House
File
180
-
Introduced
HOUSE
FILE
180
BY
HUNTER
,
OLSON
,
JACOBY
,
WESSEL-KROESCHELL
,
KRESSIG
,
STECKMAN
,
CAHILL
,
WILBURN
,
STAED
,
JAMES
,
WINCKLER
,
GJERDE
,
MASCHER
,
BROWN-POWERS
,
and
COHOON
A
BILL
FOR
An
Act
concerning
wage
payment
collection
issues
arising
1
between
employers
and
employees,
providing
penalties
and
2
remedies,
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
91A.5,
subsection
1,
unnumbered
1
paragraph
1,
Code
2021,
is
amended
to
read
as
follows:
2
An
employer
shall
have
the
burden
to
establish
that
a
3
deduction
from
employee
wages
is
lawful.
An
employer
shall
not
4
withhold
or
divert
any
portion
of
an
employee’s
wages
unless:
5
Sec.
2.
Section
91A.5,
subsection
1,
paragraph
b,
Code
2021,
6
is
amended
to
read
as
follows:
7
b.
The
employer
has
obtains
advance
written
authorization
8
from
the
employee
to
so
deduct
for
any
lawful
purpose
accruing
9
to
the
benefit
of
the
employee.
10
Sec.
3.
Section
91A.6,
subsection
1,
Code
2021,
is
amended
11
to
read
as
follows:
12
1.
An
employer
shall
after
being
notified
by
the
13
commissioner
pursuant
to
subsection
2
do
the
following
:
14
a.
Notify
its
employees
in
writing
at
the
time
of
hiring
15
what
wages
and
regular
paydays
are
designated
by
the
employer.
16
b.
Notify
its
employees
in
writing
whose
wages
are
17
determined
based
on
a
task,
piece,
mile,
or
load
basis
about
18
the
method
used
to
calculate
wages
and
when
the
wages
are
19
earned
by
the
employees.
20
b.
c.
Notify,
at
least
one
pay
period
prior
to
the
21
initiation
of
any
changes,
its
employees
of
any
changes
in
22
the
arrangements
specified
in
this
subsection
1
that
reduce
23
wages
or
alter
the
regular
paydays.
The
notice
shall
either
24
be
in
writing
or
posted
at
a
place
where
employee
notices
are
25
routinely
posted.
26
c.
d.
Make
available
to
its
employees
upon
written
request,
27
a
written
statement
enumerating
employment
agreements
and
28
policies
with
regard
to
vacation
pay,
sick
leave,
reimbursement
29
for
expenses,
retirement
benefits,
severance
pay,
or
other
30
comparable
matters
with
respect
to
wages.
Notice
of
such
31
availability
shall
be
given
to
each
employee
in
writing
or
by
a
32
notice
posted
at
a
place
where
employee
notices
are
routinely
33
posted.
34
d.
e.
Establish,
maintain,
and
preserve
for
three
35
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calendar
years
the
payroll
records
showing
the
hours
worked,
1
wages
earned,
and
deductions
made
for
each
employee
and
2
any
employment
agreements
entered
into
between
an
employer
3
and
employee.
Failure
to
do
so
shall
raise
a
rebuttable
4
presumption
that
the
employer
did
not
pay
the
required
minimum
5
wage
under
section
91D.1.
6
Sec.
4.
Section
91A.6,
subsection
2,
Code
2021,
is
amended
7
by
striking
the
subsection.
8
Sec.
5.
Section
91A.6,
subsection
4,
Code
2021,
is
amended
9
by
striking
the
subsection
and
inserting
in
lieu
thereof
the
10
following:
11
4.
a.
On
each
regular
payday,
the
employer
shall
provide
12
to
each
employee
a
statement
showing
the
wages
earned
by
13
the
employee,
the
deductions
made
for
the
employee,
and
the
14
following
information,
as
applicable:
15
(1)
For
each
employee
paid
in
whole
or
in
part
on
an
hourly
16
basis,
the
statement
shall
show
the
hours
the
employee
worked.
17
(2)
For
each
employee
paid
based
on
a
percentage
of
sales
or
18
based
on
a
percentage
of
revenue
generated
for
the
employer,
19
the
statement
shall
include
a
list
of
the
amount
of
each
sale
20
or
the
amount
of
revenue
during
the
pay
period.
21
(3)
For
each
employee
whose
pay
is
based
on
the
number
22
of
miles
or
loads
performed,
the
statement
shall
include
the
23
applicable
number
performed
during
the
pay
period.
