|

Tennessee Leave of Absence (FMLA): What you need to know

Some states have comprehensive laws that require employers to grant employees time off to care for a family member with a serious illness, but Tennessee does not have such a law. However, most Tennessee employers with 50 or more employees are covered by the federal Family and Medical Leave Act (FMLA).
For a Limited Time receive a FREE HR Report on the "Critical HR Recordkeeping”.  This exclusive special report covers hiring records, employment relationships, termination records, litigation issues, electronic information issues, tips for better recordkeeping, and a list of legal requirements.  Download Now
Tennessee's Maternity Leave Law provides that all employers, both public and private, with 100 or more full-time employees at one jobsite must allow up to 4 months' maternity leave for pregnancy, childbirth, adoptions, and nursing. 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 3 months' notice because of a medical emergency do not lose their right to reinstatement. Leave will not affect the employee's rights to seniority, promotion, vacation time, sick leave, or other benefits and bonuses for which he or she was eligible at the date of leave (TN Code Sec. 4-21-408).If an employee's job is so unique that the employer cannot, after reasonable efforts, fill that position temporarily, the employer will not be liable for failure to reinstate the employee at the end of her maternity leave period.Note:The state maternity leave law was amended in 2005 to include male employees and to cover leave for adoptions. Employers covered by the law must include these two ...

>> Read more about Leave of Absence (FMLA)

More on this topic:

State Requirements

National | Alabama | Alaska | Arizona | Arkansas | California | Colorado | Connecticut | Delaware | District of Columbia | Florida | Georgia | Hawaii | Idaho | Illinois | Indiana | 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 Leave of Absence (FMLA) Resources

Leave of Absence (FMLA) Products

Free Special Reports
Get Your FREE HR Management Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Critical HR Recordkeeping

Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
Download Now!


This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.