reglab/housing_qa huggingface dataset:
UT Code § 34-46-201 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 46 - Employment Selection Procedures Act|Part 2 - Requirements Related to Information|Section 201 - Information collected.

34-46-201. Information collected.    (1) Except as provided in Subsection (2), an employer may not request the following information before an applicant is offered a job:   (a) Social Security number;     (b) date of birth; or     (c) driver license number.       (2) An employer may request the information listed in Subsection (1) before an applicant is offered a job only if:   (a) the request for information is applicable to any applicant applying for the position for which the applicant is applying;     (b) the information is requested during the time in the employer's employment selection process when the employer:   (i) obtains a criminal background check;     (ii) obtains a credit history of an applicant for employment, subject to the requirements of the Fair Credit Reporting Act, 15 U.S.C. Sec. 1681 et seq.;     (iii) obtains a driving record of a driver from the Driver License Division in accordance with Section 53-3-104 or 53-3-420;     (iv) subject to Subsection (3), conducts a review of the internal records of the employer to determine whether:   (A) the applicant was previously employed by the employer; or     (B) the applicant previously applied for employment with the employer; or       (v) collects the information to provide it to a government entity for the purpose of:   (A) determining eligibility for a government service, benefit, or program that requires that the information is collected on or before the day on which an offer of employment is made; or     (B) participating in a government service, benefit, or program that requires that the information is collected on or before the day on which an offer of employment is made; and         (c) the applicant consents to the employer taking the action described in Subsection (2)(b).       (3) If the information listed in Subsection (1) is requested under Subsection (2)(b)(iv), the employer may only request that information listed in Subsection (1) that is necessary to conduct the review of the employer's internal records.     (4) An employer violates this section if pursuant to Subsection (2) the employer requests the information listed in Subsection (1), but fails to take the action described in Subsection (2)(b) for which the information is requested.    Amended by Chapter 2, 2009 Special Session 1Amended by Chapter 2, 2009 Special Session 1
UT Code § 34-46-202 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 46 - Employment Selection Procedures Act|Part 2 - Requirements Related to Information|Section 202 - Use of information collected in initial selection process.

34-46-202. Use of information collected in initial selection process.    (1)   (a) An employer may not:   (i) use information about an applicant obtained through an initial selection process for a purpose other than to determine whether or not the employer will hire the applicant as an employee; or     (ii) except as provided in Subsection (2), provide information about an applicant obtained through an initial selection process to a person other than the employer.       (b) A use prohibited under this Subsection (1) includes:   (i) marketing;     (ii) profiling;     (iii) reselling of the information; or     (iv) a similar use.         (2) Notwithstanding the other provisions of this section, an employer may provide information:   (a) as required by law;     (b) to a government entity for the purpose of:   (i) determining eligibility for a government service, benefit, or program; or     (ii) participating in a government service, benefit, or program;       (c) if the applicant applies for another position with the employer; or     (d) if the applicant becomes an employee and the information is used for one or more of the following, that is also applied to other employees in a similar position:   (i) a performance review; or     (ii) a promotion application.        Amended by Chapter 2, 2009 Special Session 1Amended by Chapter 2, 2009 Special Session 1
UT Code § 34-46-203 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 46 - Employment Selection Procedures Act|Part 2 - Requirements Related to Information|Section 203 - Retention of information collected during an initial selection process.

34-46-203. Retention of information collected during an initial selection process.    (1) Subject to Subsection (2), with regard to information collected about an applicant obtained through an initial selection process, an employer shall:   (a) maintain a specific policy regarding the retention, disposition, access, and confidentiality of the information; and     (b) if an applicant requests to see the policy described in Subsection (1)(a), provide an opportunity for the applicant to review the policy before being required to provide information as part of the initial selection process.       (2) Except to the extent required by law, an employer may not retain the information described in Subsection (1) more than two years after the day on which the applicant provides the information to the employer, if the employer does not hire the applicant within that two-year period.    Enacted by Chapter 174, 2009 General Session
UT Code § 34-46-301 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 46 - Employment Selection Procedures Act|Part 3 - Enforcement|Section 301 - Investigations -- Complaints -- Sanctions -- Rulemaking.

