2023 Tennessee Code › Title 50 - EMPLOYER AND EMPLOYEE (§§ 50-1-101 — 50-11-106) › Chapter 3 - OCCUPATIONAL SAFETY AND HEALTH ACT OF 1972 (§§ 50-3-101 — 50-3-2001) › Part 1 - GENERAL PROVISIONS (§§ 50-3-101 — 50-3-109) › Section 50-3-103 - Chapter definitions

As used in this chapter, unless the context otherwise requires:
(1)
"Administrator" means the chief administrative officer of the division of occupational safety and health of the department of labor and workforce development. For the purposes of all sections of this chapter other than §§
50-3-902
and
50-3-903
, "administrator" includes any person appointed, designated or deputized to perform any duties under this chapter or to exercise the powers assigned to the administrator of the division of occupational safety and health under this chapter;
(2)
"Commission" means the occupational safety and health review commission established pursuant to §
50-3-801
;
(3)
"Commissioner" or "commissioner of labor and workforce development" means the chief executive officer of the department of labor and workforce development. For the purposes of all sections of this chapter other than §§
50-3-902
and
50-3-903
, it includes any person appointed, designated or deputized to perform the duties or to exercise the powers assigned to the commissioner of labor and workforce development under this chapter, but does not include the person appointed as administrator;
(4)
"Committee" means the occupational safety and health advisory committee established pursuant to §
50-3-204
;
(5)
"Department" means the department of labor and workforce development;
(6)
"Division" or "division of occupational safety and health" means the division of occupational safety and health of the department;
(7)
"Employee":
(A)
Means an individual who performs services for an employer for wages under a contract of hire if the services performed by the individual qualify as an employer-employee relationship with the employer based upon consideration of the following twenty (20) factors as described in the twenty-factor test of Internal Revenue Service Revenue Ruling 87-41, 1987-1 C.B. 296:
(i)
Instructions.
A worker who is required to comply with other persons' instructions about when, where, and how the worker is to work is ordinarily an employee. This control factor is present if the person or persons for whom the services are performed have the right to require compliance with instructions;
(ii)
Training.
Training a worker by requiring an experienced employee to work with the worker, by corresponding with the worker, by requiring the worker to attend meetings, or by using other methods indicates that the person or persons for whom the services are performed want the services performed in a particular method or manner;
(iii)
Integration.
Integration of the worker's services into the business operations generally shows that the worker is subject to direction and control. When the success or continuation of a business depends to an appreciable degree upon the performance of certain services, the workers who perform those services must necessarily be subject to a certain amount of control by the owner of the business;
(iv)
Services rendered personally.
If the services must be rendered personally, then presumably the persons for whom the services are performed are interested in the methods used to accomplish the work as well as in the results;
(v)
Hiring, supervising, and paying assistants.
If the person or persons for whom the services are performed hire, supervise, and pay assistants, then that factor generally shows control over the workers on the job. However, if one (1) worker hires, supervises, and pays the other assistants pursuant to a contract under which the worker agrees to provide materials and labor and under which the worker is responsible only for the attainment of a result, then this factor indicates an independent contractor status;
(vi)
Continuing relationship.
A continuing relationship between the worker and the person or persons for whom the services are performed indicates that an employer-employee relationship exists. A continuing relationship may exist where work is performed at frequently recurring although irregular intervals;
(vii)
Set hours of work.
The establishment of set hours of work by the person or persons for whom the services are performed is a factor indicating control;
(viii)
Full time required.
If the worker must devote substantially full time to the business of the person or persons for whom the services are performed, then the person or persons have control over the amount of time the worker spends working and impliedly restrict the worker from doing other gainful work. An independent contractor is free to work when and for whom the independent contractor chooses;
(ix)
Doing work on employer's premises.
If the work is performed on the premises of the person or persons for whom the services are performed, then that factor suggests control over the worker, especially if the work could be done elsewhere. Work done off the premises of the person or persons receiving the services, such as at the office of the worker, indicates some freedom from control. However, this fact by itself does not mean that the worker is not an employee. The importance of this factor depends on the nature of the service involved and the extent to which an employer generally would require that employees perform those services on the employer's premises. Control over the place of work is indicated when the person or persons for whom the services are performed have the right to compel the worker to travel a designated route, to canvass territory within a certain time, or to work at specific places as required;
(x)
Order or sequence set.
