reglab/housing_qa huggingface dataset:
UT Code § 34-49-204 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 49 - Nursing Mothers in the Workplace|Part 2 - Breastfeeding in the Workplace|Section 204 - Discrimination prohibited.

 Effective 5/12/2015  34-49-204. Discrimination prohibited.  A public employer may not refuse to hire, promote, discharge, demote, or terminate a person, or may not retaliate against, harass, or discriminate in matters of compensation or in terms, privileges, and conditions of employment against a person otherwise qualified because the person breastfeeds or expresses milk in the workplace. Enacted by Chapter 156, 2015 General Session
UT Code § 34-51-101 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 51 - Post-employment Restrictions Act|Part 1 - General Provisions|Section 101 - Title.

 Effective 5/10/2016  34-51-101. Title.  This chapter is known as the "Post-Employment Restrictions Act." Enacted by Chapter 153, 2016 General Session
UT Code § 34-51-102 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 51 - Post-employment Restrictions Act|Part 1 - General Provisions|Section 102 - Definitions.

 Effective 5/8/2018  34-51-102. Definitions.  As used in this chapter:  (1) "Broadcasting employee" means an employee of a broadcasting company.     (2) "Broadcasting company" means a person engaged in the business of:   (a) distributing or transmitting electronic or electromagnetic signals to the general public using one or more of the following:   (i) television;     (ii) cable; or     (iii) radio; or       (b) preparing, developing, or creating one or more programs or messages for distribution or transmission by means described in Subsection (2)(a).       (3) "Exempt broadcasting employee" means a broadcasting employee who is compensated on a salary basis, as defined in 29 C.F.R. Sec. 541.602, at a rate equal to or greater than the greater of:   (a) $913 per week, or an equivalent amount if calculated for a period longer than one week; or     (b) the rate at which an employee qualifies as exempt under the Fair Labor Standards Act, 29 U.S.C. Sec. 213(a) on a salary basis as defined in 29 C.F.R. Part 541.       (4)   (a) "Post-employment restrictive covenant," also known as a "covenant not to compete" or "noncompete agreement," means an agreement, written or oral, between an employer and employee under which the employee agrees that the employee, either alone or as an employee of another person, will not compete with the employer in providing products, processes, or services that are similar to the employer's products, processes, or services.     (b) "Post-employment restrictive covenant" does not include nonsolicitation agreements or nondisclosure or confidentiality agreements.       (5) "Sale of a business" means a transfer of the ownership by sale, acquisition, merger, or other method of the tangible or intangible assets of a business entity, or a division or segment of the business entity.    Amended by Chapter 465, 2018 General Session
UT Code § 34-51-201 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 51 - Post-employment Restrictions Act|Part 2 - Scope of Post-employment Restrictions|Section 201 - Post-employment restrictive covenants.

 Effective 5/14/2019  34-51-201. Post-employment restrictive covenants.    (1) Except as provided in Subsection (2) and in addition to any requirements imposed under common law, for a post-employment restrictive covenant entered into on or after May 10, 2016, an employer and an employee may not enter into a post-employment restrictive covenant for a period of more than one year from the day on which the employee is no longer employed by the employer. A post-employment restrictive covenant that violates this subsection is void.     (2)   (a) Subject to Subsection (2)(b), a post-employment restrictive covenant between a broadcasting company and a broadcasting employee is valid only if:   (i) the broadcasting employee is an exempt broadcasting employee;     (ii) the post-employment restrictive covenant is part of a written employment contract of reasonable duration, based on industry standards, the position, the broadcasting employee's experience, geography, and the parties' unique circumstances; and     (iii)   (A) the broadcasting company terminates the broadcasting employee for cause; or     (B) the broadcasting employee breaches the employment contract in a manner that results in the broadcasting employee no longer being employed by the broadcasting company.         (b) A post-employment restrictive covenant described in Subsection (2)(a) is enforceable for no longer than the earlier of:   (i) one year after the day on which the broadcasting employee is no longer employed by the broadcasting company; or     (ii) the day on which the original term of the employment contract containing the post-employment restrictive covenant ends.       (c) A post-employment restrictive covenant between a broadcasting company and a broadcasting employee that does not comply with this subsection is void.      Amended by Chapter 132, 2019 General Session
UT Code § 34-51-202 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 51 - Post-employment Restrictions Act|Part 2 - Scope of Post-employment Restrictions|Section 202 - Exceptions.