34-46-301. Investigations -- Complaints -- Sanctions -- Rulemaking.    (1) The division may investigate an alleged violation of this chapter.     (2)   (a) An individual claiming to be aggrieved by an action of an employer in violation of this chapter may file with the division a request for agency action.     (b) On receipt of a request for agency action under Subsection (2)(a), the division:   (i) shall conduct an adjudicative proceeding pursuant to Title 63G, Chapter 4, Administrative Procedures Act; and     (ii) may attempt to reach a settlement between the parties through a settlement conference.         (3)   (a) If the division determines that a violation has occurred, the division may order that the employer:   (i) cease and desist the action;     (ii) pay a fine to the division of up to $500 for a violation, regardless of the number of applicants affected by the violation; or     (iii) comply with a combination of Subsections (3)(a)(i) and (ii).       (b) Money received under this section shall be deposited as a dedicated credit to the division to pay for the costs of administering this chapter.       (4) The commission may make rules in accordance with Title 63G, Chapter 3, Utah Administrative Rulemaking Act, regarding:   (a) the process to file a written complaint with the division; and     (b) the terms defined in Section 34-46-102.      Enacted by Chapter 174, 2009 General Session
UT Code § 34-46-302 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 46 - Employment Selection Procedures Act|Part 3 - Enforcement|Section 302 - Inspection of records by division.

34-46-302. Inspection of records by division.    (1) A representative of the division may enter a place of employment during business hours to inspect a record as part of an investigation described in Section 34-46-301.     (2) An effort of an employer to obstruct the division in the performance of its duties under this section is a violation of this chapter and subject to sanctions under Section 34-46-301.    Enacted by Chapter 174, 2009 General Session
UT Code § 34-47-101 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 47 - Worker Classification Coordinated Enforcement Act|Part 1 - General Provisions|Section 101 - Title.

 Affected by 63I-1-234 on 7/1/2016 34-47-101. Title.  This chapter is known as the "Worker Classification Coordinated Enforcement Act."  Enacted by Chapter 15, 2011 General Session
UT Code § 34-47-102 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 47 - Worker Classification Coordinated Enforcement Act|Part 1 - General Provisions|Section 102 - Definitions.

 Affected by 63I-1-234 on 7/1/2016 34-47-102. Definitions.  As used in this chapter:  (1) "Commission" means the Labor Commission.     (2) "Commissioner" means the commissioner of the Labor Commission.     (3) "Council" means the Worker Classification Coordinated Enforcement Council created in Section 34-47-201.     (4) "Member agency" means an agency that is represented on the council.     (5) "Misclassification" means to classify an individual as something other than an employee, if under the relevant law the individual is required to be classified as an employee.    Enacted by Chapter 15, 2011 General Session
UT Code § 34-47-201 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 47 - Worker Classification Coordinated Enforcement Act|Part 2 - Worker Classification Coordinated Enforcement Council|Section 201 - Creation.

 Affected by 63I-1-234 on 7/1/2016 34-47-201. Creation.    (1)   (a) There is created within the commission the Worker Classification Coordinated Enforcement Council consisting of the following four members:   (i) the commissioner, or the commissioner's designee;     (ii) the executive director of the Department of Commerce, or the executive director's designee;     (iii) the executive director of the Department of Workforce Services, or the executive director's designee; and     (iv) the chair of the State Tax Commission, or the chair's designee.       (b) The Office of the Attorney General shall work cooperatively with the council.       (2) The commissioner, or the commissioner's designee, is chair of the council.     (3)   (a) A majority of the council members constitutes a quorum.     (b) A vote of the majority of the council members present when a quorum is present is an action of the council.     (c) Subject to Section 34-47-202, the council shall meet at the call of the chair, except that the chair shall call a meeting at least quarterly.     (d) The council may adopt additional procedures or requirements for:   (i) voting, when there is a tie of the council members;     (ii) how meetings are to be called; and     (iii) the frequency of meetings.        Enacted by Chapter 15, 2011 General Session
UT Code § 34-47-202 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 47 - Worker Classification Coordinated Enforcement Act|Part 2 - Worker Classification Coordinated Enforcement Council|Section 202 - Duties and powers of the council.

 Effective 5/9/2017  34-47-202. Duties and powers of the council.    (1) The council shall meet at least quarterly with the attorney general or a designee of the attorney general to coordinate regulatory and law enforcement efforts related to misclassification.     (2)   (a) The council shall submit, in accordance with Section 68-3-14, a written report by no later than September 1 of each year regarding the previous fiscal year to:   (i) the governor; and     (ii) the Business and Labor Interim Committee.       (b) The report required by this Subsection (2) shall include:   (i) the nature and extent of misclassification in this state;     (ii) the results of regulatory and law enforcement efforts related to the council;     (iii) the status of sharing information by member agencies; and     (iv) recommended legislative changes, if any.       (c) As part of the report required by this Subsection (2), the council shall provide an opportunity to the following to include in the report comments on the effectiveness of the council:   (i) the attorney general; and     (ii) each member agency.         (3) The council may study:   (a) how to reduce costs to the state resulting from misclassification;     (b) how to extend outreach and education efforts regarding the nature and requirements of classifying an individual;     (c) how to promote efficient and effective information sharing amongst the member agencies; and     (d) the need, if any, to create by statute a database or other method to facilitate sharing of information related to misclassification.       (4) A member agency shall cooperate with the commission and council to provide information related to misclassification to the extent that:   (a) the information is public information; or     (b) providing the information is otherwise permitted by law other than this chapter.       (5)   (a) A record provided to the commission or council under this chapter is a protected record under Title 63G, Chapter 2, Government Records Access and Management Act, unless otherwise classified as private or controlled under Title 63G, Chapter 2, Government Records Access and Management Act.     (b) Notwithstanding Subsection (5)(a), the commission or council may disclose the record to the extent:   (i) necessary to take an administrative action by a member agency;     (ii) necessary to prosecute a criminal act; or     (iii) that the record is:   (A) obtainable from a source other than the member agency that provides the record to the commission or council; or     (B) public information or permitted to be disclosed by a law other than this chapter.          Amended by Chapter 18, 2017 General Session
UT Code § 34-48-101 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 48 - Internet Employment Privacy Act|Part 1 - General Provisions|Section 101 - Title.

