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“Employer” does not include:
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.
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.
Utah Code Title 34A, Chapter 05 - Utah Anti-Discrimination Act
Admin. Rule Title R606 - Labor Commission, Anti-Discrimination and Labor, Anti-Discrimination