reglab/housing_qa huggingface dataset:
TN Code § 50-1-302 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 3 - Working Conditions Generally|§ 50-1-302. Interference With Choice of Physician — Company Doctors

  It is unlawful for any employer, or agent, clerk or superintendent of the employer, to dictate or in any manner interfere with any employee or laborer in the employee's or laborer's rights to select the employee's or laborer's own family physician.   It is unlawful for any employer, or agent, clerk or superintendent of the employer, to retain or withhold any part or portion of the wages due to the employee or laborer for the avowed purpose of paying the salary of any person claiming to be the company doctor without the full consent of the employee or laborer. The whole amount of any wages so retained by consent shall be paid to the company doctor or other physician employed by the employee.   Any employer, or agent, clerk or superintendent of the employer, violating this section commits a Class C misdemeanor.
TN Code § 50-1-303 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 3 - Working Conditions Generally|§ 50-1-303. Employees Required to Leave Premises Upon Ceasing Work — Penalty

 In all cases where an employee or employees ceases work for any employer, whether the severance is voluntary on the part of the employee or whether the employee is lawfully discharged, the employee or employees shall within a reasonable time thereafter withdraw from the premises of the employer in which they were employed. In the absence of other circumstances, twelve (12) hours from the date of the cessation of employment shall be a reasonable time. Any employee or employees failing and refusing to withdraw from the premises of the employer after the termination of employment commits a Class C misdemeanor.
TN Code § 50-1-305 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 3 - Working Conditions Generally|§ 50-1-305. Breast Milk Expressing by Employees — Break Time and Place

  As used in this section, “employer” means a person or entity that employs one (1) or more employees and includes the state and its political subdivisions.   An employer shall provide reasonable unpaid break time each day to an employee who needs to express breast milk for that employee's infant child. The break time shall, if possible, run concurrently with any break time already provided to the employee. An employer shall not be required to provide break time under this section if to do so would unduly disrupt the operations of the employer.   The employer shall make reasonable efforts to provide a room or other location in close proximity to the work area, other than a toilet stall, where the employee can express breast milk in privacy. The employer shall be held harmless if reasonable efforts have been made to comply with this subsection (c).
TN Code § 50-1-306 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 3 - Working Conditions Generally|§ 50-1-306. Authorization of Patient to Market or Sell Medical Information

  As used in this section, “medical information” includes lists of employees or family members receiving health insurance. “Medical information” does not include information that does not identify the patient.   It is unlawful for any employer, or an agent, contractor or employee of an employer, to market or sell medical information that directly identifies an employee, unless the patient has authorized the release in written, electronic or other form that indicates the patient's consent, including records for medical services provided or paid for by the employer for purposes unrelated to:  The provision of health care to the employee or family members receiving health insurance;   Payment for health care to the employee or family members receiving health insurance; or   Administration of any health plan or program offered by the plan.     A violation of this section shall be punished as a Class C misdemeanor.   This section shall not apply to information for which the employee or family member has executed a voluntary waiver or release.
TN Code § 50-1-307 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 3 - Working Conditions Generally|§ 50-1-307. Volunteer Firefighters — Rights Against Termination

  No employer shall terminate an employee who is a volunteer firefighter solely because the employee, when acting as a volunteer firefighter, is absent or late to the employee's employment in order to respond to an emergency prior to the time the employee is to report to employee's place of employment.   An employer may charge against the employee's regular pay any time that an employee who is a volunteer firefighter loses from employment because of the employee's response to an emergency.   An employer has the right to request an employee who loses time from the employee's employment to respond to an emergency to provide the employer with a written statement from the supervisor or acting supervisor of the volunteer fire department stating that the employee responded to an emergency and list the time and date of the emergency.   Any employee who is absent or late to the employee's employment in order to respond to an emergency shall make a reasonable effort to notify the employee's employer that the employee may be absent or late.   Any employee terminated in violation of this section may bring a civil action against the employee's employer. The employee may seek reinstatement to the employee's former position, payment of back wages, reinstatement of fringe benefits, and where seniority rights are granted, the reinstatement of seniority rights. The employee has one (1) year from the date of a violation of this section to file an action.
TN Code § 50-1-308 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 3 - Working Conditions Generally|§ 50-1-308. Payroll Deductions for Health Insurance Premiums

