Compare UT HB 250 (2025) and UT HB 95 (2026)
The introduced text of these two bills, side by side, with the wording they share.
- UT HB 250 (2025) · Utah · 2025 · Failed
- UT HB 95 (2026) · Utah · 2026 · Failed
755 shared 8-word phrases found in the introduced text of these two bills.
This highlights wording the two bills share in their introduced text. A shared passage may include text that both bills quote from the same existing law, not only language either one drafted. A match shows that the texts overlap; it does not show who drafted a bill, and filing order alone does not show which bill copied which.
| UT HB 250 (2025) | UT HB 95 (2026) |
|---|---|
| H.B. 250 1 Public Employee Gender-specific Language Requirements 2025 GENERAL SESSION STATE OF UTAH Chief Sponsor: Nicholeen P. Peck 2 3 LONG TITLE 4 General Description: 5 This bill prohibits certain employment action against a public employee | H.B. 95 1 Public Employee Gender-specific Language Requirements 2026 GENERAL SESSION STATE OF UTAH Chief Sponsor: Nicholeen P. Peck Senate Sponsor: 2 3 LONG TITLE 4 General Description: 5 This bill prohibits certain employment action against a public employee |
| Highlighted Provisions: 7 This bill: 8 ▸ prohibits the State Board of Education, a local education agency, or a public employer 9 from taking disciplinary action against an employee for using gender-specific language 10 in certain circumstances; 11 ▸ requires a public employer that has a rule or policy requiring an employee to use 12 gender-specific language to accommodate another individual to exempt the employee 13 from disciplinary action in certain circumstances; and 14 ▸ makes technical changes. 15 Money Appropriated in this Bill: 16 None 17 Other Special Clauses: 18 This bill provides a special effective date. 19 Utah Code Sections Affected: 20 AMENDS: 21 53G-10-206, as last amended b… | Highlighted Provisions: 8 This bill: 9 ▸ prohibits the State Board of Education, a local education agency, or a public employer 10 from taking disciplinary action against an employee for using gender-specific language 11 in certain circumstances; 12 ▸ requires a public employer that has a rule or policy requiring an employee to use 13 gender-specific language to accommodate another individual to exempt the employee 14 from disciplinary action in certain circumstances; and 15 ▸ makes technical changes. 16 Money Appropriated in this Bill: 17 None 18 Other Special Clauses: 19 This bill provides a special effective date. 20 Utah Code Sections Affected: 21 AMENDS: 22 53G-10-206, as last amended… |
| have system-wide, LEA-wide, or school-wide functions and who perform 31 management activities, including: H.B. 250 01-16 15:03 32 (A) developing broad policies for LEA or state-level boards; and 33 (B) executing developed policies through the direction of personnel at any level 34 within the state or LEA. 35 (ii) "Administrative personnel" includes state, LEA, or school superintendents, 36 assistant superintendents, deputy superintendents, school principals, assistant 37 principals, directors, executive directors, network directors, cabinet members, 38 subject area directors, grant coordinators, specialty directors, career center 39 directors, educational specialists, technology personnel,… | have system-wide, LEA-wide, or school-wide functions and who perform 32 management activities, including: 33 (A) developing broad policies for LEA or state-level boards; and 34 (B) executing developed policies through the direction of personnel at any level 35 within the state or LEA. 36 (ii) "Administrative personnel" includes state, LEA, or school superintendents, 37 assistant superintendents, deputy superintendents, school principals, assistant 38 principals, directors, executive directors, network directors, cabinet members, 39 subject area directors, grant coordinators, specialty directors, career center 40 directors, educational specialists, technology personnel, technology 41 adminis… |
| The state board and state superintendent may not develop or continue to use core 93 standards under Section 53E-3-301 or professional learning that are inconsistent with the 94 principles described in Subsection (2)(a). 95 Section 2. Section 67-21-3.3 is enacted to read: 96 67-21-3.3 . Gender-specific language preference -- Employer action. 97 (1) An employer may not pursue disciplinary action against an employee solely because the 98 employee | The state board and state superintendent may not develop or continue to use core 98 standards under Section 53E-3-301 or professional learning that are inconsistent with the - 3 - H.B. 95 12-29 11:18 99 principles described in Subsection (2)(a). 100 Section 2. Section 67-21-3.3 is enacted to read: 101 67-21-3.3 . Gender-specific language preference -- Employer action. 102 (1) An employer may not pursue disciplinary action against an employee solely because the 103 employee |
| that conflicts with the individual's personal gender-specific language 101 preference | that conflicts with the individual's personal gender-specific language preference |
| If an employer implements a rule or policy that requires an employee to use 106 gender-specific language to accommodate another individual's personal gender-specific 107 language preference, the employer shall: 108 (a) ensure that the rule or policy exempts from disciplinary action an employee 109 described in Subsection (1); and 110 (b) notify employees in writing of the exemptions described in this section. 111 Section 3. Effective Date. 112 This bill takes effect on July | If an employer implements a rule or policy that requires an employee to use 111 gender-specific language to accommodate another individual's personal gender-specific 112 language preference, the employer shall: 113 (a) ensure that the rule or policy exempts from disciplinary action an employee 114 described in Subsection (1); and 115 (b) notify employees in writing of the exemptions described in this section. 116 Section 3. Effective Date. 117 This bill takes effect on July |