 Effective 5/10/2016  34-51-202. Exceptions.    (1) This chapter does not prohibit a reasonable severance agreement mutually and freely agreed upon in good faith at or after the time of termination that includes a post-employment restrictive covenant. A severance agreement remains subject to any requirements imposed under common law.     (2) This chapter does not prohibit a post-employment restrictive covenant related to or arising out of the sale of a business, if the individual subject to the restrictive covenant receives value related to the sale of the business.    Enacted by Chapter 153, 2016 General Session
UT Code § 34-51-301 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 51 - Post-employment Restrictions Act|Part 3 - Remedies|Section 301 - Award of arbitration costs, attorney fees and court costs, and damages.

 Effective 5/10/2016  34-51-301. Award of arbitration costs, attorney fees and court costs, and damages.  If an employer seeks to enforce a post-employment restrictive covenant through arbitration or by filing a civil action and it is determined that the post-employment restrictive covenant is unenforceable, the employer is liable for the employee's:  (1) costs associated with arbitration;     (2) attorney fees and court costs; and     (3) actual damages.     Enacted by Chapter 153, 2016 General Session
UT Code § 34-52-101 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 52 - Reducing Barriers to Employment for Individuals with Criminal Records|Part 1 - General Provisions|Section 101 - Title.

 Effective 5/9/2017  34-52-101. Title.  This chapter is known as "Reducing Barriers to Employment for Individuals with Criminal Records." Enacted by Chapter 242, 2017 General Session
UT Code § 34-52-102 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 52 - Reducing Barriers to Employment for Individuals with Criminal Records|Part 1 - General Provisions|Section 102 - Definitions.

 Effective 5/14/2019  34-52-102. Definitions.  As used in this chapter:  (1) "Applicant" means an individual who provides information to a public or private employer for the purpose of obtaining employment.     (2)   (a) "Criminal conviction" means a verdict or finding of guilt after a criminal trial or a plea of guilty or nolo contendere to a criminal charge.     (b) "Criminal conviction" does not include an expunged criminal conviction.       (3)   (a) "Private employer" means a person who has one or more employees employed in the same business, or in or about the same establishment, under any contract of hire, express or implied, oral or written.     (b) "Private employer" does not include a public employer.       (4) "Public employer" means an employer that is:   (a) the state or any administrative subunit of the state, including a department, division, board, council, committee, institution, office, bureau, or other similar administrative unit of state government;     (b) a state institution of higher education; or     (c) a municipal corporation, county, municipality, school district, local district, special service district, or other political subdivision of the state.      Amended by Chapter 371, 2019 General Session
UT Code § 34-52-201 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 52 - Reducing Barriers to Employment for Individuals with Criminal Records|Part 2 - Restrictions on Public Employers|Section 201 - Public employer requirements.

 Effective 5/14/2019  34-52-201. Public employer requirements.    (1) A public employer may not exclude an applicant from an initial interview because of a past criminal conviction.     (2) A public employer excludes an applicant from an initial interview if the public employer:   (a) requires an applicant to disclose, on an employment application, a criminal conviction;     (b) requires an applicant to disclose, before an initial interview, a criminal conviction; or     (c) if no interview is conducted, requires an applicant to disclose, before making a conditional offer of employment, a criminal conviction.       (3)   (a) A public employer may not make any inquiry related to an applicant's expunged criminal history.     (b) An applicant seeking employment from a public employer may answer a question related to an expunged criminal record as though the action underlying the expunged criminal record never occurred.       (4) Subject to Subsections (1) through (3), nothing in this section prevents a public employer from:   (a) asking an applicant for information about an applicant's criminal conviction history during an initial interview or after an initial interview; or     (b) considering an applicant's conviction history when making a hiring decision.       (5) Subsections (1) through (3) do not apply:   (a) if federal, state, or local law, including corresponding administrative rules, requires the consideration of an applicant's criminal conviction history;     (b) to a public employer that is a law enforcement agency;     (c) to a public employer that is part of the criminal or juvenile justice system;     (d) to a public employer seeking a nonemployee volunteer;     (e) to a public employer that works with children or vulnerable adults;     (f) to the Department of Alcoholic Beverage Control created in Section 32B-2-203;     (g) to the State Tax Commission;     (h) to a public employer whose primary purpose is performing financial or fiduciary functions; and     (i) to a public transit district hiring or promoting an individual for a safety sensitive position described in Section 17B-2a-825.      Amended by Chapter 371, 2019 General SessionAmended by Chapter 479, 2019 General Session
UT Code § 34-52-301 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 52 - Reducing Barriers to Employment for Individuals with Criminal Records|Part 3 - Applicants for Private Employment|Section 301 - Permitted applicant response regarding expunged criminal history.

 Effective 5/14/2019  34-52-301. Permitted applicant response regarding expunged criminal history.  An applicant seeking employment from a private employer may answer a question related to an expunged criminal record as though the action underlying the expunged criminal record never occurred. Enacted by Chapter 371, 2019 General Session
UT Code § 34-53-101 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 53 - Service Marketplace Platforms Act|Part 1 - General Provisions|Section 101 - Title.

