Important Notices

Disability Accommodation Available for Applicants

Iowa State provides reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should email employment@iastate.edu or call 515-294-4800 or toll-free: 877-477-7485. TTY users are welcome to use the Iowa Relay Service number by dialing 7-1-1 or 800-735-2942.

Employment and Background Check

All offers of employment, oral and written, are contingent upon the university’s verification of credentials and other information required by federal and state law and Iowa State policies/procedures. This may include the completion of a background check and/or a consumer credit check.

Equal Opportunity/Affirmative Action Employer

All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity, genetic information, national origin, marital status, disability, or protected veteran status and will not be discriminated against. Inquiries can be directed to the Office of Equal Opportunity:

3410 Beardshear Hall, 515 Morrill Road

Phone: 515-294-7612

Email: eooffice@iastate.edu

E-Verify Program

As a federal contractor, Iowa State is required to participate in the federal government’s E-Verify program, which confirms employment authorization of all newly hired employees and most existing employees through an electronic database maintained by the Social Security Administration and Department of Homeland Security. For new hires, the E-Verify process is completed in conjunction with the Form I-9 Employment Eligibility Verification on or before the first day of work. E-Verify is not used as a tool to pre-screen candidates. For up-to-date information on E-Verify, go to www.uscis.gov and click on 'E-Verify' located near the bottom of the page.

Pay Transparency Nondiscrimination Provision

Iowa State will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c).