34-48-101. Title.  This chapter is known as the "Internet Employment Privacy Act."  Enacted by Chapter 94, 2013 General Session
UT Code § 34-48-102 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 48 - Internet Employment Privacy Act|Part 1 - General Provisions|Section 102 - Definitions.

34-48-102. Definitions.  As used in this chapter:  (1) "Adverse action" means to discharge, threaten, or otherwise discriminate against an employee in any manner that affects the employee's employment, including compensation, terms, conditions, location, rights, immunities, promotions, or privileges.     (2) "Employer" means a person, including the state or a political subdivision of the state, that has one or more workers or operators employed in the same business, or in or about the same establishment, under any contract of hire, express or implied, oral or written.     (3) "Law enforcement agency" is as defined in Section 53-1-102.     (4)   (a) "Personal Internet account" means an online account that is used by an employee or applicant exclusively for personal communications unrelated to any business purpose of the employer.     (b) "Personal Internet account" does not include an account created, maintained, used, or accessed by an employee or applicant for business related communications or for a business purpose of the employer.      Enacted by Chapter 94, 2013 General Session
UT Code § 34-48-201 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 48 - Internet Employment Privacy Act|Part 2 - Prohibited and Permitted Activities|Section 201 - Employer may not request disclosure of information related to personal Internet account.

34-48-201. Employer may not request disclosure of information related to personal Internet account.  An employer may not do any of the following:  (1) request an employee or an applicant for employment to disclose a username and password, or a password that allows access to the employee's or applicant's personal Internet account; or     (2) take adverse action, fail to hire, or otherwise penalize an employee or applicant for employment for failure to disclose information described in Subsection (1).    Enacted by Chapter 94, 2013 General Session
UT Code § 34-48-202 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 48 - Internet Employment Privacy Act|Part 2 - Prohibited and Permitted Activities|Section 202 - Permitted actions by an employer.

 Effective 5/12/2015  34-48-202. Permitted actions by an employer.    (1) This chapter does not prohibit an employer from doing any of the following:   (a) requesting or requiring an employee to disclose a username or password required only to gain access to the following:   (i) an electronic communications device supplied by or paid for in whole or in part by the employer; or     (ii) an account or service provided by the employer, obtained by virtue of the employee's employment relationship with the employer, and used for the employer's business purposes;       (b) disciplining or discharging an employee for transferring the employer's proprietary or confidential information or financial data to an employee's personal Internet account without the employer's authorization;     (c) conducting an investigation or requiring an employee to cooperate in an investigation in any of the following:   (i) if there is specific information about activity on the employee's personal Internet account, for the purpose of ensuring compliance with applicable laws, regulatory requirements, or prohibitions against work-related employee misconduct; or     (ii) if the employer has specific information about an unauthorized transfer of the employer's proprietary information, confidential information, or financial data to an employee's personal Internet account;       (d) restricting or prohibiting an employee's access to certain websites while using an electronic communications device supplied by, or paid for in whole or in part by, the employer or while using an employer's network or resources, in accordance with state and federal law; or     (e) monitoring, reviewing, accessing, or blocking electronic data stored on an electronic communications device supplied by, or paid for in whole or in part by, the employer, or stored on an employer's network, in accordance with state and federal law.       (2) Conducting an investigation or requiring an employee to cooperate in an investigation as specified in Subsection (1)(c) includes requiring the employee to share the content that has been reported in order to make a factual determination.     (3) This chapter does not prohibit or restrict an employer from complying with a duty to screen employees or applicants before hiring or to monitor or retain employee communications that is established under federal law, by a self-regulatory organization under the Securities and Exchange Act of 1934, 15 U.S.C. Sec. 78c(a)(26), or in the course of a law enforcement employment application or law enforcement officer conduct investigation performed by a law enforcement agency.     (4) This chapter does not prohibit or restrict an employer from viewing, accessing, or using information about an employee or applicant that can be obtained without the information described in Subsection 34-48-201(1) or that is available in the public domain.    Amended by Chapter 258, 2015 General Session
UT Code § 34-48-203 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 48 - Internet Employment Privacy Act|Part 2 - Prohibited and Permitted Activities|Section 203 - Chapter does not create duties.

