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Second Substitute S.B. 95

Senator Stuart C. Reid proposes the following substitute bill:


             1     
WHISTLEBLOWER AMENDMENTS

             2     
2013 GENERAL SESSION

             3     
STATE OF UTAH

             4     
Chief Sponsor: Stuart C. Reid

             5     
House Sponsor: Rich Cunningham

             6     
             7      LONG TITLE
             8      General Description:
             9          This bill modifies grievance procedure provisions and the Utah Protection of Public
             10      Employees Act to address protections for employees who report certain wasteful or
             11      wrongful actions.
             12      Highlighted Provisions:
             13          This bill:
             14          .    defines terms;
             15          .    empowers the Career Service Review Office to review a grievance by a public entity
             16      employee who alleges that adverse action was taken against the public entity
             17      employee in retaliation for reporting wasteful or wrongful actions;
             18          .    outlines the grievance procedure for a public entity employee;
             19          .    protects an employee from adverse action for reporting wasteful or wrongful
             20      conduct;
             21          .    requires a public entity employee who brings a claim of retaliatory acton to choose
             22      the forum in which to assert the claim;
             23          .    provides for a political subdivision or a state institution of higher education to
             24      create an administrative procedure for an employee to file a complaint;
             25          .    shifts the burden of proof to the employer to prove that a communication was not


             26      made in good faith;
             27          .    permits the award of costs and attorney fees to a party that prevails in court;
             28          .    increases fines imposed under the chapter and addresses who pays the fines;
             29          .    requires an employer to provide a copy of the chapter to an employee under certain
             30      circumstances;
             31          .    addresses false accusations; and
             32          .    makes technical changes.
             33      Money Appropriated in this Bill:
             34          None
             35      Other Special Clauses:
             36          This bill coordinates with H.B. 193, Utah State Employment Amendments, by
             37      providing substantive amendments.
             38      Utah Code Sections Affected:
             39      AMENDS:
             40          67-19a-101, as last amended by Laws of Utah 2010, Chapter 249
             41          67-19a-202, as repealed and reenacted by Laws of Utah 2010, Chapter 249
             42          67-19a-301, as last amended by Laws of Utah 2010, Chapter 249
             43          67-19a-302, as last amended by Laws of Utah 2010, Chapter 249
             44          67-19a-303, as last amended by Laws of Utah 2010, Chapter 249
             45          67-21-2, as last amended by Laws of Utah 2007, Chapter 329
             46          67-21-3, as last amended by Laws of Utah 2010, Chapter 324
             47          67-21-4, as last amended by Laws of Utah 1999, Chapter 177
             48          67-21-5, as last amended by Laws of Utah 1999, Chapter 177
             49          67-21-6, as enacted by Laws of Utah 1985, Chapter 216
             50          67-21-9, as enacted by Laws of Utah 1985, Chapter 216
             51      ENACTS:
             52          67-19a-402.5, Utah Code Annotated 1953
             53          67-21-3.5, Utah Code Annotated 1953
             54          67-21-3.6, Utah Code Annotated 1953
             55          67-21-3.7, Utah Code Annotated 1953
             56          67-21-10, Utah Code Annotated 1953


             57      Utah Code Sections Affected by Coordination Clause:
             58          67-21-3.5, Utah Code Annotated 1953
             59     
             60      Be it enacted by the Legislature of the state of Utah:
             61          Section 1. Section 67-19a-101 is amended to read:
             62           67-19a-101. Definitions.
             63          As used in this chapter:
             64          (1) "Administrator" means the person appointed under Section 67-19a-201 to head the
             65      Career Service Review Office.
             66          (2) "Career service employee" means a person employed in career service as defined in
             67      Section 67-19-3 .
             68          (3) "Employer" means the state of Utah and all supervisory personnel vested with the
             69      authority to implement and administer the policies of an agency.
             70          (4) "Grievance" means:
             71          (a) a complaint by a career service employee concerning any matter touching upon the
             72      relationship between the employee and the employer; [and]
             73          (b) any dispute between a career service employee and the employer[.]; and
             74          (c) a complaint by a reporting employee that a public entity has engaged in retaliatory
             75      action against the reporting employee.
             76          (5) "Office" means the Career Service Review Office created under Section
             77      67-19a-201 .
             78          (6) "Public entity" is as defined in Section 67-21-2 .
             79          (7) "Reporting employee" means an employee of a public entity who alleges that the
             80      public entity engaged in retaliatory action against the employee.
             81          (8) "Retaliatory action" means to do any of the following to an employee in violation of
             82      Section 67-21-3 :
             83          (a) dismiss the employee;
             84          (b) reduce the employee's compensation;
             85          (c) fail to increase the employee's compensation by an amount that the employee is
             86      otherwise entitled to or was promised;
             87          (d) fail to promote the employee if the employee would have otherwise been promoted;


