R477.  Human Resource Management, Administration.
R477-16.  Abusive Conduct Prevention.
R477-16-1.  Policy.
	It is the policy of the State of Utah to provide a work environment free from abusive conduct.
	(1)  Abusive conduct includes physical, verbal or nonverbal conduct, such as derogatory remarks, insults, or epithets made by an employee that a reasonable person would determine:
	(a)  was intended to cause intimidation, humiliation, or unwarranted distress;
	(b)  exploits a known physical or psychological disability; or
	(c)  results in substantial physical or psychological harm caused by intimidation, humiliation or unwarranted distress.
	(2)  The following actions do not constitute abusive conduct unless they are especially severe and egregious:
	(a)  a single act;
	(b)  appropriate disciplinary or administrative actions;
	(c)  appropriate coaching or work-related feedback;
	(d)  reasonable work assignments or job reassignments; or
	(e)  reasonable differences in styles of management, communication, expression, or opinion.
	(3)  An employee may be subject to discipline under this rule even if the conduct occurs outside of scheduled work time or work location.
	(4)  Once a complaint of abusive conduct has been filed, the accused may not communicate with the complainant regarding allegations in the complaint.

R477-16-2.  Complaint Procedure.
	Management shall permit employees who allege abusive conduct to file complaints and engage in a review process free from bias, collusion, intimidation or retaliation.
	(1)  Employees who feel they are being subjected to abusive conduct should do the following:
	(a)  document the occurrence;
	(b)  continue to report to work; and
	(c)  identify a witness(es), if applicable
	(2)  An employee shall file a written complaint of abusive conduct with their immediate supervisor, any other supervisor in their direct chain of command, or the Department of Human Resource Management, including the agency human resource field office.
	(a)  Complaints may be submitted by any employee, witness, volunteer or other individual.
	(b)  Any supervisor who has knowledge of abusive conduct shall take immediate, appropriate action in consultation with DHRM and document the action.

R477-16-3.  Investigative Procedure.
	(1)  When warranted, investigations shall be conducted based on DHRM standards and business practices.
	(2)  Results of Investigation
	(a)  If an investigation finds the allegations of abusive conduct to be sustained, agency management shall take appropriate administrative action.
	(b)  If an investigation reveals evidence of criminal conduct in abusive conduct allegations, the agency head or Executive Director, DHRM, may refer the matter to the appropriate law enforcement agency.
	(c)  At the conclusion of the investigation, the appropriate parties shall be notified of investigative findings and procedure to request an administrative review of findings pursuant to Utah Code Section 67-19a-501.
	(3)  Participants in any abusive conduct investigation shall treat all information pertaining to the case as confidential.

R477-16-4.  Abusive Conduct Training.
	(1)  DHRM shall provide employees and supervisors training on the prevention of abusive conduct.
	(a)  Training shall include information regarding what constitutes abusive conduct, how to prevent it, options available under rule, and grievance procedures provided by Utah Code Section 67-19a.
	(b)  Agencies shall ensure employees complete training within a reasonable time after hire and at least every two years thereafter.
	(c)  Training records shall be submitted to DHRM including who provided the training, who attended the training and when they attended it.

KEY:  abusive conduct, administrative procedures, hostile work environment
Date of Enactment or Last Substantive Amendment:  July 1, 2018
Authorizing, and Implemented or Interpreted Law:  67-19-6; 67-19-44