[COMPANY NAME]

EMPLOYEE HANDBOOK

(State of Iowa)

Effective Date: [_____], 20[__]

[// GUIDANCE: This template is intentionally comprehensive. Delete bracketed items, customize all placeholders, and tailor each policy to the employer’s size, industry, and operational realities before issuance.]

TABLE OF CONTENTS

I. Document Header
II. Definitions
III. Operative Provisions (Employment Policies)
IV. Representations & Warranties
V. Covenants & Restrictions
VI. Default & Remedies (Corrective Action)
VII. Risk Allocation
VIII. Dispute Resolution
IX. General Provisions
X. Execution Block (Employee Acknowledgment)

I. DOCUMENT HEADER

1. Purpose and Scope
   1.1 This Employee Handbook (“Handbook”) is issued by [COMPANY NAME], an [STATE] corporation with its principal place of business at [ADDRESS] (the “Company”).
   1.2 The Handbook outlines the Company’s current employment policies and practices that apply to employees working in the State of Iowa.

2. Consideration and Jurisdiction
   2.1 Receipt and continued employment constitute good and valuable consideration for an employee’s agreement to comply with these policies.
   2.2 All matters relating to employment with the Company shall be governed by the laws of the State of Iowa, unless superseded by federal law.

3. At-Will Employment & Contractual Disclaimer
   3.1 Employment with the Company is “at-will.” Either the Employee or the Company may terminate the employment relationship at any time, with or without cause or notice, subject only to applicable law.
   3.2 This Handbook is not an employment contract, express or implied, and does not create any contractual rights beyond those required by law.
   3.3 The Company reserves the right to revise, supplement, or rescind any portion of this Handbook at its sole discretion, subject to applicable law.

II. DEFINITIONS

“Arbitration Policy” – The optional dispute resolution procedure described in Section VIII.
“Company Property” – All tangible and intangible property owned, licensed, or leased by the Company, including information systems and confidential information.
“Employee” – Any individual classified by the Company as an employee on its payroll records.
“Exempt Employee” – An Employee exempt from overtime requirements under the Fair Labor Standards Act (29 U.S.C. § 201 et seq.) and Iowa Code ch. 91D.
“Immediate Family” – Spouse, domestic partner, parent, sibling, child, grandparent, or grandchild (by blood, marriage, or adoption).
“Protected Characteristics” – Race, color, creed, sex, pregnancy, sexual orientation, gender identity, national origin, religion, age, disability, genetic information, or any other characteristic protected by Iowa Code ch. 216 or federal law.
“Workweek” – A fixed and regularly recurring period of 168 hours (seven consecutive 24-hour periods) beginning [DAY/TIME] each week.

[// GUIDANCE: Add or delete definitions to match company policies.]

III. OPERATIVE PROVISIONS (EMPLOYMENT POLICIES)

3.01 Equal Employment Opportunity

The Company provides equal employment opportunities to all applicants and Employees without unlawful discrimination or harassment consistent with Iowa Code ch. 216, Title VII of the Civil Rights Act, the Americans with Disabilities Act (“ADA”), and all other applicable laws.

3.02 Anti-Harassment & Complaint Procedure

1. Prohibited Conduct. Harassment based on any Protected Characteristic is strictly prohibited.
2. Reporting. Employees should promptly report concerns to [TITLE OR DEPARTMENT] or through the Anonymous Hotline at [PHONE/WEB].
3. Investigation & Retaliation. Reports will be investigated promptly and impartially. Retaliation for good-faith complaints is prohibited.

3.03 Wage & Hour Compliance

1. Minimum Wage. The Company complies with the greater of federal or Iowa minimum wage (currently $7.25/hour; Iowa Code § 91D.1).
2. Overtime. Non-Exempt Employees are paid 1½ times their regular rate for hours worked over 40 in a Workweek in accordance with the FLSA and Iowa law.
3. Timekeeping. Employees must accurately record all hours worked via [SYSTEM/PROCESS].
4. Pay Periods & Deductions. Payday occurs [FREQUENCY]. Only lawful deductions authorized in writing or required by law will be made (Iowa Code ch. 91A).

3.04 Work Schedules, Meal & Rest Breaks

1. Standard Schedule. The standard work schedule for full-time Employees is [HOURS].
2. Breaks. Employees under 16 are entitled to a 30-minute meal break if employed five consecutive hours (Iowa Code § 92.7). Company-provided breaks for other Employees are detailed in [POLICY].

3.05 Leave Policies

1. Family & Medical Leave Act (FMLA). Eligible Employees (50+ workforce) may take up to 12 weeks of unpaid, job-protected leave for qualifying reasons.
2. Pregnancy & Childbirth Leave. Reasonable unpaid leave or transfer is provided per Iowa Code § 216.6(2)(d).
3. Military Leave. Protected leave for military service is provided under Iowa Code § 29A.28 and USERRA.
4. Jury Duty. Time off is provided; exempt Employees will not be docked for partial-week absences (Iowa Code § 607A.45).
5. Voting Leave. Up to three consecutive paid hours to vote when the Employee’s work schedule would impede voting (Iowa Code § 49.109).
6. Crime Victim Leave. Unpaid leave is available for attending proceedings as a victim of a violent crime (Iowa Code § 915.11).
7. Bereavement, PTO, and Other Leaves. See [SECTION/APPENDIX] for Company-specific benefits.

[// GUIDANCE: Confirm company size thresholds and enhance leave entitlements to remain competitive.]

3.06 Safety & Workers’ Compensation

1. Safety Program. Employees must follow all OSHA and Company safety rules.
2. Reporting Injuries. Report any workplace injury to [TITLE] immediately.
3. Exclusive Remedy. Workers’ compensation benefits are the exclusive remedy for covered workplace injuries (Iowa Code ch. 85).