             88          (e) cause the employee to resign by subjecting the employee to conditions that a
             89      reasonable person would consider intolerable; or
             90          (f) threaten to take an action described in Subsections (8)(a) through (e).
             91          [(6)] (9) "Supervisor" means the person:
             92          (a) to whom an employee reports; or
             93          (b) who assigns and oversees an employee's work.
             94          Section 2. Section 67-19a-202 is amended to read:
             95           67-19a-202. Powers -- Scope of authority.
             96          (1) (a) The office shall serve as the final administrative body to review a grievance
             97      from a career service employee and an agency of a decision regarding:
             98          (i) a dismissal;
             99          (ii) a demotion;
             100          (iii) a suspension;
             101          (iv) a reduction in force;
             102          (v) a dispute concerning abandonment of position;
             103          (vi) a wage grievance if an employee is not placed within the salary range of the
             104      employee's current position;
             105          (vii) a violation of a rule adopted under Chapter 19, Utah State Personnel Management
             106      Act; or
             107          (viii) except as provided by Subsection (1)(b)(iii), equitable administration of the
             108      following benefits:
             109          (A) long-term disability insurance;
             110          (B) medical insurance;
             111          (C) dental insurance;
             112          (D) post-retirement health insurance;
             113          (E) post-retirement life insurance;
             114          (F) life insurance;
             115          (G) defined contribution retirement;
             116          (H) defined benefit retirement; and
             117          (I) a leave benefit.
             118          (b) The office shall serve as the final administrative body to review a grievance by a


             119      reporting employee alleging retaliatory action.
             120          [(b)] (c) The office may not review or take action on:
             121          (i) a personnel matter not listed in Subsection (1)(a) or (b);
             122          (ii) a grievance listed in Subsection (1)(a) or (b) that alleges discrimination or
             123      retaliation related to a claim of discrimination that is a violation of a state or federal law for
             124      which review and action by the office is preempted by state or federal law; or
             125          (iii) a grievance related to a claim for which an administrative review process is
             126      provided by statute and administered by:
             127          (A) the Utah State Retirement Systems under Title 49, Utah State Retirement and
             128      Insurance Benefit Act;
             129          (B) the Public Employees' Benefit and Insurance Program under Title 49, Chapter 20,
             130      Public Employees' Benefit and Insurance Program Act; or
             131          (C) the Public Employees' Long-Term Disability Program under Title 49, Chapter 21,
             132      Public Employees' Long-Term Disability Act.
             133          (2) The time limits established in this chapter supersede the procedural time limits
             134      established in Title 63G, Chapter 4, Administrative Procedures Act.
             135          Section 3. Section 67-19a-301 is amended to read:
             136           67-19a-301. Charges submissible under grievance procedure.
             137          (1) This grievance procedure may only be used by career service employees who are
             138      not:
             139          (a) public applicants for a position with the state's work force;
             140          (b) public employees of the state's political subdivisions;
             141          (c) public employees covered by other grievance procedures; or
             142          (d) employees of state institutions of higher education.
             143          (2) (a) Whenever a question or dispute exists as to whether an employee is qualified to
             144      use this grievance procedure, the administrator shall resolve the question or dispute.
             145          (b) The administrator's decision under Subsection (2)(a) is reviewable only by the
             146      Court of Appeals.
             147          (3) Any career service employee may submit a grievance based upon a claim or charge
             148      of injustice or oppression, including dismissal from employment, resulting from an act,
             149      occurrence, omission, or condition for solution through the grievance procedures set forth in


