reglab/housing_qa huggingface dataset:
TN Code § 49-50-1601 (2021)
2021 Tennessee Code|Title 49 - Education|Chapter 50 - Miscellaneous|Part 16 - Self-Administration of Prescribed Medications and Other Treatments|§ 49-50-1601. Self-Administration of Pancreatic Enzymes

  As used in this section:  “Emergency care plan” (ECP) means a child-specific action plan to facilitate quick and appropriate responses for an individual emergency in the school setting;   “Individualized healthcare plan” (IHP) means a written plan of care developed at the local level to outline the provision of student healthcare services intended to achieve specific student outcomes. The IHP is part of the nursing process that is detailed in the National Association of School Nurses Position Statement: Individualized Healthcare Plans, The Role of the School Nurse (2013);   “Pancreatic insufficiency” means a disorder of the digestive system. Pancreatic insufficiency may include the diagnosis of cystic fibrosis, a chronic disease that affects the lungs and digestive system.     Self-administration in accordance with this section shall permit a student diagnosed with pancreatic insufficiency or cystic fibrosis to self-manage prescribed pancreatic enzyme therapy in the manner directed by the licensed healthcare provider without additional assistance or direction.   An emergency care plan (ECP) may be a component of a student's individualized healthcare plan (IHP). The ECP shall specify when the emergency number (911) will be called and describe a plan of action when the student is unable to self-administer medication or self-manage treatment as prescribed.    An IHP under this section shall be developed by a registered nurse (RN) in collaboration with the family, student, student's healthcare providers, and school personnel for the management of pancreatic insufficiency or cystic fibrosis while in school, participating in school-sponsored activities, and in transit to or from school or school-sponsored activities.   The IHP shall be child-specific and shall address or include:  A written format for nursing assessment that includes health status, risks, concerns, and strengths;   Nursing diagnoses;   Interventions;   Delegation;   Training;   Expected outcomes; and   Goals to:   Meet the healthcare needs of a student with pancreatic insufficiency or cystic fibrosis; and   Protect the safety of all students from the misuse or abuse of medication.         With written authorization from the healthcare provider and parent, a student with pancreatic insufficiency or cystic fibrosis shall be allowed to carry and self-administer prescribed pancreatic enzymes.
TN Code § 49-50-1604 (2021)
2021 Tennessee Code|Title 49 - Education|Chapter 50 - Miscellaneous|Part 16 - Self-Administration of Prescribed Medications and Other Treatments|§ 49-50-1604. Guidelines Regarding Availability of Opioid Antagonists in Schools

  The state board of education, in consultation with the department of health, shall develop guidelines for the management of students presenting with a drug overdose for which administration of an opioid antagonist may be appropriate.   Each LEA shall implement a plan based on the guidelines developed pursuant to subsection (a) for the management of students presenting with a drug overdose.    It is the intent of the general assembly that schools, both public and nonpublic, be prepared to treat drug overdoses in the event other appropriate healthcare responses are not available.   Each school within an LEA and each nonpublic school is authorized to maintain an opioid antagonist at the school in at least two (2) unlocked, secure locations, including, but not limited to, the school office and the school cafeteria, so that an opioid antagonist may be administered to any student believed to be having a drug overdose.   Notwithstanding any provision of title 63 to the contrary, a physician may prescribe an opioid antagonist in the name of an LEA or nonpublic school to be maintained for use in schools when necessary. An LEA also may utilize a statewide collaborative pharmacy practice agreement pursuant to § 63-1-157 to obtain an opioid antagonist for administration.   The school nurse, school resource officer, or other trained school personnel may utilize the LEA or nonpublic school supply of opioid antagonists to respond to a drug overdose, under a standing protocol from a physician licensed to practice medicine in all its branches.   If a student is injured or harmed due to the administration of an opioid antagonist that a physician has prescribed to an LEA or nonpublic school under this subsection (c), the physician shall not be held responsible for the injury unless the physician issued the prescription or standing protocol with intentional disregard for safety.   Similarly, if a student is injured or harmed due to the administration of an opioid antagonist to the student by a school nurse, school resource officer, or other trained school personnel under this subsection (c), the school nurse, school resource officer, or school employee shall not be held responsible for the injury unless the school nurse, school resource officer, or school employee administered the opioid antagonist with an intentional disregard for safety.
TN Code § 49-50-1701 (2021)
2021 Tennessee Code|Title 49 - Education|Chapter 50 - Miscellaneous|Part 17 - Homeless Student Stability and Opportunity Gap Act|§ 49-50-1701. Part Definitions

