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Employer defined
“Employer” means:
“Employer” does not include:
Unlawful employment practices
The unlawful employment practices and exemptions are similar to those under the federal Guidelines on Discrimination Because of Religion. The state law does not specifically require employers to reasonably accommodate employees religious beliefs. However, failure to accommodate might be considered a form of discrimination. Also, the federal law would still apply.
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.
Contact
Utah Anti-Discrimination and Labor Division
Regulations
Utah Code Title 34A, Chapter 05 - Utah Anti-Discrimination Act
Administrative Rule Title R606 - Labor Commission, Anti-Discrimination and Labor, Anti-Discrimination
Contact
Equal Employment Opportunity Commission (EEOC)
Regulations
29 CFR Part 1605, Guidelines on Discrimination Because of Religion