             150      this chapter.
             151          (4) A reporting employee who desires to bring an administrative claim of retaliatory
             152      action shall use the grievance procedure described in Section 67-19a-402.5 .
             153          Section 4. Section 67-19a-302 is amended to read:
             154           67-19a-302. Levels of procedure.
             155          (1) A career service employee may grieve the issues specified under Subsection
             156      67-19a-202 (1)(a) to all levels of the grievance procedure described in Section 67-19a-402 .
             157          (2) (a) A career service employee may grieve all other matters only to the level of the
             158      department head.
             159          (b) The decision of the department head on a matter under Subsection (2)(a) is final
             160      and may not be advanced to the office.
             161          (3) In accordance with Section 67-19a-402.5 , and subject to Section 67-21-4 , a
             162      reporting employee may file directly with the office a grievance alleging retaliatory action.
             163          Section 5. Section 67-19a-303 is amended to read:
             164           67-19a-303. Employees' rights in grievance procedure.
             165          (1) For the purpose of submitting and advancing a grievance, a career service
             166      employee, or a reporting employee alleging retaliatory action, may:
             167          (a) obtain assistance by a representative of the employee's choice to act as an advocate
             168      at any level of the grievance procedure;
             169          (b) request a reasonable amount of time during work hours to confer with the
             170      representative and prepare the grievance; and
             171          (c) call other employees as witnesses at a grievance hearing.
             172          (2) The state shall allow employees to attend and testify at the grievance hearing as
             173      witnesses if the employee has given reasonable advance notice to the employee's immediate
             174      supervisor.
             175          (3) No person may take any reprisals against [any] a career service employee or a
             176      reporting employee for use of a grievance [procedures specified] procedure described in this
             177      chapter.
             178          (4) (a) The employing agency of an employee who files a grievance may not place
             179      grievance forms, grievance materials, correspondence about the grievance, agency and
             180      department replies to the grievance, or other documents relating to the grievance in the


             181      employee's personnel file.
             182          (b) The employing agency of an employee who files a grievance may place records of
             183      disciplinary action in the employee's personnel file.
             184          (c) If any disciplinary action against an employee is rescinded through the grievance
             185      procedures [established] described in this chapter, the agency and the Department of Human
             186      Resource Management shall remove the record of the disciplinary action from the employee's
             187      agency personnel file and central personnel file.
             188          (d) An agency may maintain a separate grievance file relating to an employee's
             189      grievance, but shall discard the file after three years.
             190          Section 6. Section 67-19a-402.5 is enacted to read:
             191          67-19a-402.5. Procedural steps to be followed by reporting employee alleging
             192      retaliatory action.
             193          (1) A reporting employee who desires to assert on administrative grievance of
             194      retaliatory action:
             195          (a) shall submit the grievance in writing within 20 days after the day on which the
             196      retaliatory action occurs;
             197          (b) is not required to comply with Section 63G-7-402 to file the grievance; and
             198          (c) is subject to the provisions of Section 67-24-4 .
             199          (2) (a) When a reporting employee files a grievance with the administrator under
             200      Subsection (1), the administrator shall initially determine:
             201          (i) whether the reporting employee is entitled, under this chapter and Chapter 21, Utah
             202      Protection of Public Employees Act, to bring the grievance and use the grievance procedure;
             203          (ii) whether the office has authority to review the grievance;
             204          (iii) whether, if the alleged grievance were found to be true, the reporting employee
             205      would be entitled to relief under Subsection 67-21-3.5 (2); and
             206          (iv) whether the reporting employee has been directly harmed.
             207          (b) To make the determinations described in Subsection (2)(a), the administrator may:
             208          (i) hold an initial hearing, where the parties may present oral arguments, written
             209      arguments, or both; or
             210          (ii) conduct an administrative review of the grievance.
             211          (3) (a) If the administrator holds an initial hearing, the administrator shall issue a


