reglab/housing_qa huggingface dataset:
TN Code § 50-1-702 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-702. Part Definitions

 As used in this part:   “Commissioner” means the commissioner of labor and workforce development, or the commissioner's designee;   “Department” means the department of labor and workforce development, unless the context provides otherwise;   “Department of homeland security” means the United States department of homeland security, or the appropriate agency or division within such department, or any successor department, agency, or division thereto;   “Economic development incentive” means any grant, loan or performance-based incentive from any governmental entity;   “Employee” means any individual for whom an employer must complete a Form I-9 pursuant to federal law and regulations, and does not include an independent contractor as defined by 8 U.S.C. § 1324a and its regulations;   “Employer” means private employers and governmental entities;   “E-Verify program” means the federal electronic work authorization verification service provided by the department of homeland security pursuant to the federal Basic Pilot Program Extension and Expansion Act of 2003, P.L. 108-156, or any successor program thereto;   “Governmental entity” means this state or any political subdivision which exercises governmental powers under the laws of this state and uses tax revenues;   “Internet access” means Internet service that is installed and accessible at an employer's place of business;   “License” means any certificate, approval, registration, or similar form of permission issued by a local government with respect to business licensure as described in title 67, chapter 4;   “Non-employee” means any individual, other than an employee, paid directly by the employer in exchange for the individual's labor or services;   “Person” means an individual, corporation, partnership, or other legal entity;   “Private employer” means any person who is required by federal law and regulations to report, for any purpose, remuneration paid to at least six (6) employees; and   “Tax form” means any form issued by the United States internal revenue service, including, but not limited to, Form W-2, Form-1099 or Form-1040.
TN Code § 50-1-704 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-704. Employer's Knowing Misclassification to Avoid Requirements

  If the department determines that an employer knowingly misclassified an individual in order to avoid the requirements of this part or Chapters 1 2, 6 or 7 of this title, then the department shall:  Share the findings and information from its investigations with divisions within the department and with the department of commerce and insurance; and   Pursue appropriate sanctions against the employer as provided by law including, but not limited to, sanctions provided in this part and Chapters 1 2, 6 and 7 of this title.     The department and its divisions are hereby authorized to execute any necessary memorandums of understanding to allow the sharing of such findings and information as required by this section.
TN Code § 50-1-705 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-705. Posting of List of Employers Against Whom Final Orders Issued

  Beginning February 1, 2012, and on a monthly basis thereafter, the department shall post a publicly accessible list on the department's web site of any employer against whom a final order has been issued pursuant to this part.   The list required to be posted pursuant to this section shall state, at a minimum, the employer's name, the place of business of a private employer where the violation occurred, a brief description of the violation, a designation of the violation as a first or subsequent violation, and any penalties that have been assessed against the employer.   The list shall remain on the web site for such time as determined by the commissioner.   The department shall electronically transmit a report to each member of the general assembly of the total number of final orders issued pursuant to this part, and the total number of violations of § 12-3-309, by December 1, 2016, and each December 1 thereafter.
TN Code § 50-1-706 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-706. Protection Against Retaliation

 Any individual alleging a violation of this part shall have all protections under §§ 8-50-116 and 50-1-304, and any other applicable protections as provided by law.
TN Code § 50-1-707 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-707. Compliance Deadline

 On or after January 1, 2012, in addition to any other requirement to receive an economic development incentive, a private employer shall be in compliance with this part.
TN Code § 50-1-708 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-708. Lawful Employment Enforcement Fund

  There is created in the state treasury a fund to be known as the lawful employment enforcement fund. Moneys collected by the department pursuant to this part shall be deposited in this fund and shall only be used by the department to implement and administer the purposes set forth in this part, including, but not limited to, enforcement and education. Moneys in the fund shall not revert to the general fund of the state, but shall remain available to be used as provided for in this section.   Interest accruing on investments and deposits of the lawful employment enforcement fund shall be credited to such account, shall not revert to the general fund, and shall be carried forward into each subsequent fiscal year.   Moneys in the lawful employment enforcement fund account shall be invested by the state treasurer in accordance with § 9-4-603.
TN Code § 50-1-709 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-709. Termination of Employment of Illegal Aliens

 If an employer fails to terminate the employment of any individual for whom the employer receives a final non-confirmation result from the E-Verify program, then the department may consider such fact when making a determination pursuant to § 50-1-103.
TN Code § 50-1-710 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-710. Enforcement Without Prejudice

 This part shall be enforced without regard to race, color, or national origin.
TN Code § 50-1-711 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-711. Compliance With Federal Immigration Law

 Nothing in this part shall be construed to abrogate any obligations by an employer to comply with federal immigration law, including, but not limited to, the proper completing and maintaining of federal employment eligibility verification forms or documents.
TN Code § 50-1-712 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-712. Interpretation as Fully Consistent With Federal Immigration and Labor Laws

 This part shall be interpreted so as to be fully consistent with all federal laws, including, but not limited to, federal laws regulating immigration and labor.
TN Code § 50-1-713 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-713. Exemption When E-Verify Program Suspended or Not Operational

