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S.B. 122

This document includes House Committee Amendments incorporated into the bill on Wed, Feb 12, 2003 at 8:53 AM by kholt. -->             


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House Committee Amendments 2-12-2003 kh/po
1
    
UTAH ANTIDISCRIMINATION ACT

             2     
AMENDMENTS

             3     
2003 GENERAL SESSION

             4     
STATE OF UTAH

             5     
Sponsor: Scott K. Jenkins

             6      This act modifies the Utah Antidiscrimination Act to reduce the membership of the
             7      Antidiscrimination and Labor Advisory Committee; to amend what constitutes
             8      discriminatory or unfair employment practices; and to amend provisions related to the
             9      procedure for assured persons to file claims. This act makes technical changes.
             10      This act affects sections of Utah Code Annotated 1953 as follows:
             11      AMENDS:
             12          17-33-10, as last amended by Chapter 375, Laws of Utah 1997
             13          34A-5-105, as last amended by Chapter 69, Laws of Utah 2000
             14          34A-5-106, as last amended by Chapter 161, Laws of Utah 1999
             15          34A-5-107, as last amended by Chapter 161, Laws of Utah 1999
             16          34A-5-108, as renumbered and amended by Chapter 375, Laws of Utah 1997
             17          67-19-4, as last amended by Chapter 375, Laws of Utah 1997
             18      Be it enacted by the Legislature of the state of Utah:
             19          Section 1. Section 17-33-10 is amended to read:
             20           17-33-10. Grievance and appeals procedure -- Employees' complaints of
             21      discriminatory h [ or unfair ] h employment practice.
             22          (1) Any county to which the provisions of this act apply shall establish in its personnel
             23      rules and regulations a grievance and appeals procedure. The procedure shall be used to
             24      resolve disputes arising from grievances as defined in the rules and regulations, including but
             25      not limited to acts of discrimination. The procedure may also be used by employees in the
             26      event of dismissal, demotion, suspension, or transfer.
             27          (2) Any charge by a county career service employee of discriminatory or [unfair]




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     prohibited employment practice as prohibited by Section 34A-5-106 , can be filed with the
             29      Division of Antidiscrimination and Labor within the Labor Commission. Complaints shall be
             30      filed within 30 days of the issuance of a written decision of the county career service council.
             31          Section 2. Section 34A-5-105 is amended to read:
             32           34A-5-105. Antidiscrimination and Labor Advisory Council -- Membership --
             33      Appointment -- Term -- Powers and duties -- Chair.
             34          (1) There is created an Antidiscrimination and Labor Advisory Council consisting of:
             35          (a) [17] 13 voting members appointed by the commissioner as follows:
             36          (i) [four] three employer representatives;
             37          (ii) [four] three employee representatives;
             38          (iii) two representatives of persons who seek to rent or purchase dwellings as defined
             39      in Section 57-21-2 ;
             40          (iv) two representatives of persons who:
             41          (A) sell or rent dwellings; and
             42          (B) are subject to Title 57, Chapter 21, Utah Fair Housing Act; and
             43          (v) [five] three representatives of the general public; and
             44          (b) the commissioner or the commissioner's designee as a nonvoting member of the
             45      council.
             46          (2) In making the appointments under Subsection (1), the commissioner shall consider
             47      representation of the following protected classes:
             48          (a) race;
             49          (b) color;
             50          (c) national origin;
             51          (d) gender;
             52          (e) religion;
             53          (f) age;
             54          (g) persons with disabilities;
             55          (h) familial status as defined in Section 57-21-2 ; and
             56          (i) source of income as defined in Section 57-21-2 .
             57          (3) The division shall provide any necessary staff support for the council.
             58          (4) (a) Except as required by Subsection (4)(b), as terms of current council members