             212      written decision within 15 days after the day on which the hearing is adjourned.
             213          (b) If the administrator chooses to conduct an administrative review of the grievance,
             214      the administrator shall issue the written decision within 15 days after the day on which the
             215      administrator receives the grievance.
             216          (4) (a) If the administrator determines the office has authority to review the grievance,
             217      the administrator shall provide for an evidentiary hearing in accordance with Section
             218      67-19a-404 .
             219          (b) The administrator may dismiss the grievance, without holding a hearing or taking
             220      evidence, if the administrator:
             221          (i) finds that, even if the alleged grievance were found to be true, the reporting
             222      employee would not be entitled to relief under Subsection 67-21-3.5 (2); and
             223          (ii) provides the administrator's findings, in writing, to the reporting employee.
             224          (c) The office shall comply with Chapter 21, Utah Protection of Public Employees Act,
             225      in taking action under this section.
             226          (5) A decision reached by the office in reviewing a retaliatory action grievance from a
             227      reporting employee may be appealed directly to the Utah Court of Appeals.
             228          (6) (a) Except as provided in Subsection (6)(b), an appellate court may award costs and
             229      attorney fees, accrued at the appellate court level, to the prevailing party.
             230          (b) A court may not order the office to pay costs or attorney fees under this section.
             231          Section 7. Section 67-21-2 is amended to read:
             232           67-21-2. Definitions.
             233          As used in this chapter:
             234          (1) "Abuse of authority" means an arbitrary or capricious exercise of power that:
             235          (a) adversely affects the employment rights of another; or
             236          (b) results in personal gain to the person exercising the authority or to another person.
             237          [(1)] (2) "Adverse action" means to discharge, threaten, or [otherwise] discriminate
             238      against an employee in [any] a manner that affects the employee's employment, including
             239      compensation, terms, conditions, location, rights, immunities, promotions, or privileges.
             240          [(2)] (3) "Communicate" means a verbal, written, broadcast, or other communicated
             241      report.
             242          (4) "Damages" means general and special damages for injury or loss caused by each


             243      violation of this chapter.
             244          [(3)] (5) "Employee" means a person who performs a service for wages or other
             245      remuneration under a contract of hire, written or oral, express or implied.
             246          [(4)] (6) (a) "Employer" means the [employing state agency or political subdivision of
             247      the state] public body or public entity that employs the employee.
             248          (b) "Employer" includes an agent of an employer.
             249          (7) "Gross mismanagement" means action or failure to act by a person, with respect to
             250      a person's responsibility, that causes significant harm or risk of harm to the mission of the
             251      public entity or public body that employs, or is managed or controlled by, the person.
             252          (8) "Judicial employee" means an employee of the judicial branch of state government.
             253          (9) "Legislative employee" means an employee of the legislative branch of state
             254      government.
             255          (10) "Political subdivision employee" means an employee of a political subdivision of
             256      the state.
             257          [(5)] (11) "Public body" means any of the following:
             258          (a) a state officer, employee, agency, department, division, bureau, board, commission,
             259      council, authority, educational institution, or any other body in the executive branch of state
             260      government;
             261          (b) an agency, board, commission, council, institution member, or employee of the
             262      legislative branch of state government;
             263          (c) a county, city, town, regional governing body, council, school district, local district,
             264      special service district, or municipal corporation, board, department, commission, council,
             265      agency, or any member or employee of them;
             266          (d) any other body that is created by state or local authority, or that is primarily funded
             267      by or through state or local authority, or any member or employee of that body;
             268          (e) a law enforcement agency or any member or employee of a law enforcement
             269      agency; and
             270          (f) the judiciary and any member or employee of the judiciary.
             271          (12) "Public entity" means a department, division, board, council, committee,
             272      institution, office, bureau, or other similar administrative unit of the executive branch of state
             273      government.


             274          (13) "Public entity employee" means an employee of a public entity.
             275          (14) "Retaliatory action" is as defined in Section 67-19a-101 .
             276          (15) "State institution of higher education" is as defined in Section 53B-3-102 .
             277          (16) "Unethical conduct" means conduct that violates a provision of Title 67, Chapter
             278      16, Utah Public Officers' and Employees' Ethics Act.
             279          Section 8. Section 67-21-3 is amended to read:
             280           67-21-3. Reporting of governmental waste or violations of law -- Employer action
             281      -- Exceptions.
             282          (1) (a) An employer may not take adverse action against an employee because the
             283      employee, or a person authorized to act on behalf of the employee, communicates in good
             284      faith:
             285          (i) the [existence of any] waste or misuse of public funds, property, or manpower[, or];
             286          (ii) a violation or suspected violation of a law, rule, or regulation adopted under the law
             287      of this state, a political subdivision of this state, or any recognized entity of the United
             288      States[.]; or
             289          (iii) as it relates to a state government employer:
             290          (A) gross mismanagement;
             291          (B) abuse of authority; or
             292          (C) unethical conduct.
             293          (b) For purposes of Subsection (1)(a), an employee is presumed to have communicated
             294      in good faith if [he] the employee gives written notice or otherwise formally communicates the
             295      [waste, violation, or reasonable suspicion to the state auditor. This] conduct described in
             296      Subsection (1)(a) to:
             297          (i) a person in authority over the person alleged to have engaged in the conduct
             298      described in Subsection (1)(a);
             299          (ii) the attorney general's office;
             300          (iii) law enforcement, if the conduct is criminal in nature;
             301          (iv) if the employee is a public entity employee, public body employee, legislative
             302      employee, or a judicial employee:
             303          (A) the state auditor's office;
             304          (B) the president of the Senate;