 Notwithstanding any other law, any employer, including, but not limited to, state and local government employers, that offers health insurance regulated under title 56 to its employees, may provide a payroll deduction for the employee portion of the health insurance premiums on the request of any employee who participates in the health insurance program.
TN Code § 50-1-309 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 3 - Working Conditions Generally|§ 50-1-309. Volunteer Firefighters — Permission to Leave Work — Allowance for Time Off Following Response to Fire Call

   Notwithstanding § 50-1-307, any employee who is an active volunteer firefighter may be permitted to leave work in order to respond to fire calls during the employee's regular hours of employment without loss of pay, vacation time, sick leave or earned overtime accumulation. The employee may be permitted to take off the next scheduled work period within twelve (12) hours following the response as a vacation day or sick leave day without loss of pay, if the employee assisted in fighting the fire for more than four (4) hours. If the employee is not entitled to a vacation day or sick leave day, then the employee may be permitted to take off the work period without pay.   In addition to subdivision (a)(1), any employee who is an active volunteer firefighter and who worked for more than four (4) hours the prior day or night as a volunteer firefighter in an emergency may be permitted to take off the next scheduled work period within twelve (12) hours following the emergency as a vacation day or sick leave day without the loss of pay. If the employee is not entitled to a vacation day or sick leave day then the employee may be permitted to take off the work period without pay.     The employer may require the employee to submit a written statement from the chief of the volunteer fire department verifying that the employee responded to a fire or was on-call and specifying the date, time and duration of the response.
TN Code § 50-1-310 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 3 - Working Conditions Generally|§ 50-1-310. Discharge of Teacher for Refusal to Participate in or Remain Silent About Illegal Activities — Damages — Frivolous Lawsuits

  No teacher employed by a local education agency shall be discharged, terminated, or otherwise discriminated against with respect to compensation, terms, conditions or privileges of employment solely for refusing to participate in, or for refusing to remain silent about, illegal activities.   As used in this section, “illegal activities” means activities that are in violation of the criminal or civil code of this state or the United States or any regulation intended to protect the public health, safety or welfare.    Any teacher terminated or discriminated against in violation of subsection (a) shall have a cause of action against the employer for violation of this section and any other damages to which the employee may be entitled.   Any teacher terminated or discriminated against in violation of subsection (a) solely for refusing to participate in, or for refusing to remain silent about, illegal activities who prevails in a cause of action against an employer for such prohibited actions shall be entitled to recover reasonable attorney fees and costs.      This section shall not be used for frivolous lawsuits and anyone who files a frivolous lawsuit is subject to sanction as provided in subdivision (d)(2).   If any teacher files a cause of action for retaliatory discharge for any improper purpose, such as to harass or to cause needless increase in costs to the employer, the court, upon motion or upon its own initiative, shall impose upon the teacher an appropriate sanction, which may include an order to pay the other party or parties the amount of reasonable expenses incurred, including reasonable attorney's fee.
TN Code § 50-1-311 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 3 - Working Conditions Generally|§ 50-1-311. Employer Prohibited From Using Results of Voice Stress Analysis to Prove Misconduct by Employee

  As used in this section, “voice stress analysis” means the use of a device that has the ability to electronically analyze the responses of an individual to a specific set of questions and to record the analysis, both digitally and on a graph.   At any hearing or other employment procedure in which an employee is entitled to due process, no employer shall introduce the results of a voice stress analysis performed on an employee to prove misconduct by the employee.
TN Code § 50-1-401 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 4 - Private Pensions and Retirement Plans|§ 50-1-401. “Private Pension and Retirement Plan” Defined — Separate Trust Account Established for Employee Contributions

