| Fair Employment Practices | The Tennessee Human Rights Act (THRA), which forbids discrimination and harassment based on a number of protected classifications including race, color, creed, religion, gender, age, and national origin, normally applies to firms with eight or more employees in Tennessee.
Retaliation for opposing discrimination, reporting incidents, and testifying, aiding, or taking part in an investigation, proceeding, or hearing is likewise prohibited by the THRA. |
| Tennessee Disability Act | Employers are typically prohibited from discriminating against persons because of a physical, mental, or visual disability under the Tennessee Disability Act (TDA). |
| Equal Pay | It is against the law for an employer to pay any employee in a workplace less in salary or wages than the rates paid to employees of the opposite sex for work that is comparable in terms of skill, effort, and responsibility and is carried out in an environment with similar working conditions. |
| Whistleblower Protections | According to the Tennessee Public Protection Act (TPPA), an employer cannot discharge an employee for refusing to take part in or keep quiet about illegal acts. |
| Pregnancy Accommodation | According to the Tennessee Pregnant Workers Fairness Act, employers with 15 or more employees are required to make reasonable accommodations for employees and job applicants who need them due to being pregnant, giving birth, or having other related medical conditions, unless doing so would make it impossible for the employer to conduct business. |
| E-Verify | Employers with six to 34 employees are required by the Tennessee Lawful Employment Act to confirm that all newly hired employees are lawfully permitted to work in the US and their work authorization status, either by using the federal E-Verify system or by asking the employees to present identification and work authorization documents. |
| Drug Testing | The criteria of the drug-free workplace act must be followed by an employer who runs a drug testing programme. Before testing, an employer must give certain information to candidates. Only after making a conditional offer of employment, the employer may demand that candidates take a drug test. A job applicant's unwillingness to submit to a drug test or a positive confirmed drug test may be grounds for the employer's rejection to hire them. |
| Meal Breaks | Employees scheduled to work six straight hours in Tennessee must receive a 30-minute unpaid meal break from employers with five or more workers. |
| Breastfeeding Breaks | Unless doing so would unreasonably impair the firm's operations, an employer shall offer an employee who needs to express breast milk for her infant child reasonable, unpaid break time each |
| Child Labor | Tennessee law prohibits minors from working in any profession that affects their ability to attend school, their health, or their general well-being. Additionally, minors are not allowed to work in a number of professions such those that require driving a car, mining, forestry, roofing, or excavating. The standard rule for minor employees working six straight hours is that they are entitled to a 30-minute pay rest or meal break. |
| Health Care Continuation | Regardless of their size, group health insurance policies provided to companies in Tennessee must often provide health care continuation coverage. Regardless of the cause for the termination of health insurance, continuation coverage must be provided to employees and their covered dependents, unless the group policy was canceled entirely or for the insured class to which the employee belongs. |
| Pay Frequency | According to the Tennessee Wage Regulation Act, companies with five or more workers are required to make payroll at least once a month on scheduled paydays. |
| Wage Deductions | In accordance with Tennessee law, no deductions from an employee's salary may be made without the employee's prior written consent. The employer may, under certain circumstances, deduct money for health insurance, uniforms, loans or wage advances, and cash shortages or breakage. |
| Leaves of Absence | There aren't many laws in Tennessee governing employees' paid time off and leaves of absence. Parental leave, voting leave, jury duty leave, military leave, Veterans Day off time, and emergency responder leave are all covered by these statutes. |
| Occupational Safety and Health | The health and safety of private employees are covered by Tennessee's state plan, which has received federal approval. With a few exceptions, all private companies are covered under the Tennessee Occupational Safety and Health Act. |
| Smoke-Free Workplace | The Non-Smoker Protection Act of Tennessee forbids smoking in the majority of enclosed public areas, including workplaces. Employers are required to post the required signage and notify staff members of the ban. |
| Safe Driving Practices | The use of a handheld mobile phone while operating a motor vehicle on a road or highway is illegal in Tennessee, as is talking on the phone while operating the vehicle. However, adults are allowed to use a hands-free system to use a mobile phone while driving. |
| Weapons in the Workplace | An employer has the right to restrict the possession of weapons at meetings they conduct and on property they own, operate, manage, or control by banning all weapons besides a concealed handgun carried by a concealed carry weapon (CCW) permit holder. |
| Final Pay | The employee's full earnings must be paid by the later of the next regular paycheck or 21 days from the date of termination if the business has five or more workers.
Up to $10,000 in unpaid wages for a deceased employee may be paid by the company to the beneficiary chosen by the employee. If there isn't a named beneficiary, wages could go to the employee's children or, in the absence of a surviving spouse, the employee's surviving spouse. |