34-48-203. Chapter does not create duties.    (1) This chapter does not create a duty for an employer to search or monitor the activity of a personal Internet account.     (2) An employer is not liable under this chapter for failure to request or require that an employee or applicant for employment grant access to, allow observation of, or disclose information that allows access to or observation of the employee's or applicant for employment's personal Internet account.    Enacted by Chapter 94, 2013 General Session
UT Code § 34-48-301 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 48 - Internet Employment Privacy Act|Part 3 - Remedy|Section 301 - Private right of action.

34-48-301. Private right of action.    (1) A person aggrieved by a violation of this chapter may bring a civil cause of action against an employer in a court of competent jurisdiction.     (2) In an action brought under Subsection (1), if the court finds a violation of this chapter, the court shall award the aggrieved person not more than $500.    Enacted by Chapter 94, 2013 General Session
UT Code § 34-49-101 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 49 - Nursing Mothers in the Workplace|Part 1 - General Provisions|Section 101 - Title.

 Effective 5/12/2015  34-49-101. Title.    (1) This chapter is known as "Nursing Mothers in the Workplace."     (2) This part is known as "General Provisions."    Enacted by Chapter 156, 2015 General Session
UT Code § 34-49-102 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 49 - Nursing Mothers in the Workplace|Part 1 - General Provisions|Section 102 - Definitions.

 Effective 5/12/2015  34-49-102. Definitions.  As used in this chapter:  (1) "Public employee" means a person:   (a) employed by a public employer; and     (b) who is breastfeeding.       (2) "Public employer" means the following entities:   (a) a department, division, board, council, committee, institution, office, bureau, or other similar administrative unit of the executive branch of state government;     (b) a municipality;     (c) a county;     (d) a school district; or     (e) an institution of higher education as described in Section 53B-2-101.      Enacted by Chapter 156, 2015 General Session
UT Code § 34-49-201 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 49 - Nursing Mothers in the Workplace|Part 2 - Breastfeeding in the Workplace|Section 201 - Title.

 Effective 5/12/2015  34-49-201. Title.  This part is known as "Breastfeeding in the Workplace." Enacted by Chapter 156, 2015 General Session
UT Code § 34-49-202 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 49 - Nursing Mothers in the Workplace|Part 2 - Breastfeeding in the Workplace|Section 202 - Reasonable breaks and private room required.

 Effective 5/10/2016  34-49-202. Reasonable breaks and private room required.    (1)   (a) A public employer shall:   (i) provide for at least one year after the birth of a public employee's child reasonable breaks for each time the public employee needs to breast feed or express milk; and     (ii) consult with the public employee to determine the frequency and duration of the breaks.       (b) A break required under Subsection (1)(a) shall, to the extent possible, run concurrent with any other break period otherwise provided to the public employee.       (2)   (a) A public employer shall provide for a public employee a room or other location in close proximity to the public employee's work area.     (b) The room described in Subsection (2)(a):   (i) may not be a bathroom or toilet stall; and     (ii) shall:   (A) be maintained in a clean and sanitary condition;     (B) provide privacy shielded from the view of and intrusion from coworkers or the public;     (C) be available at the times and for a duration required by the public employee as determined in consultation with the public employee under Subsection (1)(a)(ii); and     (D) have an electrical outlet.         (c)   (i) Notwithstanding Subsection (2)(a), an employer is not required to comply with the requirements of Subsections (2)(a) and (b) if compliance would create an undue hardship on the operations of the employer.     (ii) For purposes of Subsection (2)(c)(i), an undue hardship is a requirement that would cause the employer significant difficulty or expense when considered in relation to the size, financial resources, nature, or structure of the employer's operations.         (3)   (a) A public employer shall provide access to a clean and well-maintained refrigerator or freezer for the temporary storage of the public employee's breast milk.     (b) Notwithstanding Subsection (3)(a), a public employer with a public employee not working in an office building may, in the alternative, provide a nonelectric insulated container for storage of the public employee's breast milk.       Amended by Chapter 330, 2016 General Session
UT Code § 34-49-203 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 49 - Nursing Mothers in the Workplace|Part 2 - Breastfeeding in the Workplace|Section 203 - Policies.

 Effective 5/12/2015  34-49-203. Policies.  A public employer shall adopt written policies that:  (1) support breastfeeding; and     (2) identify the means by which the public employer will comply with Section 34-49-202.    Enacted by Chapter 156, 2015 General Session