DAR File No. 39315
This rule was published in the May 15, 2015, issue (Vol. 2015, No. 10) of the Utah State Bulletin.
Human Resource Management, Administration
Notice of Proposed Rule
DAR File No.: 39315
Filed: 04/30/2015 09:01:30 AM
Purpose of the rule or reason for the change:
S.B. 296 of the 2015 General Session updated the antidiscrimination statutes. The purpose of this amendment is to reflect the new statutory mandates and provide consistency in terms and phrases.
Summary of the rule or change:
The changes: add protected classes consistent with S.B. 296 from the 2015 General Session, Anti-Discrimination and Religious Freedom Amendments; and corrects agency name for GOMB.
State statutory or constitutional authorization for this rule:
- Section 34A-5-106
- Section 34A-5-107
- Section 67-19-15
- Section 67-19-18
- Section 67-19-6
- Section 34A-5-104
- Section 34A-5-102
Anticipated cost or savings to:
the state budget:
These changes are administrative and do not directly impact state budgets.
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 has no financial impact on state employees.
Compliance costs for affected persons:
There is no direct compliance cost for these amendments.
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.
Debbie Cragun, 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
Room 2120 STATE OFFICE BLDG
450 N MAIN ST
SALT LAKE CITY, UT 84114-1201
Direct questions regarding this rule to:
- Greg Hargis at the above address, by phone at 801-891-5680, by FAX at , or by Internet E-mail at firstname.lastname@example.org
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:
- 06/02/2015 10:00 AM, Senate Building, 420 N State Street, Copper Room, Salt Lake City, UT
This rule may become effective on:
Debbie Cragun, Executive Director
R477. Human Resource Management, Administration.
R477-2-1. Rules Applicability.
These rules apply to the executive branch of Utah State Government and its career and career service exempt employees. Other entities may be covered in specific sections as determined by statute. Any inclusions or exceptions to these rules are specifically noted in applicable sections. Entities which are not bound by mandatory compliance with these rules include:
(1) members of the Legislature and legislative employees;
(2) members of the judiciary and judicial employees;
(3) officers, faculty, and other employees of state institutions of higher education;
(4) officers, faculty, and other employees of the public education system, other than those directly employed by the State Office of Education;
(5) employees of the Office of the Attorney General;
(6) elected members of the executive branch and their employees;
(7) employees of independent entities, quasi-governmental agencies and special service districts;
(8) employees in any position that is determined by statute to be exempt from these rules.
R477-2-2. Compliance Responsibility.
Agencies shall comply with these rules.
(1) The Executive Director, DHRM, may authorize exceptions to these rules where allowed when:
(a) applying the rule prevents the achievement of legitimate government objectives; or
(b) applying the rule infringes on the legal rights of an employee.
(2) Agency personnel records, practices, policies and procedures, employment and actions, shall comply with these rules and are subject to compliance audits by DHRM.
(3) In cases of noncompliance with Title 67, Chapter 19, and these rules, the Executive Director, DHRM, may find the responsible agency official to be subject to the penalties under Subsection 67-19-18(1) pertaining to misfeasance, malfeasance or nonfeasance in office.
R477-2-3. Fair Employment Practice and Discrimination.
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,
activity under the anti-discrimination statutes, political
affiliation, military status or affiliation or any other non-job
related factor, except as provided under Subsection
(3) An employee who alleges unlawful discrimination may:
(a) submit a complaint to the agency head; and
(b) file a charge with the Utah Labor Commission 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.
R477-2-4. Control of Personal Service Expenditures.
(1) Statewide control of personal service
expenditures shall be the shared responsibility of the employing
agency, the Governor's Office of [
Planning]and Budget, the Department of Human Resource
Management and the Division of Finance.
(2) Changes in job identification numbers, salary ranges, or number of positions listed in the Detailed Position Record Management Report shall be approved by the Executive Director, DHRM or designee.
(3) No person shall be placed or retained on an agency payroll unless that person occupies a position listed in an agency's approved Detailed Position Record Management Report.
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.
(3) DHRM shall maintain, on behalf of agencies, a confidential medical file. Confidentiality shall be maintained in accordance with applicable regulations. Information in the medical file is private, controlled, or exempt in accordance with Title 63G-2.
(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.
(9) Records related to conduct for which an employee may be disciplined under R477-11-1(1) are classified as private records under Subsection 62G-2-302(2)(a).
(i) If disciplinary action under R477-11-1(4) has been sustained and completed and all time for appeal has been exhausted, the documents issued in the disciplinary process are classified as public records under Subsection 63G-2-301(3)(o).
R477-2-6. Release of Information in a Reference Inquiry.
Reference checks or inquiries made regarding current or former public employees, volunteers, independent contractors, and members of advisory boards or commissions can be released if the information is classified as public, or if the subject of the record has signed and provided a current reference release form for information authorized under Title 63G, Chapter 2, of the Government Records Access and Management Act.
(1) The employment record is the property of Utah State Government with all rights reserved to utilize, disseminate or dispose of in accordance with the Government Records Access and Management Act.
(2) Additional information may be provided if authorized by law.
R477-2-7. Employment Eligibility Verification (Immigration Reform and Control Act - 1986).
Employees newly hired, rehired, or placed through reciprocity with or assimilation from another career service jurisdiction shall provide verifiable documentation of their identity and eligibility for employment in the United States by completing all sections of the Employment Eligibility Verification Form I-9 as required under the Immigration Reform and Control Act of 1986.
R477-2-8. Disclosure by Public Officers Supervising a Relative.
It is unlawful for a public officer to appoint, directly supervise, or to make salary or performance recommendations for relatives except as prescribed under Section 52-3-1.
(1) A public officer supervising a relative shall make a complete written disclosure of the relationship to the agency head in accordance with Section 52-3-1.
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, under Subsection 63G-7-902(2).
R477-2-10. Alternative Dispute Resolution.
Agency management may establish a voluntary alternative dispute resolution program under Chapter 63G, Chapter 5.
KEY: administrative responsibility, confidentiality of information, fair employment practices, public information
Date of Enactment or Last Substantive Amendment: [
July 1, 2014]
Notice of Continuation: February 2, 2012
Authorizing, and Implemented or Interpreted Law: 52-3-1; 63G-2; 63G-5-201; 63G-7; 67-19-6; 67-19-15; 67-19-18
More information about a Notice of Proposed Rule is available online.
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/2015/b20150515.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 Greg Hargis at the above address, by phone at 801-891-5680, by FAX at , or by Internet E-mail at email@example.com. For questions about the rulemaking process, please contact the Division of Administrative Rules.