by the Iowa department of public health or accredited
9 15 by the joint commission on the accreditation of health
9 16 care organizations.
9 17 b. Upon receipt for an employee of a second
9 18 confirmed positive drug or alcohol test result or upon
9 19 receipt for a prospective employee of a confirmed
9 20 positive drug or alcohol test result, upon the failure
9 21 of an employee to comply with the requirements of
9 22 paragraph "a", or upon the refusal of an employee or
9 23 prospective employee to provide a testing sample, an
9 24 employer may use that test result or test refusal as a
9 25 valid basis for disciplinary or rehabilitative actions
9 26 consistent with the employer's written policy, which
9 27 may include, among other actions, the following:
9 28 (1) A requirement that the employee enroll in an
9 29 employer-provided or approved rehabilitation,
9 30 treatment, or counseling program, which may include
9 31 additional drug or alcohol testing, participation in
9 32 and successful completion of which may be a condition
9 33 of continued employment, and the costs of which may or
9 34 may not be covered by the employer's health plan or
9 35 policies.
9 36 (2) Suspension of the employee, with or without
9 37 pay, for a designated period of time.
9 38 (3) Termination of employment.
9 39 (4) Refusal to hire a prospective employee.
9 40 (5) Other adverse employment action in conformance
9 41 with the employer's written policy and procedures,
9 42 including any relevant collective bargaining agreement
9 43 provisions.
9 44 10. EMPLOYER IMMUNITY. A cause of action shall
9 45 not arise against an employer who, in good faith, has
9 46 established a written policy in accordance with this
9 47 section and has complied with the requirements of the
9 48 written policy and this section for testing or taking
9 49 action based on the results of a confirmed positive
9 50 drug or alcohol test result, indicating the presence
10 1 of drugs or alcohol, or the refusal of an employee or
10 2 prospective employee to submit to a drug or alcohol
10 3 test.
10 4 11. RELEASE OF INFORMATION – CONFIDENTIALITY –
10 5 EXCEPTIONS.
10 6 a. Except as provided in paragraph "b", all
10 7 communications received by an employer relevant to
10 8 employee or prospective employee drug or alcohol test
10 9 results, or otherwise received through the employer's
10 10 drug or alcohol testing program, are confidential
10 11 communications and shall not be used or received in
10 12 evidence, obtained in discovery, or disclosed in any
10 13 public or private proceeding, except as provided by
10 14 this section or in a proceeding related to an action
10 15 taken by an employer under this section or by an
10 16 employee under this section.
10 17 b. An employee, or a prospective employee, who is
10 18 the subject of a drug or alcohol test conducted under
10 19 this section pursuant to an employer's written policy
10 20 and for whom a confirmed positive test result is
10 21 reported shall receive, at the same time the report is
10 22 issued to the employer, a copy of the report issued to
10 23 the employer and shall receive any records relating to
10 24 the employee's drug or alcohol test, including records
10 25 of the laboratory where the testing was conducted and
10 26 any records relating to the results of any relevant
10 27 review by a medical review officer.
10 28 12. CIVIL REMEDIES. This section may be enforced
10 29 through a civil action.
10 30 a. A person who violates this section or who aids
10 31 in the violation of this section, is liable to an
10 32 aggrieved employee or prospective employee for
10 33 affirmative relief including reinstatement or hiring,
10 34 with or without back pay, or any other equitable
10 35 relief as the court deems appropriate including
10 36 attorney fees and court costs.
10 37 b. When a person commits, is committing, or
10 38 proposes to commit, an act in violation of this
10 39 section, an injunction may be granted through an
10 40 action in district court to prohibit the person from
10 41 continuing such acts. The action for injunctive
10 42 relief may be brought by an aggrieved employee or
10 43 prospective employee, the county attorney, or the
10 44 attorney general.
10 45 In an action brought under this subsection alleging
10 46 that an employer has required or requested a drug or
10 47 alcohol test in violation of this section, the
10 48 employer has the burden of proving that the
10 49 requirements of this section were met.
10 50 13. OFFENSES. Samples collected, information
11 1 provided by an employee or prospective employee
11 2 pursuant to subsection 6, paragraph "c", subparagraph
11 3 (2), and the results of drug or alcohol testing shall
11 4 be used solely for the purpose of conducting drug or
11 5 alcohol testing pursuant to this section and shall not
11 6 be sold, transferred, or disseminated, to any person
11 7 for any purpose not expressly authorized by this
11 8 section. A person who violates this subsection
11 9 commits a simple misdemeanor and, notwithstanding
11 10 section 903.1, if a monetary fine is imposed, the fine
11 11 shall be one hundred dollars. Each violation of this
11 12 subsection constitutes a separate offense.
11 13 14. REPORTS.