 An employer shall not be in violation of this part during any time period in which the E-Verify program is suspended or not operational.
TN Code § 50-1-714 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-714. Rules and Regulations

 The commissioners of labor and workforce development and safety are authorized to promulgate rules and regulations to effectuate the purposes of this part. All rules and regulations shall be promulgated in accordance with the Uniform Administrative Procedures Act, compiled in title 4, chapter 5.
TN Code § 50-1-715 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 7 - Tennessee Lawful Employment Act|§ 50-1-715. Expiration of Federal Electronic Work Authorization Verification System

 If the federal electronic work authorization verification service provided by the United States department of homeland security pursuant to the federal Basic Pilot Program Extension and Expansion Act of 2003, P.L. 108-156, or any successor program, expires and a successor program is not implemented prior to such expiration date, then this part shall cease to be effective as of such expiration date.
TN Code § 50-1-801 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 8 - Retaliatory Discharge|§ 50-1-801. Burden of Proof in Case of Retaliatory Discharge

 In any civil cause of action alleging wrongful discharge in violation of Tennessee public policy, including, but not limited to a discharge in retaliation for the exercise of rights under the Tennessee workers' compensation law, the plaintiff shall have the burden of establishing a prima facie case of retaliatory discharge. If the plaintiff satisfies this burden, the burden shall then be on the defendant to produce evidence that one (1) or more legitimate, nondiscriminatory reasons existed for the plaintiff's discharge. The burden on the defendant is one of production and not persuasion. If the defendant produces such evidence, the presumption of discrimination raised by the plaintiff's prima facie case is rebutted, and the burden shifts to the plaintiff to demonstrate that the reason given by the defendant was not the true reason for the plaintiff's discharge and that the stated reason was a pretext for unlawful retaliation. The foregoing allocations of burdens of proof shall apply at all stages of the proceedings, including motions for summary judgment. The plaintiff at all times retains the burden of persuading the trier of fact that the plaintiff has been the victim of unlawful retaliation or wrongful discharge.
TN Code § 50-1-901 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 9 - Exclusive Bargaining Representative|§ 50-1-901. Designating an Exclusive Bargaining Representative

  All employees and employers in this state, when seeking to designate an exclusive bargaining representative through an election permitted by state or federal law, have the right to make such designation by secret ballot, when secret ballot is permitted by such law; under such circumstances, no alternative means of designation shall be used in this state as convincing evidence of employee majority support.   Any agreement, understanding, or practice, written or oral, implied or expressed, between any labor organization and an employer that violates the rights of employees as guaranteed by this section shall be null and void.   This section shall not apply to employee representation agreements:  Entered into prior to July 1, 2011; or   Involving both employees within and without this state when the employer conducted business within this state prior to July 1, 2011.
TN Code § 50-1-1001 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 10 - Employee Online Privacy Act of 2014|§ 50-1-1001. Short Title

 This part shall be known and may be cited as the “Employee Online Privacy Act of 2014.”
TN Code § 50-1-1002 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 10 - Employee Online Privacy Act of 2014|§ 50-1-1002. Part Definitions

 As used in this part:   “Adverse action” means to discharge, threaten, or otherwise discriminate against an employee in any manner that affects the employee's employment, including compensation, terms, conditions, location, rights, immunities, promotions, or privileges;   “Applicant” means an individual who has applied for employment with an employer;   “Employer” means a person or entity that employs one (1) or more employees and includes the state and its political subdivisions and an agent, representative, or designee of the employer;   “Law enforcement agency” has the same meaning as defined in § 39-17-314; and   “Personal Internet account”:  Means an online account that is used by an employee or applicant exclusively for personal communications unrelated to any business purpose of the employer; and includes any electronic medium or service where users may create, share or view content, including, emails, messages, instant messages, text messages, blogs, podcasts, photographs, videos or user-created profiles; and   Does not include an account created, maintained, used, or accessed by an employee or applicant for business-related communications or for a business purpose of the employer.
TN Code § 50-1-1004 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 10 - Employee Online Privacy Act of 2014|§ 50-1-1004. Severability

 If any provision of this part or the application of any provision of this part to any person or circumstance is held invalid, the invalidity shall not affect other provisions or applications of the part that can be given effect without the invalid provision or application, and to that end, the provisions of this part are declared to be severable.
TN Code § 50-2-101 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 1 - General Provisions|§ 50-2-101. Prospective Employee to Be Informed as to Wages — Exceptions — Enforcement

  As used in this section, “workshops and factories” includes manufacturing, mills, mechanical, electrical, mercantile, art, and laundering establishments, printing, telegraph, and telephone offices, department stores, or any kind of establishment where labor is employed or machinery is used; provided, that domestic service and agricultural pursuits are excluded.   It is unlawful for any proprietor, foreman, owner or other person to employ, permit or suffer to work for hire, in, about, or in connection with any workshop or factory any person whatsoever without first informing the employee of the amount of wages to be paid for the labor. This shall not apply to farm labor. Nothing in this section shall apply to railroad companies engaged in interstate commerce and subject to the federal Railway Labor Act, compiled in 45 U.S.C. § 151 et seq.    The failure on the part of any proprietor, foreman, owner or other person in charge of any industry named in subsection (a) to inform any employee of the wages to be paid as provided in this section is a Class C misdemeanor.   Nothing in this section shall be so construed to preclude the employment of any person or persons on a piece-work basis or on a commission basis.     The department of labor and workforce development shall enforce this section.
TN Code § 50-2-102 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 1 - General Provisions|§ 50-2-102. Redemption of Coupons or Scrip

