Claim your Copy of
Top 100 FLSA
Overtime Q&As
Your email address will not be published. Required fields are marked *

Tennessee Maternity and Pregnancy: What you need to know

The Tennessee Fair Employment Practices Law prohibits discrimination in employment because of sex (TN Code Sec. 4-21-401et seq.). The Law applies to private employers of eight or more persons and all state employers. The Law was intended, and has been interpreted, to be co-extensive with its federal counterpart, Title VII of the Civil Rights Act. Title VII requires employers to treat employees who are affected by pregnancy the same as employees with a temporary disability for all leave, insurance, employee benefit, and disability purposes. Employers with 15 or more employees have obligations under the federal Pregnancy Discrimination Act (PDA).
For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!
Tennessee's Maternity Leave Law provides that employers with 100 or more full-time employees at one job-site must allow up to four months' maternity leave for pregnancy, childbirth, adoptions, and nursing. With regard to adoption, the 4-month period begins at the time an employee receives custody of the child. The law applies to both male and female employees.
To qualify, an employee must have been employed for at least 12 consecutive months as a full-time employee. Maternity leave may be with or without pay, at the discretion of the employer. An employee who gives at least 3 months' advance notice of his or her leave and an intention to return to full-time employment after maternity leave must be restored to his or her previous or a similar position. Employees who are unable to give three months' notice because of a medical emergency or because notice of an adoption was less than 3 months in advance do not lose their right to reinstatement. Leave will not affect the employee's rights to seniority, promotion, vacation time, sick leave, or other ...

>> Read more about Maternity and Pregnancy

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Iowa | Kansas | Kentucky | Louisiana | Maine | Maryland | Massachusetts | Michigan | Minnesota | Mississippi | Missouri | Montana | Nebraska | Nevada | New Hampshire | New Jersey | New Mexico | New York | North Carolina | North Dakota | Ohio | Oklahoma | Oregon | Pennsylvania | Rhode Island | South Carolina | South Dakota | Tennessee | Texas | Utah | Vermont | Virginia | Washington | West Virginia | Wisconsin | Wyoming |

Tennessee Maternity and Pregnancy Resources

Maternity and Pregnancy Products

Free Special Reports
Get Your FREE Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
Download Now!

This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

Download Now!