 Effective 5/8/2018  34-53-101. Title.  This chapter is known as "Service Marketplace Platforms Act." Enacted by Chapter 386, 2018 General Session
UT Code § 34-53-102 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 53 - Service Marketplace Platforms Act|Part 1 - General Provisions|Section 102 - Definitions.

 Effective 5/8/2018  34-53-102. Definitions.  As used in this chapter:  (1) "Building service" means any of the following services, if the charge for the service is $3,000 or less:   (a) cleaning or janitorial;     (b) furniture delivery, assembly, moving, or installation;     (c) landscaping;     (d) home repair; or     (e) any service similar to the services described in Subsections (1)(a) through (d).       (2) "Building service contractor" means a person who enters into an agreement with a service marketplace platform to use the service marketplace platform's software platform to connect with and receive requests from customers seeking a building service.     (3) "Service marketplace platform" means an entity that:   (a) uses an Internet-connected software platform, including a mobile application:   (i) to connect building service contractors with customers seeking a building service; and     (ii) through which a customer may request a building service; and       (b) charges the building service contractor a fee to use the software platform.      Enacted by Chapter 386, 2018 General Session
UT Code § 34-53-201 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 53 - Service Marketplace Platforms Act|Part 2 - Employment Status|Section 201 - Independent contractor presumption.

 Effective 5/8/2018  34-53-201. Independent contractor presumption.    (1) A building service contractor may affiliate with a service marketplace platform as an independent contractor or as an employee.     (2)   (a) There is a presumption that a building service contractor who affiliates with a service marketplace platform is an independent contractor, unless there is clear and convincing evidence that the parties intended the building service contractor to be an employee.     (b) The presumption described in Subsection (2)(a) extends to each act the building service contractor performs in connection with a request for a building service placed through the service marketplace platform.      Enacted by Chapter 386, 2018 General Session
UT Code § 34-53a-101 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 53a - Remote Service Marketplace Platforms Act|Part 1 - General Provisions|Section 101 - Title.

 Effective 5/5/2021  34-53a-101. Title.  This chapter is known as "Remote Service Marketplace Platforms Act." Enacted by Chapter 198, 2021 General Session
UT Code § 34-53a-102 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 53a - Remote Service Marketplace Platforms Act|Part 1 - General Provisions|Section 102 - Definitions.

 Effective 5/5/2021  34-53a-102. Definitions.  As used in this chapter:  (1) "Digital application" means an Internet-connected software application that a person uses to obtain or provide a remote service.     (2) "Marketplace company" means a person that:   (a) offers a digital application to the public; and     (b) accepts requests for remote services exclusively through the person's digital application.       (3)   (a) "Remote service" means a service that a person performs remotely through a digital application.     (b) "Remote service" includes tutoring, closed captioning, open captioning, subtitling, transcribing, translating, interpreting, and conducting a language assessment remotely through a digital application.       (4) "Remote-service contractor" means a person who uses a marketplace company's digital application to provide a remote service to another person.    Enacted by Chapter 198, 2021 General Session
UT Code § 34-53a-201 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 53a - Remote Service Marketplace Platforms Act|Part 2 - Employment Status|Section 201 - Conditions under which a remote-service contractor is not an employee of a marketplace company.

 Effective 5/5/2021  34-53a-201. Conditions under which a remote-service contractor is not an employee of a marketplace company.    (1) A remote-service contractor is not an employee of a marketplace company, if under the agreement between the remote-service contractor and the marketplace company and in fact:   (a) all or substantially all of the work the remote-service contractor performs under the agreement:   (i) is on a per-job or per-transaction basis; and     (ii) the remote-service contractor receives payment for on an hourly, per-job, or per-transaction basis;       (b) the marketplace company does not:   (i) prescribe specific hours during which the remote-service contractor must be available to accept a request for remote service;     (ii) prescribe a specific location where the remote-service contractor must be available to perform a remote service; or     (iii) restrict the remote-service contractor from engaging in another occupation or business; and       (c) except for the use of the marketplace company's digital application, the remote-service contractor is responsible for providing the necessary tools, materials, and equipment to perform a remote service a person requests through the marketplace company's digital application.       (2) A marketplace company's act of screening or training a remote-service contractor does not affect the remote-service contractor's employment status under this chapter.    Enacted by Chapter 198, 2021 General Session
UT Code § 34-54-101 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 54 - Promotion of Student Loan Forgiveness Programs Act|Part 1 - General Provisions|Section 101 - Title.

