reglab/housing_qa huggingface dataset:
TN Code § 50-2-107 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 1 - General Provisions|§ 50-2-107. Distribution of Service Charges or Gratuities

   If a business, including a private club, lounge, bar or restaurant, includes on the bill presented to and paid by a customer, member or patron an automatic percentage or specific dollar amount denominated as a service charge, tip, gratuity, or otherwise, which amount is customarily assumed to be intended for the employee or employees who have served the customer, member or patron, that amount shall be paid over to or distributed among the employee or employees who have rendered that service. The payment shall be made at the close of business on the day the amount is received or at the time the employee is regularly paid, or, in the case of a bill for which credit is extended to a customer, member or patron, payment shall be made at the close of business on the day the amount is collected or on the first day the employee is regularly paid occurring after the amount is collected.   The payment shall not be reduced, docked or otherwise diminished to penalize an employee for any actions in connection with the employee's employment, if it is derived from a mandatory service charge or tip collected from customers, members or patrons.    This section does not apply to bills for food or beverage served in a banquet, convention or meeting facility segregated from the public-at-large, except banquet, convention or meeting facilities that are on the premises of a private club.     This section does not apply to bills presented to or charges paid by guests for accommodations and activities at a guest ranch.   For purposes of subdivision (a)(3)(B)(i), “guest ranch” means a facility segregated from the public-at-large:  Offering accommodations for overnight stays and activities typical of western ranching;   That may provide other recreational activities exclusively for guests in conjunction with the ranching activities, including, but not limited to, fishing, hiking, horseback riding, rafting and swimming; and   At which food services are incidental to the operation of the guest ranch, are only for the guests of the guest ranch and the cost of which are included in the fee to stay.            A violation of this section is a Class C misdemeanor. Each failure to pay an employee constitutes a separate offense.
TN Code § 50-2-108 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 1 - General Provisions|§ 50-2-108. Collection of Claims and Judgments for Wages

  In addition to the powers and duties of the commissioner of labor and workforce development specified elsewhere in this code, the commissioner is authorized and empowered to enter into reciprocal agreements with the labor department or corresponding agency of any other state or with the person, board, officer or commission authorized to act on behalf of the department or agency, for the collection in the other state of claims and judgments for wages based upon claims assigned to the commissioner.   The commissioner may, to the extent provided for by any reciprocal agreement entered into by law or with any agency of another state as provided in this section, maintain actions in the courts of the other state for the collection of claims and judgments for wages, and may assign the claims and judgments to the labor department or agency of the other state for collection to the extent that the assignment may be permitted or provided for by the law of the state or by reciprocal agreement.   The commissioner may, upon the written consent of the labor department or other corresponding agency of any other state or of any person, board, officer or commission of the state authorized to act on behalf of the labor department or corresponding agency, maintain actions in the courts of this state upon assigned claims and judgments for wages arising in the other state in the same manner and to the same extent that such actions by the commissioner are authorized when arising in this state. However, the actions may be maintained only in cases where the other state by law or reciprocal agreement extends a like comity to cases arising in this state.
TN Code § 50-2-109 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 1 - General Provisions|§ 50-2-109. Assessment of Penalties

  If, within thirty (30) days from the receipt of written notification of penalties assessed pursuant to this part, an employer fails to notify the commissioner in writing of its intent to contest the imposition of the penalty, the assessment of a penalty as stated in the notification shall be deemed a final order of the commissioner and not subject to further review.   All penalties owed under this part shall be paid to the commissioner.
TN Code § 50-2-110 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 1 - General Provisions|§ 50-2-110. Offset of Moneys Owed by Employee to Employer