  As used in this part, “private pension and retirement plan” means any plan not covered by the federal employee retirement income security program, the Tennessee consolidated retirement system, or any other governmentally regulated pension and retirement fund.    Any person maintaining a private pension and retirement plan that receives its funding either partially or totally from the employees' pay shall deposit all money received for the plan in a separate trust account.   The funds in this separate account can only be used for the costs of administering the plan and for providing the benefits that accrue to the members of the plan.
TN Code § 50-1-402 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 4 - Private Pensions and Retirement Plans|§ 50-1-402. Violation — Penalty

 A violation of § 50-1-401, requiring all funds in a private pension and retirement fund to be deposited in a separate trust account, is a Class E felony.
TN Code § 50-1-501 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 5 - Healthy Workplace Act|§ 50-1-501. Short Title

 This part shall be known and may be cited as the “Healthy Workplace Act.”
TN Code § 50-1-502 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 5 - Healthy Workplace Act|§ 50-1-502. Part Definitions

 As used in this part:   “Abusive conduct” means acts or omissions that would cause a reasonable person, based on the severity, nature, and frequency of the conduct, to believe that an employee was subject to an abusive work environment, such as:  Repeated verbal abuse in the workplace, including derogatory remarks, insults, and epithets;   Verbal, nonverbal, or physical conduct of a threatening, intimidating, or humiliating nature in the workplace; or   The sabotage or undermining of an employee's work performance in the workplace;     “Agency” means any department, commission, board, office or other agency of the executive, legislative or judicial branch of state government;   “Employee” means an employee of any county, metropolitan government, municipality, or other political subdivision of this state;   “Employer” means a private employer and a state or local governmental entity;   “Harassment” means two (2) or more instances of contact serving no legitimate purpose directed at an employee, in connection with that person's status as an employee, that a reasonable person would consider alarming, threatening, intimidating, abusive, or emotionally distressing and that does or reasonably could interfere with the performance of the employee's duties; and   “Instance of contact” means a direct communication or physical touching.
TN Code § 50-1-503 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 5 - Healthy Workplace Act|§ 50-1-503. Development of Model Policy for Employers to Prevent Abusive Conduct in the Workplace — Requirements of Policy

  No later than March 1, 2015, the Tennessee advisory commission on intergovernmental relations (TACIR) shall create a model policy for employers to prevent abusive conduct in the workplace. The model policy shall be developed in consultation with the department of human resources and interested municipal and county organizations including, but not limited to, the Tennessee municipal league, the Tennessee county services association, the municipal technical advisory service (MTAS), and the county technical assistance service (CTAS).   The model policy created pursuant to subsection (a) shall:  Assist employers in recognizing and responding to abusive conduct in the workplace; and   Prevent retaliation against any employee who has reported abusive conduct in the workplace.     Each employer may adopt the policy created pursuant to subsection (a) as a policy to address abusive conduct in the workplace.
TN Code § 50-1-504 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 5 - Healthy Workplace Act|§ 50-1-504. Immunity of Employer When Policy Adopted — Cause of Action Against Employer Not Created

  Notwithstanding § 29-20-205, if an employer adopts the model policy created by TACIR pursuant to § 50-1-503(a) or adopts a policy that conforms to the requirements set out in § 50-1-503(b), then the employer is immune from suit for any employee's abusive conduct that results in negligent or intentional infliction of mental anguish. Nothing in this section limits the personal liability of an employee for any abusive conduct in the workplace.   Nothing in this section creates a cause of action against an employer who does not adopt the model policy created by TACIR pursuant to § 50-1-503(a) or adopt a policy conforming to the requirements set out in § 50-1-503(b).
TN Code § 50-1-505 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 5 - Healthy Workplace Act|§ 50-1-505. Injunction Against Person Who Commits Harassment Against Employee of County, Municipal, or Metropolitan Government