 Effective 5/14/2019  34-54-101. Title.  This chapter is known as "Promotion of Student Loan Forgiveness Programs Act." Enacted by Chapter 220, 2019 General Session
UT Code § 34-54-102 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 54 - Promotion of Student Loan Forgiveness Programs Act|Part 1 - General Provisions|Section 102 - Definitions.

 Effective 5/14/2019  34-54-102. Definitions.  As used in this chapter:  (1) "Division" means the Division of Antidiscrimination and Labor in the commission.     (2)   (a) "Employer" means, except as provided in Subsection (2)(b), a public service organization in the state that employs one or more individuals.     (b) "Employer" does not include:   (i) a federal or tribal government organization, agency, or entity; or     (ii) a tribal college or university.         (3) "Employment certification form" means the form provided by the United States Department of Education, in part, to verify that an individual's employment qualifies for participation in a student loan forgiveness program.     (4) "LEA" means a school district, a charter school, or the Utah Schools for the Deaf and the Blind.     (5) "Public Service Loan Forgiveness Program" means the Public Service Loan Forgiveness Program described in 34 C.F.R. 685.219.     (6) "Public service organization" means the same as that term is defined in 34 C.F.R. 685.219.     (7) "Student loan forgiveness program" means:   (a) the Public Service Loan Forgiveness Program; or     (b) the Teacher Loan Forgiveness Program.       (8) "Teacher" means the same as that term is defined in 34 C.F.R. 685.217.     (9) "Teacher Loan Forgiveness Program" means the Teacher Loan Forgiveness Program described in 34 C.F.R. 685.217.    Enacted by Chapter 220, 2019 General Session
UT Code § 34-54-201 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 54 - Promotion of Student Loan Forgiveness Programs Act|Part 2 - Promotion of Student Loan Forgiveness Programs|Section 201 - Division duties.

 Effective 5/14/2019  34-54-201. Division duties.    (1) For each student loan forgiveness program, the division shall develop a set of informational materials designed to increase awareness of the program among eligible residents of the state.     (2) In each set of informational materials described in Subsection (1), the division shall include:   (a) a one-page form letter for an employer to give to an employee who may be eligible for the loan forgiveness program that:   (i) briefly summarizes the loan forgiveness program;     (ii) describes each step the employee must take to participate in the loan forgiveness program; and     (iii) recommends the employee contact the employee's student loan servicer for additional information about the loan forgiveness program; and       (b) a document that contains answers to frequently asked questions about the loan forgiveness program.       (3) The division may use information published by a federal agency to satisfy any requirement of Subsection (1) or (2).     (4) The division shall:   (a) make each set of informational materials described in this section available on the division's website; and     (b) ensure that each set of informational materials described in this section contains current and accurate information.      Enacted by Chapter 220, 2019 General Session
UT Code § 34-54-202 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 54 - Promotion of Student Loan Forgiveness Programs Act|Part 2 - Promotion of Student Loan Forgiveness Programs|Section 202 - Employer obligations.

 Effective 5/14/2019  34-54-202. Employer obligations.    (1)   (a) At least once each calendar year, an employer shall give each of the employer's employees an electronic copy of the set of informational materials that the division develops in accordance with Section 34-54-201 for the Public Service Loan Forgiveness Program.     (b) An employer shall give each employee hired on or after July 1, 2019, an electronic copy of the materials described in Subsection (1)(a) within 14 days after the day on which the employee begins work for the employer.       (2) Upon request from an employee, an employer shall complete the employer portions of an employment certification form and provide a copy of the employment certification form to the employee.    Enacted by Chapter 220, 2019 General Session
UT Code § 34-54-203 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 54 - Promotion of Student Loan Forgiveness Programs Act|Part 2 - Promotion of Student Loan Forgiveness Programs|Section 203 - Additional LEA obligations.

 Effective 5/14/2019  34-54-203. Additional LEA obligations.    (1)   (a) At least once each calendar year, an LEA shall give each of the LEA's teachers an electronic copy of the set of informational materials that the division develops in accordance with Section 34-54-201 for the Teacher Loan Forgiveness Program.     (b) An LEA shall give each teacher hired on or after July 1, 2019, an electronic copy of the materials described in Subsection (1)(a) within 14 days after the day on which the teacher begins work for the LEA.       (2) An LEA's obligations under this section are in addition to the other requirements of this chapter.    Enacted by Chapter 220, 2019 General Session
UT Code § 34-55-101 (2021)
2021 Utah Code|Title 34 - Labor in General|Chapter 55 - Emergency Services Volunteer Employment Protection Act|Part 1 - General Provisions|Section 101 - Title.

 Effective 5/14/2019  34-55-101. Title.  This chapter is known as "Emergency Services Volunteer Employment Protection Act." Enacted by Chapter 126, 2019 General Session  Technically renumbered for proper placement in chapter.