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     expire, the commissioner shall appoint each new member or reappointed member to a four-year
             60      term.
             61          (b) Notwithstanding the requirements of Subsection (4)(a), the commissioner shall, at
             62      the time of appointment or reappointment, adjust the length of terms to ensure that the terms of
             63      council members are staggered so that approximately half of the council is appointed every two
             64      years.
             65          (5) (a) When a vacancy occurs in the membership for any reason, the replacement shall
             66      be appointed for the unexpired term.
             67          (b) The commissioner shall terminate the term of a council member who ceases to be
             68      representative as designated by the original appointment.
             69          (6) (a) (i) Members who are not government employees shall receive no compensation
             70      or benefits for their services, but may receive per diem and expenses incurred in the
             71      performance of the member's official duties at the rates established by the Division of Finance
             72      under Sections 63A-3-106 and 63A-3-107 .
             73          (ii) Members may decline to receive per diem and expenses for their service.
             74          (b) (i) State government officer and employee members who do not receive salary, per
             75      diem, or expenses from their agency for their service may receive per diem and expenses
             76      incurred in the performance of their official duties from the council at the rates established by
             77      the Division of Finance under Sections 63A-3-106 and 63A-3-107 .
             78          (ii) State government officer and employee members may decline to receive per diem
             79      and expenses for their service.
             80          (7) (a) The advisory council shall:
             81          (i) offer advice on issues requested by:
             82          (A) the commission[,];
             83          (B) the division[, and]; or
             84          (C) the Legislature; and [also]
             85          (ii) make recommendations to the commission and division regarding issues related to:
             86          [(i) of] (A) employment discrimination;
             87          [(ii)] (B) housing discrimination; and
             88          [(iii) related to] (C) the administration by the commission of:
             89          [(A)] (I) the provisions of Title 34, Labor in General, that are administered by the



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Senate Committee Amendments 2-3-2003 rd/po
             90
     commission;
             91          [(B)] (II) Title 34A, Chapter 5, Utah Antidiscrimination Act; and
             92          [(C)] (III) Title 57, Chapter 21, Utah Fair Housing Act.
             93          (b) The council shall confer at least quarterly for the purpose of advising the
             94      commission, division, and the Legislature regarding issues described in Subsection (7)(a).
             95          (8) (a) The commissioner or the commissioner's designee shall serve as chair of the
             96      council.
             97          (b) The chair is charged with the responsibility of calling the necessary meetings.
             98          Section 3. Section 34A-5-106 is amended to read:
             99           34A-5-106. Discriminatory or prohibited employment practices -- Permitted
             100      practices.
             101          (1) It is a discriminatory or prohibited employment practice to take any action
             102      described in Subsections (1)(a) through (f).
             103          (a) (i) An employer may not refuse to hire, promote, discharge, demote, or terminate
             104      any person, or to retaliate against, harass, or discriminate in matters of compensation or in
             105      terms, privileges, and conditions of employment against any person otherwise qualified,
             106      because of:
             107          (A) race;
             108          (B) color;
             109          (C) sex;
             110          (D) pregnancy, childbirth, or pregnancy-related conditions;
             111          (E) age, if the individual is 40 years of age or older;
             112          (F) religion;
             113          (G) national origin; or
             114          (H) disability.
             115          (ii) [An applicant or candidate for any job or position] A person may not be considered
             116      "otherwise qualified," unless [the applicant or candidate] that person possesses the following
             117      required by an employer for any particular job, job classification, or position:
             118          (A) education[,];
             119          (B) training[,];
             120          (C) ability S [ [ ] , [ ] ] WITH OR WITHOUT REASONABLE ACCOMMODATION s ;



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             121
         (D) moral character[,];
             122          (E) integrity[,];
             123          (F) disposition to work[,];
             124          (G) adherence to reasonable rules and regulations[,]; and
             125          (H) other job related qualifications required by an employer [for any particular job, job
             126      classification, or position to be filled or created].
             127          (iii) (A) As used in this chapter, "to discriminate in matters of compensation" means
             128      the payment of differing wages or salaries to employees having substantially equal experience,
             129      responsibilities, and skill for the particular job.
             130          (B) Notwithstanding Subsection (1)(a)(iii)(A):
             131          (I) nothing in this chapter prevents increases in pay as a result of longevity with the
             132      employer, if the salary increases are uniformly applied and available to all employees on a
             133      substantially proportional basis; and
             134          (II) nothing in this section prohibits an employer and employee from agreeing to a rate
             135      of pay or work schedule designed to protect the employee from loss of Social Security payment
             136      or benefits if the employee is eligible for those payments.
             137          (b) An employment agency may not:
             138          (i) refuse to list and properly classify for employment, or refuse to refer an individual
             139      for employment, in a known available job for which the individual is otherwise qualified,
             140      because of:
             141          (A) race;
             142          (B) color;
             143          (C) sex;
             144          (D) pregnancy, childbirth, or pregnancy-related conditions;
             145          (E) religion;
             146          (F) national origin;
             147          (G) age, if the individual is 40 years of age or older; or
             148          (H) disability; or
             149          (ii) comply with a request from an employer for referral of applicants for employment
             150      if the request indicates either directly or indirectly that the employer discriminates in
             151      employment on account of:



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         (A) race;
             153          (B) color;
             154          (C) sex;
             155          (D) pregnancy, childbirth, or pregnancy-related conditions;
             156          (E) religion;
             157          (F) national origin;
             158          (G) age, if the individual is 40 years of age or older; or
             159          (H) disability.
             160          (c) A labor organization may not exclude any individual otherwise qualified from full
             161      membership rights in the labor organization, expel the individual from membership in the labor
             162      organization, or otherwise discriminate against or harass any of [its] the labor organization's
             163      members in full employment of work opportunity, or representation, because of:
             164          (i) race;
             165          (ii) sex;
             166          (iii) pregnancy, childbirth, or pregnancy-related conditions;
             167          (iv) religion;
             168          (v) national origin;
             169          (vi) age, if the individual is 40 years of age or older; or
             170          (vii) disability.
             171          (d) Unless based upon a bona fide occupational qualification, or required by[,] and
             172      given to[,] an agency of government for security reasons, an employer, employment agency, or
             173      labor organization may not print, or circulate, or cause to be printed or circulated, any
             174      statement, advertisement, or publication, use any form of application for employment or
             175      membership, or make any inquiry in connection with prospective employment or membership
             176      that expresses, either directly or indirectly:
             177          (i) any limitation, specification, or discrimination as to:
             178          (A) race;
             179          (B) color;
             180          (C) religion;
             181          (D) sex;
             182          (E) pregnancy, childbirth, or pregnancy-related conditions;



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         (F) national origin;
             184          (G) age, if the individual is 40 years of age or older; or
             185          (H) disability;
             186          (ii) the intent to make any limitation, specification, or discrimination described in
             187      Subsection (1)(d)(i).
             188          (e) A person, whether or not an employer, an employment agency, a labor organization,
             189      or the employees or members [thereof] of an employer, employment agency, or labor
             190      organization, may not:
             191          (i) aid, incite, compel, or coerce the doing of an act defined in this section to be a
             192      discriminatory or prohibited employment practice;
             193          (ii) obstruct or prevent any person from complying with this chapter, or any order
             194      issued under [it] this chapter; or
             195          (iii) attempt, either directly or indirectly, to commit any act prohibited in this section.
             196          (f) (i) An employer, labor organization, joint apprenticeship committee, or vocational
             197      school, providing, coordinating, or controlling apprenticeship programs, or providing,
             198      coordinating, or controlling on-the-job-training programs, instruction, training, or retraining
             199      programs may not:
             200          [(i)] (A) deny to, or withhold from, any qualified person, the right to be admitted to, or
             201      participate in any apprenticeship training program, on-the-job-training program, or other
             202      occupational instruction, training or retraining program because of:
             203          [(A)] (I) race;
             204          [(B)] (II) color;
             205          [(C)] (III) sex;
             206          [(D)] (IV) pregnancy, childbirth, or pregnancy-related conditions;
             207          [(E)] (V) religion;
             208          [(F)] (VI) national origin;
             209          [(G)] (VII) age, if the individual is 40 years of age or older; or
             210          [(H)] (VIII) disability;
             211          [(ii)] (B) discriminate against or harass any qualified person in that person's pursuit of
             212      [such] programs described in Subsection (1)(f)(i)(A), or to discriminate against such a person
             213      in the terms, conditions, or privileges of [such] programs described in Subsection (1)(f)(i)(A),



