Utah Termination (with Discharge) laws & HR compliance analysis

Utah Termination (with Discharge): What you need to know

Utah is an “employment-at-will” state. This means that an employer may generally terminate an employee at any time and for any reason, unless a law or contract provides otherwise. For example, a federal or state law, collective bargaining agreement, or individual employment contract may place limitations on an otherwise at-will relationship.
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As a general rule, if a federal, state, or local law grants employees the right to engage in an activity or to enjoy a benefit, employees should never be disciplined, discharged, or otherwise retaliated against for requesting or attempting to do so.
To list a few key examples, state law prohibits employers from discharging employees for engaging in the following activities:
Emergency services protection—private employers. Effective May 14, 2019, the Emergency Services Volunteer Employment Protection Act prohibits employers from terminating an employee solely because the employee is an emergency services volunteer or the employee is absent from or late to work to respond to an emergency as an emergency services volunteer. (Utah Code Section 34-54-201, et seq.)
Employers are not required to pay employees for the time missed and also may request the employee provide a written statement from the employee’s emergency services supervisor verifying the employee was responding to an emergency.
An employee must make a “reasonable effort” to notify the employee's employer of any absence from or tardiness to work because of that response.
Garnishment. No employer may discharge an employee because his or her earnings have been garnished in connection with a judgment (UT Code Sec. 70C-7-104).
Genetic testing. Under ...

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