File No. 34742
This rule was published in the May 15, 2011, issue (Vol. 2011, No. 10) of the Utah State Bulletin.
Human Resource Management, Administration
Notice of Proposed Rule
DAR File No.: 34742
Filed: 04/28/2011 04:52:50 PM
Purpose of the rule or reason for the change:
Extensive amendments are made to reduce unnecessary information and requirements regarding records.
Summary of the rule or change:
Amendments to Section R477-2-5 remove lists of records to be maintained. Language is added to reinforce confidentiality of medical records in Subsection R477-2-5(3). Various nonsubstantive corrections are made.
State statutory or constitutional authorization for this rule:
- Section 52-3-1
- Section 63G-2-3
- Section 63G-5-2
- Section 63G-7-9
- Section 67-19-6
- Section 67-19-18
Anticipated cost or savings to:
the state budget:
These changes are administrative and do not directly impact state budgets other than reducing potential costs for future physical storage of records.
This rule only affects the executive branch of state government and will have no impact on local government.
This rule only affects the executive branch of state government and will have no impact on small businesses.
persons other than small businesses, businesses, or local governmental entities:
This rule only affects the executive branch of state government and will have no impact on other persons. This rule does not impact costs or savings to state employees.
Compliance costs for affected persons:
This rule only affects agencies of the executive branch of state government.
Comments by the department head on the fiscal impact the rule may have on businesses:
Rules published by the Department of Human Resource Management (DHRM) have no direct effect on businesses or any entity outside state government. DHRM has authority to write rules only to the extent allowed by the Utah Personnel Management Act, Title 67, Chapter 19. This act limits the provisions of career service and these rules to employees of the executive branch of state government. The only possible impact may be a very slight, indirect effect if an agency passes costs or savings on to business through fees. However, it is anticipated that the minimal costs associated with these changes will be absorbed by agency budgets and will have no effect on business.
Jeff Herring, Executive Director
The full text of this rule may be inspected, during regular business hours, at the Division of Administrative Rules, or at:Human Resource Management
450 N MAIN ST
SALT LAKE CITY, UT 84114-1201
Direct questions regarding this rule to:
- J.J. Acker at the above address, by phone at 801-537-9096, by FAX at 801-538-3081, or by Internet E-mail at email@example.com
Interested persons may present their views on this rule by submitting written comments to the address above no later than 5:00 p.m. on:
Interested persons may attend a public hearing regarding this rule:
- 05/24/2011 09:00 AM, Senate Building (East), 420 N State Street (Capitol Hill), Beehive Room, Salt Lake City, UT
This rule may become effective on:
Jeff Herring, Executive Director
R477. Human Resource Management, Administration.
R477-2-3. Fair Employment Practice.
All state personnel actions shall provide equal employment opportunity for all individuals.
(1) Employment actions including appointment, tenure or term, condition or privilege of employment shall be based on the ability to perform the essential duties, functions, and responsibilities assigned to a particular position.
(2) Employment actions may not be based on race, religion, national origin, color, gender, age, disability, protected activity under the anti-discrimination statutes, political affiliation, military status or affiliation or any other non-job related factor.
(3) An employee who alleges unlawful discrimination may:
(a) submit a complaint to the agency head; and
(b) file a charge with the Utah Anti-Discrimination and Labor Division within 180 days of the alleged harm, or directly with the EEOC within 300 days of the alleged harm.
(4) A state official may not impede any employee from the timely filing of a discrimination complaint in accordance with state and federal requirements.
Access to and privacy of personnel records maintained by DHRM are governed by Title 63G, Chapter 2, the Government Records Access and Management Act (GRAMA) and applicable federal laws. DHRM shall designate and classify the records and record series it maintains under the GRAMA statute and respond to GRAMA requests for employee records.
(1) DHRM shall maintain an electronic record for each employee that contains the following, as appropriate:
(a) Social Security number, date of birth, home address, and private phone number.
(i) This information is classified as private under GRAMA.
(ii) DHRM may grant agency access to this information for state business purposes. Agencies shall maintain the privacy of this information.
(b) performance ratings;
(c) records of actions affecting employee salary history, classification history, title and salary range, employment status and other personal data.