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             214
     because of:
             215          [(A)] (I) race;
             216          [(B)] (II) color;
             217          [(C)] (III) sex;
             218          [(D)] (IV) pregnancy, childbirth, or pregnancy-related conditions;
             219          [(E)] (V) religion;
             220          [(F)] (VI) national origin;
             221          [(G)] (VII) age, if the individual is 40 years of age or older; or
             222          [(H)] (VIII) disability; or
             223          [(iii)] (C) except as provided in Subsection (1)(f)(ii), print, publish, or cause to be
             224      printed or published, any notice or advertisement relating to employment by the employer, or
             225      membership in or any classification or referral for employment by a labor organization, or
             226      relating to any classification or referral for employment by an employment agency, indicating
             227      any preference, limitation, specification, or discrimination based on:
             228          (I) race[,];
             229          (II) color[,];
             230          (III) sex[,];
             231          (IV) pregnancy, childbirth, or pregnancy-related conditions[,];
             232          (V) religion[,];
             233          (VI) national origin[,];
             234          (VII) age, if the individual is 40 years of age or older[,]; or
             235          (VIII) disability [except that].
             236          (ii) Notwithstanding Subsection (1)(f)(i)(C), if the following is a bona fide
             237      occupational qualification for employment, a notice or advertisement described in Subsection
             238      (1)(f)(i)(C) may indicate a preference, limitation, specification, or discrimination based on:
             239          (A) race[,]
             240          (B) color[,];
             241          (C) religion[,];
             242          (D) sex[,];
             243          (E) pregnancy, childbirth, or pregnancy-related conditions[,];
             244          (F) age[,];



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             245
         (G) national origin[,]; or
             246          (H) disability [when religion, race, color, sex, age, national origin, or disability is a
             247      bona fide occupational qualification for employment].
             248          (2) Nothing contained in Subsections (1)(a) through (1)(f) shall be construed to
             249      prevent:
             250          (a) the termination of employment of an individual who S , WITH OR WITHOUT REASONABLE ACCOMMODATION, s is physically, mentally, or
             251      emotionally unable to perform the duties required by that individual's employment S [ with or
             252      without reasonable accommodation
] s
;
             253          (b) the variance of insurance premiums[, of] or coverage on account of age; or
             254          (c) a restriction on the activities of individuals licensed by the liquor authority with
             255      respect to persons under 21 years of age.
             256          (3) (a) It is not a discriminatory or prohibited employment practice:
             257          (i) for an employer to hire and employ employees, for an employment agency to
             258      classify or refer for employment any individual, for a labor organization to classify its
             259      membership or to classify or refer for employment any individual or for an employer, labor
             260      organization, or joint labor-management committee controlling apprenticeship or other training
             261      or retraining programs to admit or employ any individual in any such program, on the basis of
             262      religion, sex, pregnancy, childbirth, or pregnancy-related conditions, age, national origin, or
             263      disability in those certain instances where religion, sex, pregnancy, childbirth, or
             264      pregnancy-related conditions, age, if the individual is 40 years of age or older, national origin,
             265      or disability is a bona fide occupational qualification reasonably necessary to the normal
             266      operation of that particular business or enterprise;
             267          (ii) for a school, college, university, or other educational institution to hire and employ
             268      employees of a particular religion if:
             269          (A) the school, college, university, or other educational institution is, in whole or in
             270      substantial part, owned, supported, controlled, or managed by a particular religious corporation,
             271      association, or society[,]; or [if]
             272          (B) the curriculum of the school, college, university, or other educational institution is
             273      directed toward the propagation of a particular religion;
             274          (iii) for an employer to give preference in employment to:
             275          (A) the employer's:




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             276
         (I) spouse;
             277          (II) child; or
             278          (III) son-in-law or daughter-in-law;
             279          (B) any person for whom the employer is or would be liable to furnish financial
             280      support if those persons were unemployed;
             281          (C) any person to whom the employer during the preceding six months has furnished
             282      more than one-half of total financial support regardless of whether or not the employer was or
             283      is legally obligated to furnish support; or
             284          (D) any person whose education or training was substantially financed by the employer
             285      for a period of two years or more.
             286          (b) Nothing in this chapter applies to any business or enterprise on or near an Indian
             287      reservation with respect to any publicly announced employment practice of the business or
             288      enterprise under which preferential treatment is given to any individual because that individual
             289      is a native American Indian living on or near an Indian reservation.
             290          (c) Nothing in this chapter shall be interpreted to require any employer, employment
             291      agency, labor organization, vocational school, joint labor-management committee, or
             292      apprenticeship program subject to this chapter to grant preferential treatment to any individual
             293      or to any group because of the race, color, religion, sex, age, national origin, or disability of the
             294      individual or group on account of an imbalance which may exist with respect to the total
             295      number or percentage of persons of any race, color, religion, sex, age, national origin, or
             296      disability employed by any employer, referred or classified for employment by an employment
             297      agency or labor organization, admitted to membership or classified by any labor organization,
             298      or admitted to or employed in, any apprenticeship or other training program, in comparison
             299      with the total number or percentage of persons of that race, color, religion, sex, age, national
             300      origin, or disability in any community or county or in the available work force in any
             301      community or county.
             302          (4) It is not a discriminatory or prohibited practice with respect to age to observe the
             303      terms of a bona fide seniority system or any bona fide employment benefit plan such as a
             304      retirement, pension, or insurance plan that is not a subterfuge to evade the purposes of this
             305      chapter, except that no such employee benefit plan shall excuse the failure to hire an individual.
             306          (5) Notwithstanding Subsection (4), or any other statutory provision to the contrary, a



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             307
     person may not be subject to involuntary termination or retirement from employment on the
             308      basis of age alone, if the individual is 40 years of age or older, except:
             309          (a) under Subsection (6);
             310          (b) under Section 67-5-8 ; and
             311          (c) when age is a bona fide occupational qualification.
             312          (6) Nothing in this section prohibits compulsory retirement of an employee who has
             313      attained at least 65 years of age, and who, for the two-year period immediately before
             314      retirement, is employed in a bona fide executive or a high policymaking position, if:
             315          (a) that employee is entitled to an immediate nonforfeitable annual retirement benefit
             316      from the employee's employer's pension, profit-sharing, savings, or deferred compensation
             317      plan, or any combination of those plans; and
             318          (b) the benefit described in Subsection (6)(a) equals, in the aggregate, at least $44,000.
             319          Section 4. Section 34A-5-107 is amended to read:
             320           34A-5-107. Procedure for aggrieved person to file claim -- Investigations --
             321      Adjudicative proceedings -- Settlement -- Reconsideration -- Determination.
             322          (1) (a) Any person claiming to be aggrieved by a discriminatory or prohibited
             323      employment practice may, or that person's attorney or agent may, make, sign, and file with the
             324      division a request for agency action.
             325          (b) Every request for agency action shall be verified under oath or affirmation.
             326          (c) A request for agency action made under this section shall be filed within 180 days
             327      after the alleged discriminatory or prohibited employment practice occurred.
             328          (d) The division may transfer a request for agency action filed with the division
             329      pursuant to this section to the federal Equal Employment Opportunity Commission in
             330      accordance with the provisions of any work-share agreement that is:
             331          (i) between the division and the Equal Employment Opportunity Commission; and
             332          (ii) in effect on the day on which the request for agency action is transferred.
             333          (2) Any employer, labor organization, joint apprenticeship committee, or vocational
             334      school who has [employees or members] an employee or member who [refuse] refuses or
             335      [threaten] threatens to refuse to comply with this chapter may file with the division a request
             336      for agency action asking the division for assistance to obtain [their] the employee's or member's
             337      compliance by conciliation or other remedial action.