  All persons, firms and corporations using coupons, scrip, punchouts, store orders or other evidence of indebtedness to pay their laborers and employees, for labor or otherwise, shall, if demanded, redeem the coupons, scrip, punchouts, store orders or other evidence of indebtedness in the hands of the laborer, employee or bona fide holder, in good and lawful money of the United States; provided, that the coupons, scrip, punchouts, store orders or other evidence of indebtedness is presented and redemption demanded of the person, firm or corporation issuing the coupons, scrip, punchouts, store orders or other evidence of indebtedness, as mentioned in this subsection (a), at a regular pay day of the person, firm or corporation to laborers or employees; or, if presented and redemption demanded by the laborers, employees or bona fide holders at any time not less than thirty (30) days from the issuance or delivery of the coupon or other evidence of indebtedness to the employees, laborers or bona fide holder. Redemption shall be at the face value of the coupon or other evidence of indebtedness; provided, that the face value shall be in cash the same as its purchasing power in goods, wares and merchandise at the commissary store or other repository of the company, firm, person or corporation.   Any employee, laborer or bona fide holder, upon presentation and demand for redemption of the coupon or other evidence of indebtedness, and upon refusal of the person, firm or corporation to redeem the coupon or other evidence of indebtedness in good and lawful money of the United States, may maintain in the employee's, laborer's or bona fide holder's own name an action before any court of competent jurisdiction against the person, firm or corporation, issuing the coupon or other evidence of indebtedness, pursuant to subsection (a), for the recovery of the value of the coupon or other evidence of indebtedness; and, if the plaintiff recovers judgment in the case, it shall include a penalty of twenty-five percent (25%) of the amount due and a reasonable fee for the plaintiff's attorney for the attorney's services in the suit, all of which, as well as the costs, shall be taxed against the defendant.   Nothing in this section is to be construed as to legalize the issuance or use of scrip.
TN Code § 50-2-104 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 1 - General Provisions|§ 50-2-104. Misrepresenting Wages in New Employment

 Any employer who misrepresents to any employee the amount of wages that the employee is to receive on entering into a new contract of employment commits a Class C misdemeanor. Further, any employer who misrepresents to any employee the amount of wages that the employee is to receive on entering into a new contract of employment shall be subject to a civil penalty of not less than five hundred dollars ($500) nor more than one thousand dollars ($1,000) at the discretion of the commissioner or the commissioner's designated representative. If the commissioner or the commissioner's designated representative determines that the violation was unintentional, there shall be a warning, in lieu of a penalty, on the first offense. On second or subsequent violations, the civil penalty is applicable and may be assessed at the discretion of the commissioner, or the commissioner's designated representative. It shall be at the sole discretion of the commissioner to elect to proceed either civilly or criminally upon any violation of this part; however, the employer shall not be charged both civilly and criminally for the same violation.
TN Code § 50-2-105 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 1 - General Provisions|§ 50-2-105. Restrictions on Assignment of Income — Court Orders

  As used in this section:  “Court” and “clerk” are defined as set out in § 26-2-201; and   “Employer” includes the state and any political subdivision of the state.      No action shall be brought to charge any employer upon any assignment by any clerk, servant or employee of the employer to any person of any wages or salaries unearned at the time of the assignment, unless the assignment at the time of the execution of the assignment has been assented to in writing by the employer, or unless the assignment is to enforce support orders as provided in title 36, chapter 5, part 5.   “Support,” “order of support” or “child support” includes child support, and support for a spouse or ex-spouse if the obligor is legally responsible for the support of a child residing with the spouse or ex-spouse.     Assignment of income by a court for child support or spousal support shall be made according to title 36, chapter 5. If an employer fails to comply with the order, a judgment may be entered against the employer in the same manner as set forth in title 26, chapter 2, part 2.   An order for the assignment of income entered by a court under subsections (b) and (c) for child support entered before October 1, 1985, shall remain in full force and effect, and any new orders for assignment of income or for modification or termination of assignments of income shall be as provided in title 36, chapter 5.
TN Code § 50-2-106 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 1 - General Provisions|§ 50-2-106. Company Stores

  It is not lawful for any employer, or agent, clerk or superintendent of the employer, who owns or controls a store for the sale of general merchandise in connection with the employer's manufacturing or other business, to attempt to control the employer's employees or laborers in the purchase of goods and supplies at the store, by withholding the payment of wages longer than the usual time of payment, whereby the employee would be compelled to purchase supplies at the employer's store.   No employee shall be required, as a condition of employment, to trade at a store specified by the employer.   Any person violating this section commits a Class C misdemeanor.