If a worker must perform services in the order or sequence set by the person or persons for whom the services are performed, then that factor shows that the worker is not free to follow the worker's own pattern of work but instead must follow the established routines and schedules of the person or persons for whom the services are performed. Often, because of the nature of an occupation, the person or persons for whom the services are performed do not set the order of the services or set the order infrequently. It is sufficient to show control, however, if the person or persons retain the right to do so;
(xi)
Oral or written reports.
A requirement that the worker submit regular or written reports to the person or persons for whom the services are performed indicates a degree of control;
(xii)
Payment by hour, week, month.
Payment by the hour, week, or month generally points to an employer-employee relationship; provided, that this method of payment is not just a convenient way of paying a lump sum agreed upon as the cost of a job. Payment made by the job or on straight commission generally indicates the worker is an independent contractor;
(xiii)
Payment of business or traveling expenses.
If the person or persons for whom the services are performed ordinarily pay the worker's business or traveling expenses, then the worker is ordinarily an employee. An employer, to be able to control expenses, generally retains the right to regulate and direct the worker's business activities;
(xiv)
Furnishing of tools and materials.
The fact that the person or persons for whom the services are performed furnish significant tools, materials, and other equipment tends to show the existence of an employer-employee relationship;
(xv)
Significant investment.
If the worker invests in facilities that are used by the worker in performing services and are not typically maintained by employees, such as the maintenance of an office rented at fair value from an unrelated party, then that factor tends to indicate that the worker is an independent contractor. However, lack of investment in facilities indicates dependence on the person or persons for whom the services are performed for the facilities and the existence of an employer-employee relationship;
(xvi)
Realization of profit or loss.
A worker who can realize a profit or suffer a loss as a result of the worker's services, in addition to the profit or loss ordinarily realized by employees, is generally an independent contractor but the worker who cannot is an employee. For example, if the worker is subject to a real risk of economic loss due to significant investments or a bona fide liability for expenses, such as salary payments to unrelated employees, then that factor indicates that the worker is an independent contractor. The risk that a worker will not receive payment for the worker's services is common to both independent contractors and employees and does not constitute sufficient economic risk to support treatment as an independent contractor;
(xvii)
Working for more than one firm at a time.
If a worker performs more than de minimis services for multiple unrelated persons or firms at the same time, then that factor generally indicates that the worker is an independent contractor. However, a worker who performs services for more than one (1) person may be an employee of each of the persons, especially where such persons are part of the same service arrangement;
(xviii)
Making service available to general public.
The fact that a worker makes the worker's services available to the general public on a regular and consistent basis indicates an independent contractor relationship;
(xix)
Right to discharge.
The right to discharge a worker is a factor indicating that the worker is an employee and the person possessing the right is an employer. An employer exercises control through the threat of dismissal, which causes the worker to obey the employer's instructions. An independent contractor cannot be fired so long as the independent contractor produces a result that meets the contract specifications; and
(xx)
Right to terminate.
If the worker has the right to end the worker's relationship with the person for whom the services are performed at any time the worker wishes without incurring liability, then that factor indicates an employer-employee relationship; and
(B)
Includes minors, whether lawfully or unlawfully employed; persons in executive positions; and county, metropolitan, and municipal government employees;
(8)
"Employer" means a person engaged in a business who has one (1) or more employees and includes county, metropolitan and municipal governments;
(9)
"Federal standard" means a standard adopted by a rule promulgated under § 6 of the federal Occupational Safety and Health Act of 1970 (
29 U.S.C. § 655
);
(10)
"Issue" means a category of like industrial, occupational or hazard groupings that affects the safety and health of employment or place of employment and is suggested by the groupings in the Code of Federal Regulations, title 29, chapter XVII, part 1910;
(11)
"Person" means one (1) or more individuals, partnerships, associations, corporations, business trusts, legal representatives or any organized group of persons; and
(12)
"Standard" means an occupational safety and health standard promulgated by the commissioner that requires conditions or the adoption or the use of one (1) or more practices, means, methods, operations or processes reasonably necessary or appropriate to provide safe and healthful employment and places of employment.
Amended by 2019 Tenn. Acts, ch. 337, s 2, eff. 1/1/2020.
Acts 1972, ch. 561, § 2; 1974, ch. 585, §§ 1, 2; 1977, ch. 111, § 2; impl. am. Acts 1977, ch. 111, § 44; T.C.A., § 50-503; Acts 1999, ch. 520, § 41.