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             338
         (3) (a) Before a hearing is set or held as part of any adjudicative proceeding, the
             339      division shall promptly assign an investigator to attempt a settlement between the parties by
             340      conference, conciliation, or persuasion.
             341          (b) If no settlement is reached, the investigator shall make a prompt impartial
             342      investigation of all allegations made in the request for agency action.
             343          (c) The division and its staff, agents, and employees:
             344          (i) shall conduct every investigation in fairness to all parties and agencies involved[,];
             345      and
             346          (ii) may not attempt a settlement between the parties if it is clear that no discriminatory
             347      or prohibited employment practice has occurred.
             348          (d) An aggrieved party may withdraw the request for agency action prior to the
             349      issuance of a final order.
             350          (4) (a) If the initial attempts at settlement are unsuccessful, and the investigator
             351      uncovers insufficient evidence during the investigation to support the allegations of a
             352      discriminatory or prohibited employment practice set out in the request for agency action, the
             353      investigator shall formally report these findings to the director or the director's designee.
             354          (b) Upon receipt of the investigator's report described in Subsection (4)(a), the director
             355      or the director's designee may issue a determination and order for dismissal of the adjudicative
             356      proceeding.
             357          (c) A party may make a written request to the Division of Adjudication for an
             358      evidentiary hearing to review de novo the director's or the director's designee's determination
             359      and order within 30 days of the date the determination and order for dismissal is issued.
             360          (d) If the director or the director's designee receives no timely request for a hearing, the
             361      determination and order issued by the director or the director's designee becomes the final order
             362      of the commission.
             363          (5) (a) If the initial attempts at settlement are unsuccessful and the investigator
             364      uncovers sufficient evidence during the investigation to support the allegations of a
             365      discriminatory or prohibited employment practice set out in the request for agency action, the
             366      investigator shall formally report these findings to the director or the director's designee.
             367          (b) (i) Upon receipt of the investigator's report described in Subsection (5)(a), the
             368      director or the director's designee may issue a determination and order based on the



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             369
     investigator's report.
             370          (ii) A determination and order issued under this Subsection (5)(b) shall:
             371          (A) direct the respondent to cease any discriminatory or prohibited employment
             372      practice; and
             373          (B) provide relief to the aggrieved party as the director or the director's designee
             374      determines is appropriate.
             375          (c) A party may file a written request to the Division of Adjudication for an evidentiary
             376      hearing to review de novo the director's or the director's designee's determination and order
             377      within 30 days of the date the determination and order is issued.
             378          (d) If the director or the director's designee receives no timely request for a hearing, the
             379      determination and order issued by the director or the director's designee [requiring the
             380      respondent to cease any discriminatory or prohibited employment practice and to provide relief
             381      to the aggrieved party] in accordance with Subsection (5)(b) becomes the final order of the
             382      commission.
             383          (6) In any adjudicative proceeding to review the director's or the director's designee's
             384      determination that a prohibited employment practice has occurred, the division shall present the
             385      factual and legal basis of [its] the determination or order issued under Subsection (5).
             386          (7) (a) Prior to commencement of an evidentiary hearing[,]:
             387          (i) the party filing the request for agency action may reasonably and fairly amend any
             388      allegation[,]; and
             389          (ii) the respondent may amend its answer. [Those amendments]
             390          (b) An amendment permitted under this Subsection (7) may be made:
             391          (i) during or after a hearing [but]; and
             392          (ii) only with permission of the presiding officer.
             393          (8) (a) If, upon all the evidence at a hearing, the presiding officer finds that a
             394      respondent has not engaged in a discriminatory or prohibited employment practice, the
             395      presiding officer shall issue an order dismissing the request for agency action containing the
             396      allegation of a discriminatory or prohibited employment practice.
             397          (b) The presiding officer may order that the respondent be reimbursed by the
             398      complaining party for the respondent's attorneys' fees and costs.
             399          (9) If upon all the evidence at the hearing, the presiding officer finds that a respondent



