General Employment Information

Probationary Period

If you are employed in a permanent, merit-covered position, you will serve a six- month probationary period. If you are a Peace Officer employed by the Iowa Department of Public Safety, you are subject to a 12-month probationary period. 

Before your probationary period is completed, your supervisor will evaluate your work performance. At such time, you may be granted permanent status or you may be terminated. There is no right of appeal if you are terminated during your probationary period. Ask your supervisor or your agency’s human resources associate if you have any questions regarding your employment status.

Permanent Status

If you successfully complete your probationary period, you obtain permanent status. Permanent status does not mean you cannot be disciplined or discharged for misconduct, poor job performance, or any other just cause. Further, permanent status does not guarantee you will not be subject to layoff. (Note: If you are employed in a permanent position that is exempt from the provisions of the State’s merit system and any applicable collective bargaining agreements containing just cause discipline and discharge provisions, you may not be subject to a just-cause standard for discipline or discharge.)

Merit System Coverage

Your position is covered by the State of Iowa’s merit system unless exempted by statute. The merit system is a system of human resource administration based upon merit principles to govern the appointment, compensation, promotion, welfare, development, transfer, layoff, removal, and discipline of its civil employees, and other incidents of state employment. If your position is covered by the merit system, you may be disciplined or discharged for just cause.

If your position is non-merit (i.e., exempt from the merit system) and your position is not otherwise covered by collective bargaining agreement or Iowa Code provisions relating to cause or just cause discipline and discharge, your position is considered at-will and you serve at the pleasure of your Appointing Authority. This means you may be disciplined or discharged for any lawful reason at any time without regard to cause or just cause.  Ask your supervisor or your agency’s human resources associate if you have questions about your employment status.

Armed Services Veterans Employees

After serving a probationary period and if you qualify for veterans preference, you may not be removed from your position or employment except for incompetency or misconduct. You must be given notice of the allegations and will be given a hearing. Additionally, there are certain other rights found in Iowa code Section 35C.

Veterans preference does not apply to situations in which a position is eliminated due to a reduction in force. Additionally, veterans preference does not apply to certain positions. Ask your supervisor or your agency’s human resources associate if you have questions regarding your position.

Work Hours

The standard work schedule for most employees is 40 hours per workweek. In locations with around- the-clock operations, schedule and days off will vary. In some agencies, employees may be permitted to use various options, which provide flexibility in scheduling work hours. Your supervisor will explain any options available to you. Typically, two 15-minute paid rest periods are provided. The first rest period is generally scheduled during the first half of your workday, and the second rest period in the second half of your workday. A 30-minute unpaid lunch period will also be arranged by your supervisor.

Overtime

During emergencies or periods requiring extra work, your workweek may be adjusted by your supervisor. Overtime compensation is paid in accordance with the federal Fair Labor Standards Act, DAS-HRE rules, and any applicable provisions of a collective bargaining agreement. If you are eligible for overtime pay, you must have prior approval from your supervisor to work overtime. For specific information, refer to DAS-HRE rules, an applicable collective bargaining agreement or consult with your supervisor.

Additionally, if you are an overtime-eligible employee, you may request to accrue compensatory time in lieu of payment for overtime hours. You may accrue compensatory time up to 80 hours, after which the time will be paid out to you. For further information regarding compensatory time, please consult DAS- HRE rules, an applicable collective bargaining agreement or your supervisor for any specific agency policies.

Promotion

To be considered for promotional opportunities in positions covered by the merit system, you must apply for the appropriate job class and be included on the DAS-HRE list of eligibles for the class. 

DAS-HRE accepts applications for promotion from permanent employees. You may apply online at https://das.iowa.gov/human-resources/state- employment.

Minimum qualifications for each job classification are listed in the DAS-HRE job class descriptions, which are available at your local Iowa Workforce Center, at DAS-HRE, or online at https://das.iowa.gov/human-resources/classification-and- pay. 

If you are promoted within your employing agency, you may be required to serve a probationary period in your new position. This requirement does not affect your permanent status. If you do not perform satisfactorily in the new position, you may be returned to a position in your former job class. Refer to the DAS-HRE rules for further information.

Dual Executive Branch Compensation

Pursuant to Iowa Code section 68B.2B, if you accept simultaneous employment with another executive branch agency, you must file notice of the dual employment with the Iowa Ethics and Campaign Disclosure Board within 20 business days of accepting the second employment. (This does not apply to service in the Iowa National Guard or General Assembly.) The form can be found on the Iowa Ethics and Campaign Disclosure Board website at https://ethics.iowa.gov/.

