Rep. Norm Thurston — Voting Record

Bill

Number

H.B. 396 First Substitute (2024GS)

Sponsor

Rep. Brammer, B.

Final action

Governor Signed 3/19/2024

Outcome

Became law — signed by Gov. Spencer J. Cox

Summary

What it does

• This bill:
• prohibits an employer from compelling an employee to communicate or otherwise act in a manner that the employee believes would burden or offend the employee's religious, moral, or conscientious beliefs.

Every vote on this bill

Bill text

WORKPLACE DISCRIMINATION AMENDMENTS
GENERAL SESSION
STATE OF UTAH
Chief Sponsor: Brady Brammer
Senate Sponsor: 
 Michael S. Kennedy
LONG TITLE
General Description:
This bill addresses religious expression in the workplace.
Highlighted Provisions:
This bill:
▸ prohibits an employer from compelling an employee to communicate or otherwise
act in a manner that the employee believes would burden or offend the employee's
religious, moral, or conscientious beliefs.
Money Appropriated in this Bill:
None
Other Special Clauses:
None
Utah Code Sections Affected:
AMENDS:
34A-5-112
, as enacted by Laws of Utah 2015, Chapter 13
Be it enacted by the Legislature of the state of Utah:
Section 1. Section 
34A-5-112
 is amended to read:
34A-5-112.
Religious liberty protections -- Expressing beliefs and commitments
in workplace -- Prohibition on employment actions against certain employee speech.
(1) As used in this section, "religiously objectionable expression" means expression,
action, or inaction that burdens or offends a religious, moral, or conscientious belief, including
dress and grooming requirements, speech, scheduling, prayer, and abstention, including
abstentions relating to healthcare.
[
(1)
] 
(2)
 An employee may express the employee's religious or moral beliefs and
commitments in the workplace in a reasonable, non-disruptive, and non-harassing way on
equal terms with similar types of expression of beliefs or commitments allowed by the
employer in the workplace, unless the expression is in direct conflict with the essential
business-related interests of the employer.
[
(2)
] 
(3)
 An employer may not discharge, demote, terminate, or refuse to hire any
person, or retaliate against, harass, or discriminate in matters of compensation or in terms,
privileges, and conditions of employment against any person otherwise qualified, for lawful
expression or expressive activity outside of the workplace regarding the person's religious,
political, or personal convictions, including convictions about marriage, family, or sexuality,
unless the expression or expressive activity is in direct conflict with the essential
business-related interests of the employer.
(4) An employer may not compel an employee to engage in religiously objectionable
expression that the employee reasonably believes would burden or offend the employee's
religious, moral, or conscientious beliefs, unless accommodating the employee would cause an
undue burden to the employer by substantially interfering with the employer's:
(a) core mission or the employer's ability to conduct business in an effective or
financially reasonable manner; or
(b) ability to provide training and safety instruction for the job.
Section 2. 
Effective date.
This bill takes effect on May 1, 2024.