  Except as provided in subsection (b), an employer may offset an employee's wages due and owing for an amount the employee owes the employer if:  An employer enters into an agreement with an employee to advance the employee wages prior to the date the wages are due and owing, agrees to otherwise lend the employee money, or permits the employee to charge personal items on the business or corporate credit card issued to the employee;   The employee signs a written agreement prior to any actions occurring pursuant to subdivision (a)(1) allowing the employer to offset the employee's wages for any amount the employee owes the employer, and the employer has in its possession at the time of the offset a copy of such signed agreement;   The employer notifies the employee in writing fourteen (14) days prior to the payment of wages due and owing that:  There is an amount the employee owes the employer;   The employee's wages may be offset if the amount owed is not paid prior to the payment of wages due and owing; and   The employee may submit an affidavit as described in subsection (b); and     The employee has not paid the amount owed the employer that was described in the notice sent pursuant to subdivision (a)(3).     The employer shall not be entitled to offset an employee's wages due and owing if the employee sends a sworn affidavit to the employer, and a copy of such affidavit to the department of labor and workforce development, no later than seven (7) days after receiving notification pursuant to subdivision (a)(3), contesting the amount owed. If an employee contests an amount owed pursuant to this subsection (b), then the employer may commence an appropriate civil action to recover the amount the employer alleges that the employee owes the employer.   For purposes of this section:  “Amount the employee owes the employer” means any specific dollar amount the employer loaned or advanced the employee, including, but not limited to, any amount the employee charged for personal items to a business or corporate credit card issued to the employee; and   “Wages” means any remuneration owed to an employee for services, including, but not limited to, commissions, bonuses, incentive program rewards and tips.
TN Code § 50-2-112 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 1 - General Provisions|§ 50-2-112. Restrictions on Local Government Authority Regarding Requiring Private Employers to Pay Wages in Excess of Federal and State Minimum Hourly Wage Laws

   Notwithstanding any charter, ordinance or resolution to the contrary, no local government, as a condition of doing business within the jurisdictional boundaries of the local government or contracting with the local government, has the authority to require a private employer to pay its employees a hourly wage in excess of the minimum hourly wage required to be paid by such employer under applicable federal or state law.   With respect to construction contracts, a local government has no authority to require a prevailing wage be paid in excess of the wages established by the prevailing wage commission for state highway construction projects in accordance with title 12, chapter 4, part 4 or the Tennessee occupational wages prepared annually by the department of labor and workforce development, employment security division, labor market information for state building projects.     As used in this section, “local government” means a county, including any county having a metropolitan form of government, or municipal government, or any agency or unit thereof or any other political subdivision of the state.   If compliance with this section by a local government relative to a specific contract, project, or program would result in the denial of federal funds that would otherwise be available to the local government, then the local government may require a private employer to pay its employees a wage necessary to meet the federal requirements to obtain the federal funds, but only relative to such contract, project, or program.
TN Code § 50-2-113 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 1 - General Provisions|§ 50-2-113. State Preemption of Wage Theft Laws, Ordinances or Rules

  This section shall be known and may be cited as the “Tennessee Wage Protection Act.”   The general assembly finds as a matter of public policy that it is necessary to declare the theft of wages and the denial of fair compensation for work completed to be against the laws and policies of this state.   Employers and employees alike benefit from consistent and established standards of wage theft regulation. Existing federal and state laws, including, but not limited to, the Fair Labor Standards Act, compiled in 29 U.S.C. § 201 et seq., the Davis-Bacon Act, compiled in 40 U.S.C. § 3141 et seq., the McNamara-O’Hara Service Contract Act, compiled in 41 U.S.C. § 6701 et seq., the Migrant and Seasonal Agricultural Protection Act, compiled in 29 U.S.C. § 1801 et seq., the Contract Work Hours and Safety Standards Act, compiled in 29 CFR 5.1 et seq., the Copeland Anti-Kickback Act, codified primarily in 18 U.S.C. § 874 and 40 U.S.C. § 3145, and this chapter, seek to protect employees from predatory and unfair wage practices while also providing appropriate due process to employers.   A county, municipality, or political subdivision of the state shall not adopt or maintain in effect any law, ordinance, or rule that creates requirements, regulations, or processes for the purpose of addressing wage theft. Any additional wage theft ordinance or regulation that exceeds the designated state and federal laws in subsection (c) shall be explicitly preempted by the state.
TN Code § 50-2-201 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 2 - Sex Discrimination|§ 50-2-201. Part Definitions

 As used in this part, unless the context otherwise requires:   “Commissioner” means the commissioner of labor and workforce development;   “Employ” includes to suffer or permit to work;   “Employee” means any individual employed by any employer within the state, including individuals employed by the state but not by its political subdivisions, but does not include any individual who is entitled to the equal pay provisions of the Fair Labor Standards Act of 1938, compiled in 29 U.S.C. § 201 et seq.;   “Employer” includes any person acting in the interest of any employer, directly or indirectly, and includes the state but not its political subdivisions; and   “Wage rate” means all compensation for employment, including payments in kind and amounts paid by employers for employee benefits as defined by the commissioner in regulations issued under this part.
TN Code § 50-2-202 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 2 - Sex Discrimination|§ 50-2-202. Prohibited Acts