24
b.
The
employer
shall
provide
the
statement
using
one
of
the
25
following
methods:
26
(1)
Sending
the
statement
to
an
employee
by
mail.
27
(2)
Providing
the
statement
to
an
employee
by
secure
28
electronic
transmission
or
by
other
secure
electronic
means.
29
If
an
employee
is
unable
to
receive
the
statement
by
this
30
method,
the
employee
shall
notify
the
employer
in
writing
at
31
least
one
pay
period
in
advance,
and
the
employer
shall
provide
32
the
statement
by
one
of
the
other
methods
listed
in
this
33
paragraph
“b”
.
34
(3)
Providing
the
statement
to
the
employee
at
the
35
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employee’s
normal
place
of
employment
during
normal
employment
1
hours.
2
(4)
Providing
each
employee
access
to
view
a
statement
3
of
the
employee’s
earnings
electronically
and
providing
the
4
employee
free
and
unrestricted
access
to
a
printer
to
print
the
5
statement.
6
Sec.
6.
Section
91A.8,
Code
2021,
is
amended
to
read
as
7
follows:
8
91A.8
Damages
recoverable
by
an
employee.
9
When
it
has
been
shown
that
an
employer
has
intentionally
10
failed
to
pay
an
employee
wages
or
reimburse
expenses
pursuant
11
to
section
91A.3
,
whether
as
the
result
of
a
wage
dispute
or
12
otherwise,
the
employer
shall
be
liable
to
the
employee
for
13
any
the
unpaid
wages
or
unreimbursed
expenses
that
are
so
14
intentionally
failed
to
be
paid
or
reimbursed
,
plus
liquidated
15
damages,
court
costs
,
and
any
attorney’s
attorney
fees
incurred
16
in
recovering
the
unpaid
wages
or
unreimbursed
expenses
17
and
determined
to
have
been
usual
and
necessary.
In
other
18
instances
the
employer
shall
be
liable
only
for
unpaid
wages
or
19
expenses,
court
costs
and
usual
and
necessary
attorney’s
fees
20
incurred
in
recovering
the
unpaid
wages
or
expenses.
21
Sec.
7.
Section
91A.10,
subsection
5,
Code
2021,
is
amended
22
to
read
as
follows:
23
5.
An
employer
shall
not
discharge
or
in
any
other
manner
24
discriminate
against
any
employee
because
the
employee
has
25
filed
a
complaint,
assigned
a
claim,
or
brought
an
action
under
26
this
section
or
has
cooperated
in
bringing
any
action
against
27
an
employer.
28
a.
An
employer
or
other
person
shall
not
discharge
or
in
29
any
other
manner
discriminate
or
retaliate
against
any
of
the
30
following:
31
(1)
An
employee
or
other
person
for
exercising
any
right
32
provided
under
this
chapter
or
any
rules
adopted
pursuant
to
33
this
chapter.
34
(2)
Another
employee
or
person
for
providing
assistance
to
35
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an
employee
or
providing
information
regarding
the
employee
or
1
person.
2
(3)
Another
employee
or
person
for
testifying
or
planning
3
to
testify
in
any
investigation
or
proceeding
regarding
the
4
employee
or
person.
5
b.
Taking
adverse
action
against
an
employee
or
other
person
6
within
ninety
days
of
an
employee’s
or
other
person’s
engaging
7
in
any
of
the
activities
in
paragraph
“a”
raises
a
presumption
8
that
such
action
was
retaliation,
which
may
be
rebutted
by
9
evidence
that
such
action
was
taken
for
other
permissible
10
reasons.
11
c.
Any
employee
may
file
a
complaint
with
the
commissioner
12
alleging
discharge
,
or
discrimination
,
or
retaliation
within
13
thirty
days
after
such
violation
occurs.
Upon
receipt
of
the
14
complaint,
the
commissioner
shall
cause
an
investigation
to
be
15
made
to
the
extent
deemed
appropriate.
If
the
commissioner
16
determines
from
the
investigation
that
the
provisions
of
this
17
subsection
have
been
violated,
the
commissioner
shall
bring
18
an
action
in
the
appropriate
district
court
against
such
19
person.
The
district
court
shall
have
jurisdiction,
for
cause
20
shown,
to
restrain
violations
of
this
subsection
and
order
all
21
appropriate
relief
including
rehiring
or
reinstatement
of
the
22
employee
to
the
former
position
with
back
pay.
23
Sec.
8.