 As used in this part, “homeless child or youth” and “homeless student” have the same meaning as “homeless children and youths” in the McKinney-Vento Homeless Assistance Act (42 U.S.C. § 11434a(2)).
TN Code § 49-50-1702 (2021)
2021 Tennessee Code|Title 49 - Education|Chapter 50 - Miscellaneous|Part 17 - Homeless Student Stability and Opportunity Gap Act|§ 49-50-1702. Leas' Duties to Homeless Students — Technical Assistance for Homeless-Student Liaisons

  In accordance with the McKinney-Vento Homeless Assistance Act (42 U.S.C. § 11431 et seq.), LEAs must:  Provide educational services and support to homeless students; and   Designate a local liaison responsible for ensuring homeless students are identified and have a full and equal opportunity to succeed in school.     The department of education shall provide technical assistance to homeless-student liaisons as needed.
TN Code § 49-50-1703 (2021)
2021 Tennessee Code|Title 49 - Education|Chapter 50 - Miscellaneous|Part 17 - Homeless Student Stability and Opportunity Gap Act|§ 49-50-1703. Obtaining Minor's Birth Certificate and State-Issued Identification Card for Homeless Child

 A minor may obtain a copy of the minor's birth certificate from the department of health and a state-issued identification card from the department of safety; provided, that the minor has been verified as a homeless child or youth by at least one (1) of the following:   A director or designee of a governmental or nonprofit agency that receives public or private funding to provide services to homeless people;   An LEA liaison for homeless children or youth designated pursuant to 42 U.S.C. § 11432(g)(1)(J)(ii), or a school social worker or counselor;   The director of a federal TRIO program or Gaining Early Awareness and Readiness for Undergraduate Programs program, or the director's designee; or   A financial aid administrator.
TN Code § 50-1-101 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 1 - Hiring Practices|§ 50-1-101. Memorandum of Understanding With the Department of Homeland Security for Enforcement of Federal Immigration Laws

  For purposes of enforcing federal immigration laws, including, if applicable, federal laws relating to the employment of illegal aliens, the legislative body of a municipality or county, or the chief law enforcement officer of the county upon approval by the governing legislative body, may enter into a written agreement, in accordance with federal law, between the municipality or county and the United States department of homeland security concerning the enforcement of federal immigration laws, detention and removals, and investigations in the municipality or county.   If a memorandum of understanding with the United States department of homeland security is executed pursuant to subsection (a), municipal and county law enforcement officers shall be designated from local law enforcement agencies who, by written designation and recommendation of a commanding officer, shall be trained pursuant to the memorandum of understanding. Funding for the training shall be provided pursuant to the federal Homeland Security Appropriation Act of 2006, P. L. 109-90, or subsequent federal funding sources.
TN Code § 50-1-102 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 1 - Hiring Practices|§ 50-1-102. False or Deceptive Representations in Procuring Employees — Penalty — Hiring Armed Guards — Failure to Have Permit — Penalty

   It is unlawful for any person to induce, influence, persuade or engage workers to change from one place to another in this state, or to bring workers of any class or calling into this state to work in any type of labor in this state through or by means of false or deceptive representations, false advertising or false pretenses, concerning the kind and character of the work to be done, or the amount and character of compensation to be paid for the work, or the sanitary or other conditions of the employment, or as to the existence or nonexistence of a strike or other trouble pending between employer and employees, at the time of or prior to the engagement.   Failure to state in any advertisement, proposal or contract for the employment of workers that there is a strike, lockout or other labor trouble at the place of the proposed employment, when in fact the strike, lockout or other labor trouble then actually exists at the place of the proposed employment, is deemed false advertising and misrepresentation for the purposes of this section.     A violation of subsection (a) is a Class B misdemeanor.    Any worker who is influenced, induced or persuaded to engage with any persons mentioned in subsection (a), through or by means of any of the things prohibited in subsection (a), has a right of action for all damages that the worker has sustained in consequence of the false or deceptive representations, false advertising, and false pretenses used to induce the worker to change the worker's place of employment, against any person who, directly or indirectly, causes the damage.   In addition to all actual damages the worker may have sustained, the worker is entitled to recover such reasonable attorney's fees as the court shall fix, to be taxed as costs.      Any person who, in this or another state, hires, aids, abets, or assists in hiring, through agencies or otherwise, persons to guard with arms or deadly weapons of any kind for any such purpose, without a permit from the governor of this state, commits a Class E felony.   Nothing contained in subdivision (d)(1) shall be construed to interfere with the right of any person, in guarding or protecting the person's private property or private interests, as is now provided by law.     This section shall be construed only to apply in cases where workers are brought into this state, or induced to go from one place to another in this state by any false pretenses, false advertising or deceptive representations, or brought into this state under arms, or removed from one place to another in this state under arms.
TN Code § 50-1-104 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 1 - Hiring Practices|§ 50-1-104. State Officials Notified of Plant Closings or Mass Layoffs

