Sexual Harassment your rights. Our Fight.

Sexual Harassment Lawyer in Iowa

Employee-Only Representation. 70+ Years of Combined Experience.

Since 2009, Newkirk Zwagerman, P.L.C. has represented employees facing discrimination and harassment in Iowa workplaces. We advocate for individuals whose rights have been violated on the basis of age, race, creed, color, sex, sexual orientation, national origin, religion, or disability. We are based in Iowa and Minnesota, and we represent employees across Iowa against employers of all sizes.

We represent employees. Not companies, not employers. That singular focus shapes every decision we make on a case. Our attorneys are licensed in both Iowa and Minnesota, which equips us to handle cross-state employment matters when they arise. We pair a working knowledge of state and federal law with a strategy built around each client’s specific circumstances, whether the path forward is negotiation, a formal agency charge, or litigation.

If you’re dealing with sexual harassment at work in Iowa, contact Newkirk Zwagerman, P.L.C. today at (515) 497-9409 to schedule a free consultation.

What Workplace Sexual Harassment Looks Like

Sexual harassment in the workplace takes two recognized legal forms. Knowing which applies to your situation is the first step toward pursuing a claim.

Hostile Work Environment

A hostile work environment exists when unwelcome sexual conduct, comments, or content becomes severe or pervasive enough that a reasonable person would find it offensive or intimidating. A single dramatic incident isn’t required. Repeated comments about a coworker’s body or appearance, unwanted physical contact like hugging, patting, or groping, and persistent unwanted attention after someone has clearly expressed disinterest can all contribute to a legally hostile workplace.

Quid Pro Quo Harassment

Quid pro quo harassment occurs when a supervisor or person in authority offers job benefits in exchange for sexual favors or threatens professional consequences for refusing advances. A promotion tied to compliance or a demotion threatened after rejection are textbook examples.

The personal toll is real. Employees in these situations commonly experience stress, anxiety, and humiliation that affect job performance, career trajectory, and overall health. Recognizing that the law addresses these harms matters when you’re deciding whether to act.

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Defending Your Dignity Bold Representation for Bold Change

See What Sets Us Apart

Equity for All

Fighting for your rights, we work towards the fundamental equality of every individual.
Accountability-Focused

We work to ensure organizations are responsible for creating fair and just workplaces.
Employee Advocates

We empower our clients to have their voices heard and their rights protected.
Fostering Inclusion

At our core, we drive positive change through education and implicit bias training.

Iowa Law & Federal Protections for Harassment Claims

Iowa employees have two primary legal avenues for sexual harassment claims: the Iowa Civil Rights Act and federal Title VII of the Civil Rights Act of 1964. We help employees pursue claims through both channels depending on which applies and which may produce the better outcome.

The Iowa Civil Rights Act, codified as Iowa Code Chapter 216, prohibits sex-based discrimination and harassment in employment. Protected characteristics include race, color, creed, sex, religion, national origin, physical disability, and sexual orientation. Iowa law applies to employers with at least four employees; federal Title VII reaches employers with 15 or more.

The filing deadline matters. A complaint must be filed with the Iowa Office of Civil Rights within 300 days of the alleged discriminatory practice. If federal law applies, a charge with the Equal Employment Opportunity Commission must also be filed within 300 days of the incident. Missing this window can close off your legal options entirely.

Employees who report a good-faith belief of illegal harassment to an employer or government agency are protected from retaliation under both state and federal law. If you’ve faced adverse consequences for speaking up, that retaliation may be a separate basis for a claim.

How We Build & Pursue Your Case

Every case starts with an honest evaluation. We look at the specific facts: workplace culture, management practices, the nature and frequency of the conduct, and any documentation you have. Those details shape the strategy.

Documentation strengthens a claim significantly. A written record of incidents that includes dates, witnesses, and any related communications gives us concrete material to work with. If you haven’t started one, beginning now still helps.

From there, we pursue resolution through the channel that fits your situation. That may mean direct negotiation with the employer, filing a formal charge with the Iowa Office of Civil Rights or the EEOC, or pursuing a lawsuit. Remedies can include back pay and other damages available under state or federal law. We can walk you through what’s realistic given your circumstances.

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Talk to an Iowa Sexual Harassment Attorney Today

The 300-day filing window under Iowa law starts from the date of the conduct. Waiting too long can eliminate your options. If you’ve experienced workplace sexual harassment in Iowa, reach out to Newkirk Zwagerman, P.L.C. for a free consultation. We can review your situation, explain your rights, and tell you honestly what your options are.

Contact Newkirk Zwagerman, P.L.C. at (515) 497-9409 or use our online contact form to get started.

"They Helped Return my Faith in Humanity"
They helped me through an exhaustive process and understand things that even I found confusing as a physician. They not only had a lasting effect on my life, but every patient I will treat in the future...ever!

- Catherine H.
"Fighting the Good Fight"
Tom is passionate about exposing biases and helping women fight the good fight. Without his guidance, I have no doubt I would not be sitting in where I am now. He made sure that I was prepared.

- Tina S.

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