             305          (C) the speaker of the House of Representatives;
             306          (D) the governor's office;
             307          (E) the state court administrator; or
             308          (F) the Division of Finance;
             309          (v) if the employee is a public entity employee, but not an employee of a state
             310      institution of higher education, the Director of the Division of Purchasing and General
             311      Services;
             312          (vi) if the employee is a political subdivision employee:
             313          (A) the legislative body, or a member of the legislative body, of the political
             314      subdivision;
             315          (B) the governing body, or a member of the governing body, of the political
             316      subdivision;
             317          (C) the top executive of the political subdivision; or
             318          (D) any government official with authority to audit the political subdivision or the
             319      applicable part of the political subdivision; or
             320          (vii) if the employee is an employee of a state institution of higher education:
             321          (A) the State Board of Regents or a member of the State Board of Regents;
             322          (B) the commissioner of higher education;
             323          (C) the president of the state institution of higher education where the employee is
             324      employed; or
             325          (D) the entity that conducts audits of the state institution of higher education where the
             326      employee is employed.
             327          (c) The presumption described in Subsection (1)(b) may be rebutted by showing that
             328      the employee knew or reasonably ought to have known that the report is malicious, false, or
             329      frivolous.
             330          (2) An employer may not take adverse action against an employee because an
             331      employee participates or gives information in an investigation, hearing, court proceeding,
             332      legislative or other inquiry, or other form of administrative review held by the public body.
             333          (3) An employer may not take adverse action against an employee because the
             334      employee has objected to or refused to carry out a directive that the employee reasonably
             335      believes violates a law of this state, a political subdivision of this state, or the United States, or


             336      a rule or regulation adopted under the authority of the laws of this state, a political subdivision
             337      of this state, or the United States.
             338          (4) An employer may not implement rules or policies that unreasonably restrict an
             339      employee's ability to document [the existence of any]:
             340          (a) the waste or misuse of public funds, property, or manpower[, or a];
             341          (b) a violation or suspected violation of any [laws, rules, or regulations.] law, rule, or
             342      regulation; or
             343          (c) as it relates to a state government employer:
             344          (A) gross mismanagement;
             345          (B) abuse of authority; or
             346          (C) unethical conduct.
             347          Section 9. Section 67-21-3.5 is enacted to read:
             348          67-21-3.5. Administrative review of adverse action against a public entity
             349      employee.
             350          (1) A public entity employee who believes that the employee's employer has taken
             351      retaliatory action against the employee in violation of this chapter may file a grievance with the
             352      Career Service Review Office in accordance with Section 67-19a-402.5 and subject to Section
             353      67-21-4 .
             354          (2) If the Career Service Review Office determines that retaliatory action is taken in
             355      violation of this chapter against the public entity employee, the Career Service Review Office
             356      may order:
             357          (a) reinstatement of the public entity employee at the same level held by the public
             358      entity employee before the retaliatory action;
             359          (b) the payment of back wages;
             360          (c) full reinstatement of benefits;
             361          (d) full reinstatement of other employment rights; or
             362          (e) if the retaliatory action includes failure to promote, as described in Subsection
             363      67-19a-101 (8)(d), a pay raise that results in the employee receiving the pay that the employee
             364      would have received if the person had been promoted.
             365          (3) A public entity employer has the burden to prove by substantial evidence that the
             366      public entity employer's action was justified.