 Upon being served with advance written notification of a plant closing or mass layoff pursuant to § 3(a)(2) of the Worker Adjustment and Retraining Notification Act, codified in 29 U.S.C. § 2102, the commissioner of labor and workforce development 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 state university and community college system concerning the circumstances of the plant closing or mass layoff, including the number of employees affected.
TN Code § 50-1-105 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 1 - Hiring Practices|§ 50-1-105. Providing Employee Information to Prospective Employers — Good Faith

 Any employer that, upon request by a prospective employer or a current or former employee, provides truthful, fair and unbiased information about a current or former employee's job performance is presumed to be acting in good faith and is granted a qualified immunity for the disclosure and the consequences of the disclosure. The presumption of good faith is rebuttable upon a showing by a preponderance of the evidence that the information disclosed was:   Knowingly false;   Deliberately misleading;   Disclosed for a malicious purpose;   Disclosed in reckless disregard for its falsity or defamatory nature; or   Violative of the current or former employee's civil rights pursuant to current employment discrimination laws.
TN Code § 50-1-106 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 1 - Hiring Practices|§ 50-1-106. Immigration Status

  As used in this section, unless the context otherwise requires:  “Individual taxpayer identification number” means a tax processing number issued by the federal internal revenue service for the purpose of facilitating federal tax reporting by those individuals who are not eligible to obtain a federal social security number. An individual taxpayer identification number is a nine-digit number that has the appearance of a federal social security number (xxx-xx-xxxx), but that always begins with the number nine (9) and includes the number seven (7) or eight (8) as the fourth digit (9xx-7x-xxxx). An individual taxpayer identification number is issued regardless of immigration status and is not a valid form of identification for any purpose other than federal tax processing;   “Lawful resident verification information” means the documentation that is required by the United States department of homeland security when completing the employment eligibility verification form commonly referred to as Form I-9; and   “Person” includes any individual, partnership, association, company, business or corporation of any size regulated by, doing business in or using the services of employees in this state, including entering into a contract for the provision of the services.     For purposes of an application or offer of employment, no person in this state shall accept an individual taxpayer identification number as a form of identification. Any person, including any contractor, in this state who is presented with an individual taxpayer identification number by a potential employee or subcontractor as a form of identification or to prove immigration status shall reject the number and shall request the lawful resident verification information that the person is required to obtain pursuant to federal law.   The commissioner of labor and workforce development is authorized to promulgate rules and regulations to effectuate the purposes of this section. The rules and regulations shall be promulgated in accordance with the Uniform Administrative Procedures Act, compiled in title 4, chapter 5.
TN Code § 50-1-107 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 1 - Hiring Practices|§ 50-1-107. Veterans Preference

  A private employer may adopt an employment policy that gives preference in hiring to:  An honorably discharged veteran;   The spouse of a veteran with a service-connected disability;   The unremarried widow or widower of a veteran who died of a service-connected disability; or   The unremarried widow or widower of a member of the United States armed forces who died in the line of duty.     A private employer adopting a veterans preference shall have the policy in writing and may require submission of a certificate of release or discharge from active duty, department of defense form 214 (DD 214), as proof of eligibility for the veterans preference employment policy.   A policy adopted pursuant to subsection (a) must be applied uniformly to employment decisions regarding hiring and promotion.   The preferences authorized by this section are not considered violations of any state or local equal employment opportunity law.   Nothing in this section requires a private employer to provide a preference in hiring to any of the persons listed in subsection (a).
TN Code § 50-1-108 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 1 - Hiring Practices|§ 50-1-108. Non-Disclosure Agreement With Respect to Sexual Harassment in Workplace as Condition of Employment Prohibited

