Flextime, work from home (WFH), compressed workweek, shift work, job-sharing, part-time work, telecommuting, telework, hoteling, and snowbird programs are all flexible forms of work that are increasingly attractive to employees. But employers considering implementing one or more of these flexible forms of employment must be aware of a number of legal issues and the related federal and state statutes—including:

• equal employment opportunity compliance (nondiscrimination laws)

• wage and hour compliance (FLSA)

• benefits compliance (ERISA)

• workers’ compensation (state workers’ compensation statutes)

• occupational safety and health (OSH Act)

• disability accommodation (ADA)

• privacy and confidentiality (e-mail, phone, internet use)

• independent contractor/employee status (proper classification)

In Iowa, employers offering flexible work arrangements such as flextime, WFH, compressed workweeks, and other forms must comply with both federal and state regulations. Equal employment opportunity laws, such as Title VII of the Civil Rights Act and the Iowa Civil Rights Act, require employers to ensure nondiscrimination in all employment practices. Wage and hour compliance is governed by the Fair Labor Standards Act (FLSA), which sets standards for minimum wage, overtime, and recordkeeping. Benefits compliance falls under the Employee Retirement Income Security Act (ERISA), which sets minimum standards for most voluntarily established pension and health plans. Iowa's workers' compensation statutes provide specific guidelines for compensating employees who are injured on the job, which applies to all work environments. The Occupational Safety and Health (OSH) Act mandates safe and healthy working conditions, which can include home offices for telecommuters. The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations for employees with disabilities, which may include flexible work options. Privacy and confidentiality concerns, particularly with electronic communications, must be managed in accordance with both federal laws and Iowa's eavesdropping statutes. Lastly, proper classification of workers as independent contractors or employees is crucial to comply with tax laws and labor regulations. Misclassification can lead to significant legal issues, including penalties and back taxes. Employers in Iowa should consult with an attorney to ensure that their flexible work programs are in full compliance with all relevant laws and regulations.