11 14 a. An employer who conducts a drug test pursuant
11 15 to this section shall, for each fiscal year beginning
11 16 on or after July 1, 1999, file an annual report with
11 17 the division of labor services of the department of
11 18 workforce development, on forms provided by the
11 19 division, documenting the number of accidents,
11 20 including the number of personal injuries and the
11 21 dollar loss for property damage arising out of the
11 22 accidents, caused by the use of drugs or alcohol by
11 23 employees and documenting separately for each category
11 24 of testing described in subsection 7, the following
11 25 information:
11 26 (1) The number of drug or alcohol tests conducted
11 27 in each category.
11 28 (2) The results of drug or alcohol tests conducted
11 29 in each category.
11 30 (3) The cumulative direct costs of drug or alcohol
11 31 tests in each category. Direct costs include employee
11 32 work hours lost due to the conducting of drug or
11 33 alcohol testing pursuant to this section.
11 34 (4) The cost of substance abuse evaluation and
11 35 treatment for employees in each category.
11 36 b. The division of labor services of the
11 37 department of workforce development shall compile the
11 38 information submitted by employers pursuant to this
11 39 subsection and shall submit an annual report to the
11 40 general assembly on this information."
11 41
11 42
11 43
11 44 TAYLOR of Linn
11 45
11 46
11 47
11 48 BELL of Jasper
11 49
11 50
12 1
12 2 BRAND of Tama
12 3
12 4
12 5
12 6 BUKTA of Clinton
12 7
12 8
12 9
12 10 BURNETT of Story
12 11
12 12
12 13
12 14 CATALDO of Polk
12 15
12 16
12 17
12 18 CHAPMAN of Linn
12 19
12 20
12 21
12 22 CHIODO of Polk
12 23
12 24
12 25
12 26 COHOON of Des Moines
12 27
12 28
12 29
12 30 CONNORS of Polk
12 31
12 32
12 33
12 34 DODERER of Johnson
12 35
12 36
12 37
12 38 DOTZLER of Black Hawk
12 39
12 40
12 41
12 42 DREES of Carroll
12 43
12 44
12 45
12 46 FALCK of Fayette
12 47
12 48
12 49
12 50 FALLON of Polk
13 1
13 2
13 3
13 4 FOEGE of Linn
13 5
13 6
13 7
13 8 FORD of Polk
13 9
13 10
13 11
13 12 FREVERT of Palo Alto
13 13
13 14
13 15
13 16 HOLVECK of Polk
13 17
13 18
13 19
13 20 HUSER of Polk
13 21
13 22
13 23
13 24 JOCHUM of Dubuque
13 25
13 26
13 27
13 28 KINZER of Scott
13 29
13 30
13 31
13 32 KOENIGS of Mitchell
13 33
13 34
13 35
13 36 KREIMAN of Davis
13 37
13 38
13 39
13 40 LARKIN of Lee
13 41
13 42
13 43
13 44 MASCHER of Johnson
13 45
13 46
13 47
13 48 MAY of Worth
13 49
13 50
14 1
14 2 MERTZ of Kossuth
14 3
14 4
14 5
14 6 MORELAND of Wapello
14 7
14 8
14 9
14 10 MUNDIE of Webster
14 11
14 12
14 13
14 14 MURPHY of Dubuque
14 15
14 16
14 17
14 18 MYERS of Johnson
14 19
14 20
14 21
14 22 O'BRIEN of Boone
14 23
14 24
14 25
14 26 OSTERHAUS of Jackson
14 27
14 28
14 29
14 30 REYNOLDS-KNIGHT of Van Buren
14 31
14 32
14 33
14 34 RICHARDSON of Warren
14 35
14 36
14 37
14 38 SCHERRMAN of Dubuque
14 39
14 40
14 41
14 42 SCHRADER of Marion
14 43
14 44
14 45
14 46 SHOULTZ of Black Hawk
14 47
14 48
14 49
14 50 THOMAS of Clayton
15 1
15 2
15 3
15 4 WARNSTADT of Woodbury
15 5
15 6
15 7
15 8 WEIGEL of Chickasaw
15 9
15 10
15 11
15 12 WHITEAD of Woodbury
15 13
15 14
15 15
15 16 WISE of Lee
15 17
15 18
15 19
15 20 WITT of Black Hawk
15 21 HF 299.375 77
15 22 ec/cf/28
Text: H08214 Text: H08216 Text: H08200 - H08299 Text: H Index Bills and Amendments: General Index Bill History: General Index
© 1998 Cornell College and League of Women Voters of Iowa
Comments about this site or page?
webmaster@legis.iowa.gov.
Please remember that the person listed above does not vote on bills. Direct all comments concerning legislation to State Legislators.
Last update: Thu Mar 5 03:45:51 CST 1998
URL: /DOCS/GA/77GA/Legislation/H/08200/H08215/980304.html
jhf