  An employer, as defined in § 50-1-304, shall not require an employee, as defined in § 50-1-304, or a prospective employee to execute or renew a non-disclosure agreement with respect to sexual harassment in the workplace as a condition of employment.   Any employee injured as a result of a violation of subsection (a) has the same rights and remedies available to employees under § 50-1-304.
TN Code § 50-1-201 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 2 - Right to Work|§ 50-1-201. Denial of Employment Because of Affiliation or Nonaffiliation With Labor Union or Employee Organization

 It is unlawful for any person, firm, corporation or association of any kind to deny or attempt to deny employment to any person by reason of the person's membership in, affiliation with, resignation from, or refusal to join or affiliate with any labor union or employee organization of any kind.
TN Code § 50-1-202 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 2 - Right to Work|§ 50-1-202. Contracting for Exclusion From Employment Because of Affiliation or Nonaffiliation With Labor Union or Employee Organization

 It is unlawful for any person, firm, corporation or association of any kind to enter into any contract, combination or agreement, written or oral, providing for exclusion from employment of any person because of membership in, affiliation with, resignation from, or refusal to join or affiliate with any labor union or employee organization of any kind.
TN Code § 50-1-203 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 2 - Right to Work|§ 50-1-203. Exclusion From Employment for Payment of or Failure to Pay Union or Employee Organization Dues

 It is unlawful for any person, firm, corporation or association of any kind to exclude from employment any person by reason of the person's payment of or failure to pay dues, fees, assessments or other charges to any labor union or employee organization of any kind.
TN Code § 50-1-204 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 2 - Right to Work|§ 50-1-204. Prohibition Against Execution of an Agreement With Union or Employee Organization That Includes Maintenance of Membership Clause

 It is unlawful for any person, firm, corporation or association of any kind operating in this state to execute an agreement with a union or employee organization of any kind that includes a maintenance of membership clause prohibiting employees from withdrawing from a union or employee organization prior to the agreement's expiration. This section shall not apply to a city, town, municipality or county, including a county having a metropolitan form of government.
TN Code § 50-1-205 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 2 - Right to Work|§ 50-1-205. Penalty

  Any person, firm, corporation or association of any kind violating any of the provisions of this part commits a Class A misdemeanor.   Each day that any person, firm, corporation or association of any kind remains in violation of this part is deemed to be a separate and distinct offense, punishable in accordance with this section.
TN Code § 50-1-206 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 2 - Right to Work|§ 50-1-206. Right to Work

  It is the public policy of this state that employees of this state have the right to:  Employment without regard to any person’s refusal to join or affiliate with, or decision to withdraw from or cease membership in, any labor union or employee organization of any kind;   Be employed free from the restraints of any contract, combination or agreement, written or oral, that provides for exclusion from employment of any person due to their refusal to join or affiliate with, or decision to withdraw from or cease membership in, any labor union or employee organization of any kind;   Be employed without regard to any person’s refusal to pay dues, fees, assessments or other charges to any labor union or employee organization of any kind; and   Decertify a union or other bargaining representative upon compliance with the applicable federal law.     Private employers may physically post notice of the rights described in this section, at locations where notices are normally posted, informing employees about their rights under this section, or may physically disseminate such notice to employees if no such normal location for posting exists.   To assist private employers in informing workers of their rights as described in this section, the commissioner of labor and workforce development shall create model notice language reiterating the public policies of this state espoused in this part, which may be used by private employers accordingly.   The commissioner shall designate those persons in the department responsible for carrying out the commissioner’s power, duties and responsibilities under this part.
TN Code § 50-1-208 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 2 - Right to Work|§ 50-1-208. Relationship Between Franchisee and Franchisor

  Notwithstanding any voluntary agreement entered into between the United States department of labor and a franchisee, neither a franchisee nor a franchisee's employee shall be deemed to be an employee of the franchisor for any purpose.   For purposes of this section “franchisee” and “franchisor” have the same definitions as set out in 16 CFR 436.1.
TN Code § 50-1-301 (2021)
2021 Tennessee Code|Title 50 - Employer and Employee|Chapter 1 - Employment Relationship and Practices|Part 3 - Working Conditions Generally|§ 50-1-301. Toilet Facilities for Female Employees

  All persons employing female employees in any manufacturing or mercantile establishment shall provide separate privies or water closets for the female employees.   No male person shall enter the separate privies or water closets except for the purpose of repairing or cleaning the privies or water closets.   A violation of this section is a Class C misdemeanor.