Hello again Michael and thank you for the additional information. First I want to address the recordings of this behavior you have addressed. Although you are correct, that it is not unlawful in Iowa for one party to a conversation to record another party, if the employer, who owns the facility or sets the rules for the facility, says it is strictly not allowed, then you could be subject to termination
for doing so without permission. That doesn't effect the legality of the recording, just your job security.
In terms of the harassing behavior, if you believe that you are being targeted because you are a member of a protected class under employment discrimination
laws, for example, because of your gender, then you have a right to file a gender discrimination/hostile
work environment complaint with both your employer and the facility's HR or EO office. In other words, the fact that you are a subcontractor does not relieve the main employer from liability for unresolved discrimination issues that take place in their facility. They cannot be held responsible unless they are notified and given the opportunity to investigate and resolve the issue.
Although illegal retaliation
for raising legitimate wage
and hour issues can be an issue in some cases, the fact is that Iowa law actually does not mandate breaks for employees 18 years of age and older. The employer might, but that is not the law. You can see a statement of the law here: http://www.iowaworkforce.org/labor
So, you could not use the retaliation for reporting the break issue as a legal claim in this case.
If though, you think this behavior is just based on her unprofessionalism and maybe a general personality conflict, then there would be no legal recourse for it and you would have to try to work within your reporting chain to try to resolve the issue.
Finally, you must be paid for all of the hours that you work, so you will want to make sure that if you are being clocked out early, you go to your supervisor and your HR and get that straightened out, since the employer can be liable for the actions of other employees changing your clock out time. I am not sure why someone else is even allowed to clock you out anyway, but the employer has strict liability for paying you correctly.