Tennessee Termination (with Discharge): What you need to know

Tennessee is an “employment-at-will” state. This means that either the employer or the employee may end the employment relationship at any time, without notice or a reason. There are, however, some exceptions to the "at-will" rule that have been created by statutes and court decisions. Federal laws, a collective bargaining agreement, or individual employment contract may also place limitations upon an otherwise at-will relationship.
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It is illegal to discharge or discipline employees for exercising certain rights, or for doing or refusing to do certain things. These include:
Communications with public officials. It is unlawful for public employers to discriminate against employees because they exercised their right to communicate with an elected public official (TN Code Sec. 8-50-603).
Crime victims. No state employee who has been the victim of a crime can be disciplined or discharged because the person takes any lawful action to cause the arrest, prosecution, and conviction of the perpetrator (TN Code Sec. 4-4-122).
Equal pay complaints. Employers are prohibited from discharging or disciplining an employee for enforcing or helping to enforce the equal pay laws (TN Code Sec. 50-2-202).
Jury duty. Employers may not discipline or discharge employees for absences resulting from service on a jury. The employer is, however, entitled to have prompt notice of an employee's summons to jury duty. (TN Code Sec. 22-4-106).
Lie detector tests. Employers may not take any personnel action, such as hiring, discipline, or termination, based solely upon the results of a polygraph examination (TN Code Sec. 62-27-128).
Military membership. It is a crime for an employer to deny employment to an applicant ...

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Tennessee Termination (with Discharge) Resources

Termination (with Discharge) Products

The Termination Process Webinar Recording
BLR Webinar: "The Termination Process: Exit Interviews, Termination Pay, and Post-Termination Steps to Keep You Out of Court""
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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.
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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.