Thanks for writing back...great to hear from you!
You're quite welcome...my pleasure entirely.
Thank you for taking the time to write back and let me know my answer was helpful, which means more to me than I can say.
Yes, yours is indeed a "right to work" jurisdiction, as codified here:Iowa Code Ann. §§ 20.8, 20.10 and 731.1 through 731.8
However, that does not by any means provide an automatic "out" or excuse to your employer. In other words, it works like this, briefly. Without benefit of a written employment contract
or a collective bargaining agreement (union), we have the application of the harsh legal doctrine called "employment-at-will". This means an employer is free to terminate an employee at any time, for any lawful
reason, without advanced notice. At first blush, that sounds horrible, and it often is, but it all hinges on that one power word -- "lawful". Firing you on account of an Americans with Disabilities Act (ADA) violation, based on age above 40, or gender, all constitute unlawful
Having said all of that, yes you could be fired. There is nothing in the law to prevent it, but there certainly are means of seeking redress thereafter (as outlined above). And yes, it's very clear from the case law that such an appointment absolutely does fall within ADA protection. As to your approach, I would mention you looked into the law on the matter, are exploring your legal options, and personally don't think that it's lawful for you to be compelled to attend as demanded. If you are fired (which of course I hope doesn't happen) or not, in my estimation you still have more than enough good reason to proceed with pursuing your case.
Hang in there and know I'm holding a good thought for you!