Be Part of the Ultimate Safety & Compliance Community
Trending news, knowledge-building content, and more – all personalized to you!
['Discrimination']
['Equal Pay Act']
05/18/2022
Copyright 2023 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
Copyright 2023 J. J. Keller & Associate, Inc. For re-use options please contact copyright@jjkeller.com or call 800-558-5011.
...
Summary of differences between federal and state regulations
Employer defined
“Employer” means:
- the state or any political subdivision;
- a board, commission, department, institution, school district, trust, or agent of the state or its political subdivisions; or
- a person employing 15 or more employees within the state for each working day in each of 20 calendar weeks or more in the current or preceding calendar year.
“Employer” does not include:
- a religious organization or association;
- a religious corporation sole; or
- any corporation or association constituting a wholly owned subsidiary or agency of any religious organization or association or religious corporation sole.
Unlawful employment practices
The state law does not include requirements as extensive as those under the federal Equal Pay Act. However, the state law does prohibit discrimination in matters of compensation, which is defined as the payment of differing wages or salaries to employees having substantially equal experience, responsibilities, and skill for the particular job.
Recordkeeping
Any personnel or employment record made or kept by an employer (including but not necessarily limited to application forms submitted by applicants and other records having to do with hiring, promotion, demotion, transfer, layoff or termination, rates of pay or other terms of compensation, and selection for training or apprenticeship) must be preserved for six months from the date of the making of the record and the personnel action involved, whichever occurs later.
In case of involuntary termination of an employee, the personnel records of the individual terminated must be kept for six months from the date of termination.
Where a complaint of discrimination has been filed, the respondent employer must preserve all personnel records relevant to the complaint and to the charging party until final disposition of the complaint. This can include personnel or employment records relating to the charging party and to all other employees holding positions similar to that held or sought by the charging party and application forms or test papers completed by an unsuccessful applicant or by all other candidates for the same position as that for which the charging party applied and was rejected.
State
Contact
Anti-Discrimination and Labor Division
Regulations
Utah Code Title 34A, Chapter 05 - Utah Anti-Discrimination Act
Admin. Rule Title R606 - Labor Commission, Anti-Discrimination and Labor, Anti-Discrimination
Federal
Contact
Equal Employment Opportunity Commission (EEOC)
Regulations
29 CFR Part 1620, The Equal Pay Act
29 CFR 1621, Procedures — The Equal Pay Act
READ MORESHOW LESS
['Discrimination']
['Equal Pay Act']
Load More
J. J. Keller is the trusted source for DOT / Transportation, OSHA / Workplace Safety, Human Resources, Construction Safety and Hazmat / Hazardous Materials regulation compliance products and services. J. J. Keller helps you increase safety awareness, reduce risk, follow best practices, improve safety training, and stay current with changing regulations.