             367          (4) A public entity employee or public entity employer may appeal a determination of
             368      the Career Service Review Office as provided in Section 67-19a-402.5 .
             369          Section 10. Section 67-21-3.6 is enacted to read:
             370          67-21-3.6. Administrative review for political subdivision employees.
             371          (1) (a) A political subdivision may adopt an ordinance to establish an independent
             372      personnel board to hear and take action on a complaint alleging adverse action.
             373          (b) The ordinance described in Subsection (1)(a) shall include:
             374          (i) procedures for filing a complaint and conducting a hearing; and
             375          (ii) a burden of proof on the employer to establish by substantial evidence that the
             376      employer's action was justified by reasons unrelated to the employee's good faith actions under
             377      Section 67-21-3 .
             378          (2) If a political subdivision adopts an ordinance described in Subsection (1), a
             379      political subdivision employee may file a complaint with the independent personnel board
             380      alleging adverse action.
             381          (3) If an independent personnel board finds that adverse action is taken in violation of
             382      the ordinance described in Subsection (1)(a), the independent personnel board may order:
             383          (a) reinstatement of the employee at the same level as before the adverse action;
             384          (b) the payment of back wages;
             385          (c) full reinstatement of fringe benefits;
             386          (d) full reinstatement of seniority rights; or
             387          (e) if the adverse action includes failure to promote, as described in Subsection
             388      67-19a-101 (8)(d), a pay raise that results in the employee receiving the pay that the employee
             389      would have received if the person had been promoted.
             390          Section 11. Section 67-21-3.7 is enacted to read:
             391          67-21-3.7. Administrative review for state institution of higher education
             392      employees.
             393          (1) (a) A state institution of higher education may adopt a policy to establish an
             394      independent personnel board to hear and take action on a complaint alleging adverse action.
             395          (b) The policy described in Subsection (1)(a) shall include:
             396          (i) procedures for filing a complaint and conducting a hearing; and
             397          (ii) a burden of proof on the employer to establish by substantial evidence that the


             398      employer's action was justified by reasons unrelated to the employee's good faith actions under
             399      Section 67-21-3 .
             400          (2) If a state institution of higher education adopts a policy described in Subsection (1),
             401      an employee of the state institution of higher education may file a complaint with the
             402      independent personnel board alleging adverse action.
             403          (3) If an independent personnel board finds that adverse action is taken in violation of
             404      the policy described in Subsection (1)(a), the independent personnel board may order:
             405          (a) reinstatement of the employee at the same level as before the adverse action;
             406          (b) the payment of back wages;
             407          (c) full reinstatement of fringe benefits;
             408          (d) full reinstatement of seniority rights; or
             409          (e) if the adverse action includes failure to promote, as described in Subsection
             410      67-19a-101 (8)(d), a pay raise that results in the employee receiving the pay that the employee
             411      would have received if the person had been promoted.
             412          Section 12. Section 67-21-4 is amended to read:
             413           67-21-4. Choice of forum --Remedies for employee bringing action -- Proof
             414      required.
             415          [(1) As used in this section, "damages" means damages for injury or loss caused by
             416      each violation of this chapter.]
             417          [(2) An] (1) (a) Except as provided in Subsection (1)(b), and subject to Subsections
             418      (1)(c) through (e), an employee who alleges a violation of this chapter may bring a civil action
             419      for appropriate injunctive relief [or actual], damages, or both, within 180 days after the
             420      occurrence of the alleged violation of this chapter.
             421          (b) (i) An employee of a political subdivision that has adopted an ordinance described
             422      in Section 67-21-3.6 :
             423          (A) may bring a civil action described in Subsection (1)(a) within 180 days after the
             424      day on which the employee has exhausted administrative remedies; and
             425          (B) may not bring a civil action described in Subsection (1)(a) until the employee has
             426      exhausted administrative remedies.
             427          (ii) An employee of a state institution of higher education that has adopted a policy
             428      described in Section 67-21-3.7 :