  No employer shall discriminate between employees in the same establishment on the basis of sex by paying any employee salary or wage rates less than the rates the employer pays to any employee of the opposite sex for comparable work on jobs the performance of which require comparable skill, effort and responsibility, and that are performed under similar working conditions; however, nothing in this part shall prohibit wage differentials based on a seniority system, a merit system, a system that measures earnings by quality or quantity of production, or any other reasonable differential that is based on a factor other than sex.   An employer who is paying a wage differential in violation of this part shall not, in order to comply with this part, reduce the wage rate of any employee.   No employer may discharge or discriminate against any employee by reason of any action taken by the employee to invoke or assist in any manner the enforcement of this part.
TN Code § 50-2-203 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 2 - Sex Discrimination|§ 50-2-203. Commissioner to Administer Law

  The commissioner has the power and duty to carry out and administer this part, including the power to issue regulations, not inconsistent with the purpose of this part, that the commissioner considers necessary or appropriate to carry out this part.   The commissioner is authorized to endeavor to eliminate pay practices unlawful under this part by informal methods of conference, conciliation and persuasion, and to supervise the payment of wages owing to any employee under this part.
TN Code § 50-2-204 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 2 - Sex Discrimination|§ 50-2-204. Employee Remedies

   Any employer who violates § 50-2-202 shall be liable to the employee or employees affected in the amount of their unpaid wages, and in instances of an employer knowingly violating § 50-2-202 in employee suits under subsection (b), up to an additional equal amount of unpaid wages as liquidated damages.   For the second established violation of this part in a separate judicial proceeding distinct from the first, any employer who violates § 50-2-202 shall be liable to the employee or employees affected in the amount of their unpaid wages, and instances of an employer knowingly violating § 50-2-202 in employee suits under subsection (b), up to an additional two (2) times the amount of unpaid wages as liquidated damages.   For the third established violation of this part in a separate judicial proceeding distinct from the first and second, any employer who violates § 50-2-202 shall be liable to the employee or employees affected in the amount of their unpaid wages, and instances of an employer knowingly violating § 50-2-202 in employee suits under subsection (b), up to an additional three (3) times the amount of unpaid wages as liquidated damages.     Action to recover wages may be maintained in any court of competent jurisdiction by any one (1) or more employees. The court shall, in cases of violation, in addition to any judgment awarded to the plaintiff or plaintiffs, allow a reasonable attorney's fee and cost of the action to be paid by the defendant.   No agreement by any employee to work for less than the wages to which the employee is entitled under this part shall be a bar to an action to recover wages, or to a voluntary wage restitution of the full amount due under this part.   At the written request of any employee claiming to have been paid less than the wage to which the employee is entitled under this part, the commissioner may bring any legal action necessary on behalf of the employee to collect the claim for unpaid wages. The commissioner shall not be required to pay any filing fee, or other cost in connection with the action. The commissioner shall have the power to join various claims against the employer in one (1) cause of action.
TN Code § 50-2-205 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 2 - Sex Discrimination|§ 50-2-205. Limitation of Actions

 Court action under this part may be commenced no later than two (2) years after the cause of action occurs.
TN Code § 50-2-206 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 2 - Wage Regulations|Part 2 - Sex Discrimination|§ 50-2-206. Penalty

 Any employer who violates this part, or who discharges or in any other manner discriminates against any employee because the employee has made a complaint to that employee's employer, the commissioner, or any other person, or instituted or caused to be instituted any proceedings under or related to this part, or has testified or is about to testify in any such proceeding, commits a Class A misdemeanor.
TN Code § 50-3-101 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 3 - Occupational Safety and Health Act of 1972|Part 1 - General Provisions|§ 50-3-101. Short Title

 This chapter shall be known and may be cited as the “Occupational Safety and Health Act of 1972.”
TN Code § 50-3-102 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 3 - Occupational Safety and Health Act of 1972|Part 1 - General Provisions|§ 50-3-102. Purpose