Section
91A.10,
Code
2021,
is
amended
by
adding
the
24
following
new
subsection:
25
NEW
SUBSECTION
.
6.
A
civil
action
to
enforce
subsection
5
26
may
also
be
maintained
in
any
court
of
competent
jurisdiction
27
by
the
commissioner
or
by
any
party
injured
by
a
violation
28
of
subsection
5.
An
employer
or
other
person
who
retaliates
29
against
an
employee
or
other
person
in
violation
of
subsection
30
5
shall
be
required
to
pay
the
employee
or
other
person
31
an
amount
set
by
the
commissioner
or
a
court
sufficient
to
32
compensate
the
employee
or
other
person
and
to
deter
future
33
violations,
but
not
less
than
one
hundred
fifty
dollars
for
34
each
day
that
the
violation
occurred.
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Sec.
9.
NEW
SECTION
.
91A.16
Commissions
earned
date.
1
An
employer
shall
not
require
that
a
person
be
a
current
2
employee
to
be
paid
a
commission
that
the
person
otherwise
3
earned.
4
Sec.
10.
EFFECTIVE
DATE.
This
Act
takes
effect
January
1,
5
2022.
6
EXPLANATION
7
The
inclusion
of
this
explanation
does
not
constitute
agreement
with
8
the
explanation’s
substance
by
the
members
of
the
general
assembly.
9
This
bill
relates
to
the
collection
of
wages
from
employers
10
by
employees
under
Code
chapter
91A,
the
“Iowa
Wage
Payment
11
Collection
Law”.
12
The
bill
provides
that
an
employer
has
the
burden
to
13
establish
that
a
deduction
from
employees’
wages
is
lawful
and
14
that
the
employer
must
obtain
written
authorization
for
the
15
deduction
from
the
employee
in
advance.
16
The
bill
removes
the
requirement
that
an
employer
be
17
notified
by
the
division
of
labor
services
of
the
department
18
of
workforce
development
before
the
employer
is
required
to
19
fulfill
requirements
relating
to
employee
wage
and
benefit
20
information.
The
bill
requires
an
employer
to
notify
employees
21
in
writing
whose
wages
are
determined
based
on
a
task,
piece,
22
mile,
or
load
basis
about
the
method
used
to
calculate
wages
23
and
when
wages
are
earned.
The
bill
establishes
a
rebuttable
24
presumption
that
an
employer
did
not
pay
the
minimum
wage
if
25
the
employer
does
not
maintain
proper
payroll
records.
26
The
bill
requires
an
employer
to
provide
to
each
employee
27
a
statement
of
the
employee’s
earnings,
deductions
made,
and
28
as
applicable
the
following:
for
an
employee
paid
hourly,
the
29
number
of
hours
worked
during
the
pay
period;
for
an
employee
30
paid
on
a
percentage
of
sales
or
revenue
generated,
a
list
of
31
sales
or
amount
of
revenue
during
the
pay
period;
and
for
an
32
employee
paid
based
on
the
number
of
miles
or
loads
performed,
33
the
applicable
number
performed
during
the
pay
period.
34
The
bill
provides
that
when
any
specified
violation
of
Code
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chapter
91A
occurs,
even
if
unintentional,
an
employer
shall
be
1
liable
for
unpaid
wages
or
expenses
plus
liquidated
damages,
2
court
costs,
and
attorney
fees
incurred
in
recovering
wages.
3
Prohibitions
on
retaliatory
actions
by
employers
or
4
others
are
expanded
to
cover
persons
other
than
employees
who
5
act
under
Code
chapter
91A
with
respect
to
an
employee.
A
6
90-day
period
is
established
during
which
any
action
against
7
an
employee
or
other
person
is
rebuttably
presumed
to
be
8
retaliatory.
The
bill
allows
the
labor
commissioner
or
any
9
injured
party
to
maintain
a
civil
action
in
any
court
of
proper
10
jurisdiction.
An
employer
who
retaliates
against
an
employee
11
or
other
person
shall
compensate
the
injured
party
an
amount
12
set
by
the
labor
commissioner
or
the
court,
but
not
less
than
13
$150
for
each
day
of
the
violation.
14
The
bill
prohibits
an
employer
from
requiring
that
15
an
individual
be
a
current
employee
to
be
paid
an
earned
16
commission.
17
An
employer
who
violates
Code
chapter
91A
is
subject
to
a
18
civil
penalty
of
not
more
than
$500
per
pay
period
for
each
19
violation.
20
The
bill
takes
effect
January
1,
2022.
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