3.07 Drug-Free & Smoke-Free Workplace

1. Drug-Free Policy. The unlawful manufacture, distribution, possession, or use of controlled substances on Company Property is prohibited. Testing will comply with Iowa Code ch. 730.5.
2. Smoke-Free Premises. Smoking and vaping are prohibited in Company facilities and vehicles pursuant to the Iowa Smokefree Air Act (Iowa Code ch. 142D).

3.08 Technology & Confidential Information

1. Acceptable Use. Company systems are for authorized business use; no expectation of privacy exists.
2. Confidentiality. Employees must protect Company trade secrets and proprietary information both during and after employment.

3.09 Conflicts of Interest

Employees must avoid outside interests that conflict or appear to conflict with the Company’s business. Prior written disclosure to [HR/LEGAL] is required.

IV. REPRESENTATIONS & WARRANTIES

4.1 Employee Representation. By acknowledging this Handbook, Employee represents that (a) the Employee is not subject to any restrictive covenant that would bar or limit employment with the Company, and (b) the information provided to the Company during hiring is accurate and complete.

4.2 Company Disclaimer of Warranties. Except as expressly required by law, the Company disclaims all warranties, express or implied, regarding employment terms not contained in this Handbook.

V. COVENANTS & RESTRICTIONS

5.1 Employee Covenants. Employee shall:
(a) Comply with all policies herein and lawful Company directives.
(b) Safeguard Company Property and Confidential Information.
(c) Promptly disclose any invention or improvement conceived during employment that relates to the Company’s business.

5.2 Post-Employment Restrictions. For a period of [___] months after termination, Employee shall continue to protect trade secrets and comply with any separately executed restrictive-covenant agreements.

VI. DEFAULT & REMEDIES (CORRECTIVE ACTION)

6.1 Events of Default. Violations of Company policy, misconduct, or poor performance.

6.2 Corrective Action Ladder
(a) Verbal Counseling
(b) Written Warning
(c) Final Warning or Suspension
(d) Termination of Employment

6.3 Skipping Steps. The Company reserves the right to accelerate or omit steps based on severity.

6.4 Recovery of Company Property & Data upon Separation. All Company Property must be returned no later than the last day worked.

6.5 Attorneys’ Fees. In any legal proceeding to enforce Section 5 or 6, the prevailing party shall be entitled to reasonable attorneys’ fees and costs, except where prohibited by law.

VII. RISK ALLOCATION

7.1 Indemnification by Employee. To the fullest extent permitted by Iowa law, Employee shall indemnify and hold the Company harmless from any loss, damage, or expense arising out of Employee’s willful misconduct, gross negligence, or violation of law or Company policy (“Employee Misconduct”).

7.2 Limitation of Company Liability. The Company’s liability shall be limited to remedies expressly provided by statute, including the Iowa Workers’ Compensation Act and any other non-waivable statutory right (“Statutory Limits”).

7.3 Insurance. The Company maintains workers’ compensation and general liability coverage. Employees are encouraged to maintain appropriate personal insurance.

7.4 Force Majeure. The Company is excused from performance (including wage obligations other than those already accrued) when operations are suspended due to fire, natural disaster, governmental order, pandemic, utility failure, or comparable events beyond its reasonable control.

VIII. DISPUTE RESOLUTION

8.1 Governing Law. Iowa law governs all employment-related disputes, except where pre-empted by federal law.

8.2 Forum Selection. The state courts of [COUNTY], Iowa shall be the exclusive forum for any action arising out of or relating to employment, subject to Section 8.3.

8.3 Optional Arbitration.
(a) Election. The Company may at any time adopt a standalone Arbitration Policy covering some or all employment claims.
(b) Notice & Acknowledgment. No Employee shall be compelled to arbitrate unless and until the Employee receives the Arbitration Policy and affirmatively acknowledges in writing.

8.4 Jury Waiver. Nothing herein shall be construed to waive an Employee’s constitutional right to a jury trial absent a voluntary, knowing, and written agreement executed after the dispute arises.

8.5 Limited Injunctive Relief. The Company may seek temporary or preliminary injunctive relief in court to prevent the unauthorized disclosure of trade secrets or irreparable harm, but only to the narrow extent necessary to protect such interests.

IX. GENERAL PROVISIONS

9.1 Amendments & Waivers. Only a written instrument signed by the Company’s [TITLE] may modify this Handbook; no oral statement shall alter its terms. The Company’s failure to enforce any provision is not a waiver of future enforcement.

9.2 Assignment. Employee may not assign any rights or delegate any obligations under this Handbook. The Company may assign to a successor in interest.

9.3 Severability. If any provision is held invalid, the remainder shall be enforced to the maximum extent permissible.

9.4 Integration. This Handbook, together with any standalone agreements (e.g., Non-Disclosure, Arbitration Policy), constitutes the full and complete statement of the parties’ understanding regarding the subjects addressed.

9.5 Electronic Signatures. The Company may rely on electronic acknowledgments executed via [E-SIGN PLATFORM], which shall be deemed originals.

9.6 Counterparts. If applicable, this Handbook may be executed in counterparts, each of which is deemed an original.

X. EXECUTION BLOCK (EMPLOYEE ACKNOWLEDGMENT)

I, [EMPLOYEE NAME], acknowledge that I have received, read, and understand the [COMPANY NAME] Employee Handbook dated [DATE]. I agree to comply with the policies and procedures contained herein and understand that my employment is at-will.

[// GUIDANCE:
1. Provide every new hire with this Handbook and secure the acknowledgment for personnel files.
2. Re-issue and obtain updated acknowledgments whenever material revisions occur.
3. Review annually for statutory changes (e.g., wage/hour, paid leave, discrimination updates).]