In addition, you may not perform work for another state agency which is the same or substantially similar to the work performed as part of your regular employment duties.

Job Reclassification

Management may change the duties and responsibilities of your position. If the changes are significant and assigned permanently, the position may be considered for reclassification to a job class which more accurately reflects the new duties, if necessary. If a different job class is necessary, it may be to a higher or lower pay grade, or to a different class in the same pay grade. If your position’s classification is reviewed, you and your supervisor will be asked to complete the appropriate forms, which will include a description of your duties. 

You or your agency may request a classification review of your position. DAS-HRE may also review your position’s classification without a formal request from you or your agency. Approval must be obtained from DAS-HRE (and the Department of Management, if there are budget implications) before a reclassification can be effective. If you are affected by a reclassification decision and you do not agree with the decision, you may have the right to file an appeal with the Classification Appeal Committee in accordance with DAS-HRE rules.

Performance Reviews

If you are a probationary employee, you may receive one or more performance reviews prior to the end of your first six months of employment. If you are a permanent employee, you will receive job performance reviews at least once every twelve months. If you do not receive a timely job performance review, you should request your supervisor complete one with you. 

Safety

The State promotes a safe work environment for its employees. It is your duty to work safely.  If you drive or ride in a state vehicle for any reason, you are required to comply with DAS rules and policies and any applicable traffic laws. 

For more information, please refer to the Fleet Services Policies and Procedures Manual at https://das.iowa.gov/state-employees/das-fleet-services/das-fleet-services- resources/fleet-policies as well as your agency’s policies and procedures.

You are expected to cooperate in every respect with the State’s safety program, and your agency’s safety program, to ensure your own safety and the safety of your coworkers, clients, residents, inmates, and the public. Be sure to familiarize yourself with the emergency procedures for your agency and work location. You are expected to follow these procedures. Always check with your supervisor if you are in doubt about any safety factors when performing your assigned duties. 

Where required, your agency will provide you with appropriate safety equipment including, but not necessarily limited to, safety glasses/goggles and footwear. Your agency may, at its discretion, allow you to be reimbursed for the purchase of certain safety equipment in accordance with State Accounting Enterprise and agency-specific policies. Consult your supervisor if you have questions regarding safety equipment.

Employee Personnel Records

Your agency or the Department of Administrative Services is responsible for maintaining your personnel records in accordance with DAS-HRE rules and policies. Your personnel file includes payroll documents, insurance applications, beneficiary designations, performance plans and evaluations, and other documents pertinent to employment.

You have the right to access the information in your own personnel file during business hours. If you wish to review your personnel file, you must arrange time which is convenient to your agency. You may be charged the actual cost of copying your records, but not more than $5.00.

Management Access to Work Areas

You will be provided a suitable work area and certain materials, equipment, and tools to facilitate the performance of your job. Such materials, equipment, and tools are to be used for business or work- related purposes only. Management has the right of access to all work areas at any time. This includes, but is not limited to, your work area, state vehicles, desk drawers, file cabinets, storage areas, passwords, mail, e-mail, keys, lockers, state-issued phones, and computer data and information. As such, you have no right to expect privacy in your work area. Your purses or briefcases are not, under normal circumstances, considered work-related areas.

If you are given keys to locked work areas or passwords to computer data or information, you are hereby given notice this action does not create an expectation of privacy.

You may be provided keys, access badges, or passwords at the discretion of management to preserve confidentiality or to protect state property from unauthorized access. You may not install or change locks or combinations installed on equipment provided by the State without prior written supervisory approval. Failure to exercise due care and diligence in the use and protection of state-issued equipment, including keys, access badges, or passwords, can be grounds for disciplinary action up to and including discharge.

Uniforms and Other Clothing

Your agency will provide you with a uniform if it requires you to wear one. Unless your agency maintains a policy regarding uniform laundering, employees will launder their own garments without compensation from your agency. Your agency will determine the number of uniforms or uniform items you are provided, as well as the frequency with which they are replaced.

Your agency will also provide you with cold weather clothing if your job regularly requires outdoor work during cold winter months. Your agency may, at its discretion, allow you to be reimbursed for the purchase of certain cold weather clothing in accordance with State Accounting Enterprise and agency- specific policies. Consult your supervisor if you have questions regarding uniforms and cold weather clothing.

Resignation

In order to resign or retire in good standing, you must give at least a 14-calendar-day written notice to your supervisor prior to your departure. In accordance with DAS-HRE rules, if you fail to give this prior written notice, your may be barred from certification or appointment for a period of up to two years.