Utah Reasonable Care is a legal doctrine that applies to situations where a person acts as a reasonable and prudent person would in similar circumstances. It is a standard used to determine the level of care that a person should have exercised to avoid causing harm or injury to another. Under this doctrine, a person must act with the same level of care as a reasonable person in similar circumstances, taking into consideration any relevant risk. There are two types of Utah Reasonable Care: ordinary reasonable care and extraordinary reasonable care. Ordinary reasonable care requires a person to take the same level of care that a reasonable person in similar circumstances would take. Extraordinary reasonable care requires a person to take a higher degree of care than a reasonable person in similar circumstances would take. This higher degree of care is necessary when a person's actions involve a greater risk of causing harm or injury.
Utah Reasonable care
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A person claiming to be aggrieved by a discriminatory or prohibited employment practice may, or that person's attorney or agent may, make, sign, and file with the division a request for agency action. A request for agency action shall be verified under oath or affirmation.
Utah has a comparative negligence law in place that has a 50 percent fault bar. This means that if you are at least half at fault, you will not retain anything from the accident. If you are at less than half at fault, you will receive a partial damage award.
A person who renders emergency care at or near the scene of, or during, an emergency, gratuitously and in good faith, is not liable for any civil damages or penalties as a result of any act or omission by the person rendering the emergency care, unless the person is grossly negligent or caused the emergency.
8 hours of work per day, 40 hours per week are permitted when school is off. During a school week, 4 hours of work are permitted per day. For Minors Ages 16 and 17: Utah has no restrictions on maximum working hours for minors aged 16 and 17.
Reasonable suspicion means the officer was aware of specific facts that would lead a reasonable officer to conclude that the person in question committed a crime. The level of suspicion required for reasonable suspicion is considerably less than proof of wrongdoing by a preponderance of the evidence.
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
Discriminatory or prohibited employment practices -- Permitted practices. It is a discriminatory or prohibited employment practice to take an action described in Subsections (1)(a) through (g). gender identity.
The Utah Antidiscrimination Act prohibits employment discrimination on the basis of race, color, religion, sex, age (40 or over), national origin, disability, sexual orientation, gender identity, pregnancy, childbirth or pregnancy-related conditions.