  The general assembly finds that:  The burden on employers and employees of this state resulting from personal injuries and illnesses arising out of work situations is substantial;   The prevention of these injuries and illnesses is an important objective of the government of this state;   The greatest hope of attaining this objective lies in programs of research and education, and in the earnest cooperation of government, employers and employees; and   A program of regulation and enforcement is a necessary supplement to these more basic programs.     The general assembly declares it to be its purpose and policy through the exercise of its powers to assure so far as possible every working man and woman in the state safe and healthful working conditions and to preserve our human resources by:  Encouraging employers and employees in their efforts to reduce the number of occupational safety and health hazards at their places of employment, and to stimulate employers and employees to institute new, and to perfect existing, programs for providing safe and healthful working conditions;   Providing that employers and employees have separate but dependent responsibilities and rights with respect to achieving safe and healthful working conditions;   Authorizing the commissioner of labor and workforce development to develop occupational safety and health standards applicable to business, giving consideration to the needs of employees and employers and to standards promulgated from time to time by the secretary of labor under the Occupational Safety and Health Act of 1970, compiled in 29 U.S.C. § 651 et seq., and by creating an occupational safety and health review commission for carrying out adjudicatory functions under this chapter;   Building upon advances already made by federal laws and regulations and state laws and regulations for providing safe and healthful working conditions;   Providing criteria that will assure, insofar as practicable, that no employee will suffer diminished health, functional capacity or life expectancy as a result of the employee's work experience;   Providing for education and training of personnel for the fair and efficient administration of occupational safety and health standards;   Providing for education and training of employers and employees in occupational safety and health;   Providing an effective enforcement program, which shall include a prohibition against giving advance notice of an inspection and sanctions for any individual violating this prohibition;   Providing for appropriate reporting procedures with respect to occupational safety and health, which procedures will help achieve the objectives of this chapter and accurately describe the nature of the occupational safety and health problem; and   Encouraging joint labor-management efforts to reduce injuries and diseases arising out of employment.
TN Code § 50-3-104 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 3 - Occupational Safety and Health Act of 1972|Part 1 - General Provisions|§ 50-3-104. Scope of Chapter

 This chapter or any standard or regulation promulgated pursuant to this chapter shall apply to all employers and employees except:   The federal government, including its departments, agencies and instrumentalities;   Employees whose safety and health are subject to protection under the Atomic Energy Act of 1954, compiled in 42 U.S.C. §§ 2011-2296;   Employees whose safety and health are subject to protection under the federal Coal Mine Health and Safety Act of 1969, compiled in 30 U.S.C. § 801 et seq., the federal Metal and Nonmetallic Mine Safety Act, codified as 30 U.S.C. § 725 [repealed], or title 59 of this code;   Railroad employees whose safety and health are subject to protection under the federal Safety Appliances Act, compiled in 45 U.S.C. § 1 et seq. [repealed], or the federal Railroad Safety Act of 1970, compiled in 45 U.S.C. §§ 431-441 [repealed];   Domestic workers; and   [Deleted by 2015 amendment, effective July 1, 2015.]   Any employee engaged in agriculture who is employed on a farm, each of the employees of which is related to the employer as spouse, child, parent, grandparent or grandchild.
TN Code § 50-3-105 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 3 - Occupational Safety and Health Act of 1972|Part 1 - General Provisions|§ 50-3-105. Employers' Rights and Duties

 Rights and duties of employers include, but are not limited to, the following:   Each employer shall furnish to each of its employees conditions of employment and a place of employment free from recognized hazards that are causing or are likely to cause death or serious injury or harm to its employees;   Each employer shall comply with occupational safety and health standards or regulations promulgated pursuant to this chapter;   Each employer shall refrain from any unreasonable restraint on the right of the commissioner to inspect the employer's place of business. Each employer shall assist the commissioner in the performance of the commissioner's inspection duties by supplying or by making available information, personnel or inspection aids reasonably necessary to the effective conduct of the inspection;   Any employer, or association of employers, is entitled to participate in the development of standards by submission of comments on proposed standards, participation in hearings on proposed standards, or by requesting the development of standards on a given issue, under § 50-3-201;   Any employer is entitled, under § 50-3-307, to a review of any citation issued because of the employer's alleged violation of any standard promulgated under this chapter;   Any employer is entitled, under §§ 50-3-402 — 50-3-408, to a review of any penalty in the form of civil damages assessed against the employer because of the employer's alleged violation of this chapter;   Any employer is entitled, under part 6 of this chapter, to seek an order granting a variance from an occupational safety or health standard; and   Any employer is entitled, under § 50-3-914, to protection of the employer's trade secrets and other legally privileged communications.