June 2026 Iowa Q&A roundup

Q           We granted an employee who normally works 40 hours per week a Pregnant Workers Fairness Act (PWFA) accommodation to work only 36 hours per week. May we require the employee to use paid time off (PTO) for the remaining four hours in accordance with our typical policy?

In general, you can require employees to use available leave time before unpaid leave provided as an accommodation. Other forms of leave may also apply in this instance, such as Family and Medical Leave Act (FMLA) leave or a state-based leave requirement. 

It’s important to note that you can’t require employees to take leave if another accommodation is available. In this instance, however, it appears the employee has requested leave.

Q          If employees of a company we contract with go through our electronic onboarding process but don’t officially become our employees, must we have them complete a new I-9 form and go through the verification process?