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First Substitute H.B. 196

Representative Stephen E. Sandstrom proposes the following substitute bill:


             1     
ABUSIVE WORKPLACE POLICIES ACT

             2     
2012 GENERAL SESSION

             3     
STATE OF UTAH

             4     
Chief Sponsor: Stephen E. Sandstrom

             5     
Senate Sponsor: ____________

             6     
             7      LONG TITLE
             8      General Description:
             9          This bill modifies the Utah Labor Code to require policies prohibiting certain
             10      workplace practices by certain public employers.
             11      Highlighted Provisions:
             12          This bill:
             13          .    enacts the Abusive Workplace Policies Act, including:
             14              .    defining terms;
             15              .    requiring a policy against certain conduct; and
             16              .    addressing training.
             17      Money Appropriated in this Bill:
             18          None
             19      Other Special Clauses:
             20          None
             21      Utah Code Sections Affected:
             22      ENACTS:
             23          34A-12-101, Utah Code Annotated 1953
             24          34A-12-102, Utah Code Annotated 1953
             25          34A-12-103, Utah Code Annotated 1953


             26          34A-12-201, Utah Code Annotated 1953
             27     
             28      Be it enacted by the Legislature of the state of Utah:
             29          Section 1. Section 34A-12-101 is enacted to read:
             30     
CHAPTER 12. ABUSIVE WORKPLACE POLICIES ACT

             31     
Part 1. General Provisions

             32          34A-12-101. Title.
             33          This chapter is known as the "Abusive Workplace Policies Act."
             34          Section 2. Section 34A-12-102 is enacted to read:
             35          34A-12-102. Definitions.
             36          As used in this chapter:
             37          (1) (a) "Abusive conduct" means conduct that a reasonable person would find hostile
             38      on the basis of the severity, nature, and frequency of the conduct.
             39          (b) "Abusive conduct" includes:
             40          (i) repeated infliction of verbal abuse, such as the use of derogatory remarks, insults,
             41      and epithets;
             42          (ii) verbal or physical conduct of a threatening, intimidating, or humiliating nature;
             43          (iii) the sabotage or undermining of an employee's work performance; or
             44          (iv) an attempt to exploit an employee's known psychological or physical vulnerability.
             45          (2) "Abusive workplace" means a workplace in which a person acts with malice to
             46      subject an employee to abusive conduct so severe that it causes tangible harm to the employee.
             47          (3) "Adverse employment action" includes:
             48          (a) a termination;
             49          (b) a constructive discharge;
             50          (c) a demotion;
             51          (d) an unfavorable reassignment;
             52          (e) a failure to promote;
             53          (f) a disciplinary action; or
             54          (g) a reduction in compensation.
             55          (4) "Conduct" includes an act, a failure to act, or both.
             56          (5) "Constructive discharge" means that:


             57          (a) an employee reasonably believes that the employee is subject to abusive conduct;
             58          (b) the employee resigns because of that abusive conduct;
             59          (c) before resigning, the employee informs the employer of the abusive conduct; and
             60          (d) the employer fails to take reasonable steps to correct the situation.
             61          (6) "Employee" means an individual under a contract of hire with an employer.
             62          (7) (a) "Employer" means:
             63          (i) a state agency;
             64          (ii) an institution of higher education as defined in Section 53B-3-102 ; or
             65          (iii) a public authority legally constituted by the state as an administrative agency to
             66      provide control of and direction for public education.
             67          (b) "Employer" includes an agent of an employer.
             68          (8) "Malice" means the desire to cause pain, injury, or distress to another.
             69          (9) "Physical harm" is the material impairment of an individual's physical health or
             70      bodily integrity, as established by competent evidence.
             71          (10) "Psychological harm" means a material impairment of an individual's mental
             72      health, as established by competent evidence.
             73          (11) "Tangible harm" means:
             74          (a) physical harm; or
             75          (b) psychological harm.
             76          Section 3. Section 34A-12-103 is enacted to read:
             77          34A-12-103. Scope of chapter.
             78          (1) This chapter does not exempt or relieve a person from a liability, duty, or penalty
             79      provided by another law of this state.
             80          (2) This chapter does not create a remedy for abusive conduct or an abusive workplace.
             81          Section 4. Section 34A-12-201 is enacted to read:
             82     
Part 2. Policies Against Abusive Workplace

             83          34A-12-201. Policy against abusive workplace required -- Training.
             84          (1) On and after July 1, 2012, an employer shall adopt a policy that provides that:
             85          (a) a person may not subject an employee to an abusive workplace; and
             86          (b) a person may not take an adverse employment action in any manner against an
             87      employee who:


             88          (i) opposes conduct that is a violation of Subsection (1)(a);
             89          (ii) engages in reasonable conduct to prevent conduct that is illegal or unethical; or
             90          (iii) makes a charge, testifies, assists, or participates in an investigation or proceeding
             91      under this chapter, including:
             92          (A) an internal complaint or proceeding;
             93          (B) an arbitration or mediation proceeding; or
             94          (C) a legal action.
             95          (2) The executive director of the Department of Human Resource Management shall
             96      include in statewide training provided in accordance with Section 67-19-6 training regarding
             97      the requirements of this chapter.


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