(2) DHRM shall maintain, on behalf of
agencies, personnel files containing electronic or hard copy
of the following: (a) employee signed overtime agreement, personnel
actions, notices of performance improvement plans or disciplinary
actions, performance evaluations, separation and leave without
pay notices, including forms for PEHP and URS such as employee
benefits notification forms and military leave
(b) copies of professional licensure, training
certification and academic transcripts, when required by the job;
(c) other documents required by agency
(3) DHRM shall maintain, on behalf of
separate] confidential file[ for each of the following: (a) Medical Records: all information pertaining to
medical issues, including documents for Family Medical and Leave
Act, workers compensation, long-term disability, medical and
dental enrollment forms containing health related information,
health statements, and applications for additional life
(i) This information is private, controlled, or exempt in
accordance with Title 63G-2.
(b) ADA Records: Documents pertaining to requests for
reasonable accommodation, associated medical information, and the
interactive process required by the ADA.
(i) information in this file is exempt from the
provisions of Title 63G-2.
(c) Fitness for Duty and Drug and Alcohol Testing
Records: information regarding the results from fitness for duty
evaluations and drug testing.
(i) Information in this file is private or controlled in
accordance with Title 63G-2.
(d) I-9 Records: Form I-9 and other documents required by
the United States Bureau of Citizenship and Immigration Services
regulations, under Immigration Reform and Control Act of 1986, 8
USC Section 1324a.]
(4) An employee has the right to review the employee's personnel file, upon request, in the presence of a DHRM representative.
(a) An employee may request corrections, amendments to, or challenge any information in the DHRM electronic or hard copy personnel file, through the following process:
(i) The employee shall request in writing to the appropriate agency human resource field office that changes occur.
(ii) The employing agency shall be given an opportunity to respond.
(iii) Disputes over information that are not resolved between the employing agency and the employee shall be decided in writing by the Executive Director, DHRM. DHRM shall maintain a record of the employee's letter, the agency's response, and the DHRM Executive Director's decision.
(5) When a disciplinary action is rescinded or disapproved upon appeal, forms, documents and records pertaining to the case shall be removed from the personnel file.
(a) When the record in question is on microfilm, a seal will be placed on the record and a suitable notice placed on the carton or envelope. This notice shall indicate the limits of the sealed Title and the authority for the action.
(6) Upon employee separation, DHRM shall retain electronic records for thirty years. Agency hard copy records shall be retained at the agency for a minimum of two years, and then transferred to the State Record Center to be retained according to the record retention schedule.
(7) When an employee transfers from one agency to another, the former agency shall transfer the employee's personnel file, medical and I-9 records to the new agency.
(8) An employee who violates confidentiality is subject to disciplinary action and may be personally liable.
R477-2-9. Employee Liability.
An employee who becomes aware of any occurrence which may give rise to a law suit, who receives notice of claim, or is sued because of an incident related to state employment, shall give immediate notice to his supervisor and to the Department of Administrative Services, Division of Risk Management.
(1) In most cases, under Title 63G, Chapter 7, the Governmental Immunity Act, an employee shall receive defense and indemnification unless the case involves fraud, malice or the use of alcohol or drugs by the employee.
(2) Before an agency may defend its
employee against a claim, the employee shall make a written request
for a defense to the agency head within ten calendar days, [
in accordance with] Subsection 63G-7-902(2).
KEY: administrative responsibility, confidentiality of information, fair employment practices, public information
Date of Enactment or Last Substantive Amendment: [
July 1, 2010]
Notice of Continuation: June 9, 2007
Authorizing, and Implemented or Interpreted Law: 52-3-1; 63G-2-3; 63G-5-2; 63G-7-9; 67-19-6; 67-19-18
The Portable Document Format (PDF) version of the Bulletin is the official version. The PDF version of this issue is available at https://rules.utah.gov/publicat/bull-pdf/2011/b20110515.pdf. The HTML edition of the Bulletin is a convenience copy. Any discrepancy between the PDF version and HTML version is resolved in favor of the PDF version.
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For questions regarding the content or application of this rule, please contact J.J. Acker at the above address, by phone at 801-537-9096, by FAX at 801-538-3081, or by Internet E-mail at firstname.lastname@example.org.