 A county, municipal, or metropolitan government may, through its attorney, seek an injunction against a person who commits harassment against an employee. The injunction may be sought in any court of competent jurisdiction having the power to grant injunctions. Nothing in this section shall be construed to authorize any cause of action unrelated to a person's status as an employee.
TN Code § 50-1-506 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 5 - Healthy Workplace Act|§ 50-1-506. Injunction Against Person Who Commits Harassment Against State Employee

  The state may, through the office of the attorney general, seek an injunction against a person who commits harassment against a state employee. The injunction may be sought in any court of competent jurisdiction having the power to grant injunctions. This section does not authorize any cause of action unrelated to a person's status as a state employee. This section does not authorize a court to issue an injunction prohibiting activities that are protected by the constitutions of this state or the United States, including, but not limited to, political speech.   Notwithstanding § 50-1-502, as used in this section, “state employee” has the same meaning as defined in § 8-42-101.
TN Code § 50-1-601 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 6 - Plant Closings and Reduction in Operations|§ 50-1-601. Part Definitions

 As used in this part, unless the context otherwise requires:   “Employer” means any person, corporation or other entity that employs at least fifty (50) but not more than ninety-nine (99) full-time employees at a workplace located within this state, and that is not excluded or exempt from the requirements of the Employment Security Law, compiled in chapter 7 of this title;   “Reduction in operations” means:  The closure of a workplace, or a portion of the operations in the workplace, whereby the number of employees working within the workplace is permanently or indefinitely reduced by fifty (50) or more during any three-month period;   The modernization of a workplace, or a portion of the operations in the workplace, whereby the number of employees working within the workplace is permanently or indefinitely reduced by fifty (50) or more during any three-month period;   The relocation of a workplace, or a portion of the operations in the workplace, to another site located more than fifty (50) miles from the workplace, whereby the number of employees working within the workplace is permanently or indefinitely reduced by fifty (50) or more during any three-month period; or   The implementation or application of any management policy within a workplace, whereby the number of employees working within the workplace is permanently or indefinitely reduced by fifty (50) or more during any three-month period; and     “Workplace” means a factory, plant, office or other facility where employees produce goods or provide services.
TN Code § 50-1-602 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 6 - Plant Closings and Reduction in Operations|§ 50-1-602. Notification of Employees and State

  Upon notifying affected employees of a reduction in operations, the employer shall then notify state government by telephoning the commissioner of labor and workforce development and informing the commissioner of the circumstances of the reduction in operations, as well as the number of employees affected.    The commissioner of labor and workforce development shall obtain and operate a toll-free telephone line for the purpose of receiving and encouraging employer compliance with subsection (a).   The commissioner shall regularly undertake appropriate activities to inform and remind employers of the existence of the toll-free telephone line and of the requirements contained in subsection (a).     Upon receiving initial notification of a reduction in operations, the commissioner shall immediately advise the commissioners of economic and community development, education, health, human services, and mental health and substance abuse services, the executive director of the state board of education, and the chancellor of the board of regents of the state university and community college system, concerning the circumstances of the reduction in operations and the number of affected employees.
TN Code § 50-1-603 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 6 - Plant Closings and Reduction in Operations|§ 50-1-603. Provisions Not Applicable in Certain Situations

 Section 50-1-602(a) shall not apply to any reduction in operations that:   Results solely from a labor dispute;   Occurs at a construction site or other temporary workplace; or   Results from seasonal factors, as determined by the rules of the commissioner of labor and workforce development to be customary within the business or industry.
TN Code § 50-1-604 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 6 - Plant Closings and Reduction in Operations|§ 50-1-604. Rules

 The commissioner of labor and workforce development shall promulgate rules necessary to implement this part in an orderly and efficient manner, in accordance with the Uniform Administrative Procedures Act, compiled in title 4, chapter 5.
TN Code § 50-1-701 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-701. Short Title

 This part shall be known and may be cited as the “Tennessee Lawful Employment Act.”