             429          (A) may bring a civil action described in Subsection (1)(a) within 180 days after the
             430      day on which the employee has exhausted administrative remedies; and
             431          (B) may not bring a civil action described in Subsection (1)(a) until the employee has
             432      exhausted administrative remedies.
             433          (c) A public entity employee who is not a legislative employee or a judicial employee
             434      may bring a claim of retaliatory action by selecting one of the following methods:
             435          (i) filing a grievance with the Career Service Review Office in accordance with Section
             436      67-19a-402.5 ; or
             437          (ii) bringing a civil action for appropriate injunctive relief, damages, or both, within
             438      180 days after the occurrence of the alleged violation of this chapter.
             439          (d) A public entity employee who files a grievance under Subsection (1)(c)(i):
             440          (i) may not, at any time, bring a civil action in relation to the subject matter of the
             441      grievance;
             442          (ii) may seek a remedy described in Subsection 67-21-3.5 (2); and
             443          (iii) waives the right to seek a remedy or a type of damages not included in Subsection
             444      67-21-3.5 (2).
             445          (e) A public entity employee who files a civil action under Subsection (1)(c)(ii) may
             446      not, at any time, file a grievance with the Career Service Review Office in relation to the
             447      subject matter of the civil action.
             448          [(3)] (2) An [action begun] employee who brings a civil action under this section [may
             449      be brought] shall bring the action in the district court for the county where the alleged violation
             450      occurred, the county where the complainant resides, or the county where the person against
             451      whom the civil complaint is filed resides or has [his] the person's principal place of business.
             452          [(4) To prevail in an action brought under the authority of this section, the employee
             453      shall establish, by a preponderance of the evidence, that the employee has suffered an adverse
             454      action because the employee, or a person acting on his behalf engaged or intended to engage in
             455      an activity protected under Section 67-21-3 .]
             456          (3) To prevail in an action brought under this section, the employer shall prove by
             457      substantial evidence that the employer's action was justified.
             458          Section 13. Section 67-21-5 is amended to read:
             459           67-21-5. Court orders for violation of chapter.


             460          (1) A court, in rendering a judgment in an action brought under this chapter, may order
             461      reinstatement of the employee at the same level, the payment of back wages, full reinstatement
             462      of fringe benefits and seniority rights, [actual] damages, or any combination of these remedies.
             463          (2) A court shall [also] award the complainant all or a portion of the costs of litigation,
             464      which are defined to include reasonable attorney fees and witness fees, if the court determines
             465      that the [award is appropriate] complainant prevails.
             466          Section 14. Section 67-21-6 is amended to read:
             467           67-21-6. Civil fine.
             468          (1) (a) A person who violates this chapter is liable for a civil fine of not more than
             469      $500.
             470          (b) The person who takes an adverse action against an employee in violation of this
             471      chapter, and not the public body that employs the employee, shall, after receiving notice and an
             472      opportunity to be heard, pay the civil fine under this Subsection (1).
             473          (c) If a person is ordered to pay a civil fine under this Subsection (1), the employer may
             474      dismiss the person who took the adverse action in violation of this chapter.
             475          (2) A civil fine [which is] ordered under this chapter shall be submitted to the state
             476      treasurer for deposit in the General Fund.
             477          (3) The civil fine described in this section may be imposed if a violation of this chapter
             478      is found by:
             479          (a) an independent personnel board described in Subsection 67-21-3.6 (1)(a) or
             480      67-21-3.7 (1)(a);
             481          (b) the Career Service Review Office; or
             482          (c) a court.
             483          Section 15. Section 67-21-9 is amended to read:
             484           67-21-9. Notice of contents of this chapter -- Posting.
             485          (1) An employer shall post notices and use other appropriate means to keep employees
             486      informed of their protections and obligations under this chapter.
             487          (2) Upon request by an employee, or when an employee alleges an adverse action, the
             488      employer shall provide the employee with a copy of this chapter.
             489          Section 16. Section 67-21-10 is enacted to read:
             490          67-21-10. False accusations.


             491          (1) An employee violates this chapter if the employee knowingly makes a false
             492      accusation against an employer under this chapter.
             493          (2) An employee who violates Subsection (1), is subject to:
             494          (a) a fine not to exceed $5,000; and
             495          (b) dismissal from employment.
             496          Section 17. Coordinating S.B. 95 with H.B. 193 -- Substantive amendments.
             497          If this S.B. 95 and H.B. 193, Utah State Employment Amendments, both pass and
             498      become law, it is the intent of the Legislature that the Office of Legislative Research and
             499      General Counsel, in preparing the Utah Code database for publication, modify Subsection
             500      67-21-3.5 (2)(b) to read as follows: "(b) the payment of back wages, in accordance with
             501      Subsection 67-19a-406 (5)(b);".


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