Utah HB0250

An employer may not pursue disciplinary action against an employee solely because the employee: (a) in good faith, uses a pronoun or other gender-specific language in relation to another individual that conflicts with the individual's personal gender-specific language preference; or (b) because of the employee's sincerely held religious or moral belief, uses a pronoun or other gender-specific language in relation to another individual that conflicts with the individual's personal gender-specific language preference. (2) If an employer implements a rule or policy that requires an employee to use gender-specific language to accommodate another individual's personal gender-specific language preference, the employer shall: (a) ensure that the rule or policy exempts from disciplinary action an employee described in Subsection (1); and (b) notify employees in writing of the exemptions described in this section.

The state board or an LEA may not: [...] pursue disciplinary action against an individual who is instructional personnel or administrative personnel solely because the individual, in relation to a student, referred to the student by: (i) in good faith, the student's birth name, biological gender, or a pronoun or other gender-specific language related to the student's biological gender; or (ii) the name, pronoun, or gender-specific language the student's parent prefers.