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             400
     has engaged in a discriminatory or prohibited employment practice, the presiding officer shall
             401      issue an order requiring the respondent to:
             402          (a) cease any discriminatory or prohibited employment practice; and
             403          (b) provide relief to the complaining party, including:
             404          (i) reinstatement[,];
             405          (ii) back pay and benefits[, and];
             406          (iii) attorneys' fees; and
             407          (iv) costs.
             408          (10) Conciliation between the parties is to be urged and facilitated at all stages of the
             409      adjudicative process.
             410          (11) (a) Either party may file with the Division of Adjudication a written request for
             411      review before the commissioner or Appeals Board of the order issued by the presiding officer
             412      in accordance with:
             413          (i) Section 63-46b-12 ; and
             414          (ii) Chapter 1, Part 3, Adjudicative Proceedings.
             415          (b) If there is no timely request for review, the order issued by the presiding officer
             416      becomes the final order of the commission.
             417          (12) An order of the commission under Subsection (11)(a) is subject to judicial review
             418      as provided in:
             419          (a) Section 63-46b-16 ; and
             420          (b) Chapter 1, Part 3, Adjudicative Proceedings.
             421          (13) The commission shall have authority to make rules concerning procedures under
             422      this chapter in accordance with Title 63, Chapter 46a, Utah Administrative Rulemaking Act.
             423          (14) The commission and its staff may not divulge or make public any information
             424      gained from any investigation, settlement negotiation, or proceeding before the commission
             425      except as provided in Subsections (14)(a) through (d).
             426          (a) Information used by the director or the director's designee in making any
             427      determination may be provided to all interested parties for the purpose of preparation for and
             428      participation in proceedings before the commission.
             429          (b) General statistical information may be disclosed provided the identities of the
             430      individuals or parties are not disclosed.



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             431
         (c) Information may be disclosed for inspection by the attorney general or other legal
             432      representatives of the state or the commission.
             433          (d) Information may be disclosed for information and reporting requirements of the
             434      federal government.
             435          (15) The procedures contained in this section are the exclusive remedy under state law
             436      for employment discrimination based upon:
             437          (a) race[,];
             438          (b) color[,];
             439          (c) sex[,];
             440          (d) retaliation[,];
             441          (e) pregnancy, childbirth, or pregnancy-related conditions[,];
             442          (f) age[,];
             443          (g) religion[,];
             444          (h) national origin[,]; or
             445          (i) disability.
             446          (16) (a) The commencement of an action under federal law for relief based upon any
             447      act prohibited by this chapter bars the commencement or continuation of any adjudicative
             448      proceeding before the commission in connection with the same claims under this chapter.
             449          (b) The transfer of a request for agency action to the Equal Employment Opportunity
             450      Commission in accordance with Subsection (1)(d) is considered the commencement of an
             451      action under federal law for purposes of Subsection (16)(a).
             452          (c) Nothing in this Subsection (16) is intended to alter, amend, modify, or impair the
             453      exclusive remedy provision set forth in Subsection (15).
             454          Section 5. Section 34A-5-108 is amended to read:
             455           34A-5-108. Judicial enforcement of division findings.
             456          (1) The commission or the attorney general at the request of the commission shall
             457      commence an action under Section 63-46b-19 for civil enforcement of a final order of the
             458      commission issued under Subsection 34A-5-107 [(12)] (11) if:
             459          (a) the order finds that there is reasonable cause to believe that a respondent has
             460      engaged or is engaging in discriminatory or prohibited employment practices made unlawful by
             461      this chapter;



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             462
         (b) counsel to the commission or the attorney general determines after reasonable
             463      inquiry that the order is well grounded in fact and is warranted by existing law;
             464          (c) the respondent has not received an order of automatic stay or discharge from the
             465      United States Bankruptcy Court; and
             466          (d) (i) the commission has not accepted a conciliation agreement to which the
             467      aggrieved party and respondent are parties; or
             468          (ii) the respondent has not conciliated or complied with the final order of the
             469      commission within 30 days from the date the order is issued.
             470          (2) If the respondent seeks judicial review of the final order under Section 63-46b-16 ,
             471      pursuant to Section 63-46b-18 the commission may stay seeking civil enforcement pending the
             472      completion of the judicial review.
             473          Section 6. Section 67-19-4 is amended to read:
             474           67-19-4. Discriminatory or prohibited employment practices.
             475          The state, its officers, and employees shall be governed by the provisions of Section
             476      34A-5-106 of the Utah Antidiscrimination Act concerning discriminatory or [unfair] prohibited
             477      employment practices.





Legislative Review Note
    as of 1-15-03 1:39 PM


A limited legal review of this legislation raises no obvious constitutional or statutory concerns.

Office of Legislative Research and General Counsel


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