TENNESSEE LABOR LAWS - Gardner Trucking, Inc.gardnertrucking.com/wordpress/wp-content/uploads/...regular payday posted as follows: (t.c.a. §50-2-103). Each employee must have a 30-minute

TENNESSEELABOR LAWS

KNOW YOUR RIGHTS IN THE WORKPLACE

2 Tennessee Labor Laws

TENNESSEE LABOR LAW POSTER GUIDEThank you for choosing LaborLawCenter™ to meet compliance regulations for your remote workers!

This guide covers: •RemoteWorkerUse •PrintingtheLaborLawPosters •SendingCustomizedAcknowledgmentAgreements

How to UseThemandatedstateandfederallaborlawpostersthatallemployeesmustbeinformedofarelocatedinthisdocument.Stateposternamesareinredandfederalposternamesareinblue.Remoteworkerscanquickly locateaspecificposterinthe‘TableofContents’.

Yourremoteworkerscanreferencetheselawsanytimebysavingthefiletotheirdesktoporprintingthe individualposters.

NOTE: Signedacknowledgmentsshouldbestoredsecurelybytheadministrator.Thatagreementistheonlyelectronicacknowledgmentcopyforyourrecords.LaborLawCenter™doesnotstoreorkeeponfileyourrecords.

NOTE:Eachnoticeisformattedaccordingtostateorfederalregulations,suchasfontsize,postingsize,colorandlayout.Tobeincompliancewhenprintingtheposters,donotscale.

How to Customize and Send the Acknowledgment AgreementThelastpageofthisdocumentincludesa‘SignatureAcknowledgment’.Asignedacknowledgementagreementisimportanttokeepinemployeerecordstoshowthateachremoteworkerhasbeeninformedoftheirrightsincaseoflabordisputesorlawsuits.

Beforesendingtoyourremoteworker,youmustcompletethe “Comments”fieldwith:

•Thereply-toemailaddressoraddressesthattheremote workershouldsendthesignedacknowledgementto

•Additionalinformationyourbusinessrequires,suchastheEmployeeIdentificationNumberorwheretopostinstructions

Eachremoteworkermustcompletethe“EmployeeName”and “DateReceived”fieldsbeforesendingback.

How to Print the Individual NoticesLocatedatthebottom,right-handcorneroneachposteris theprinticon.Therequiredprintsizefromtheregulating agencyislistednexttotheicon.Clickontheicontoopen the‘Print’windowandproceed.

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Fill In Comments

3 Tennessee Labor Laws

OCCUPATIONALSAFETYANDHEALTHPROTECTION 4

RIGHTTOWORK 6

DISCRIMINATION 7

WORKERS’COMPENSATION 8

PAYDAYNOTICE 9

CHILDLABORLAWS 10

UNEMPLOYMENTCOMPENSATION 11

NOSMOKINGNOTICE 12

FEDERALMINIMUMWAGE 13

EEOC-EQUALEMPLOYMENTOPPORTUNITYISTHELAW 14

FMLA-FAMILYANDMEDICALLEAVEACT 15

USERRA-UNIFORMEDSERVICESEMPLOYMENTANDREEMPLOYMENTRIGHTSACT 16

OSHA-OCCUPATIONALSAFETYANDHEALTHACT 17

EMPLOYEEPOLYGRAPHPROTECTIONACT 19

SIGNATUREACKNOWLEDGEMENT 20

CONTENTS

4 Tennessee Labor Laws Questions? Learn more by calling 1-800-745-9970

Official Print Size - 8.5” x 14”Compliance Ready - Do Not ScalePrint both pages and post together

OCCUPATIONAL SAFETY AND HEALTH PROTECTION

YOU HAVE A RIGHT TO A SAFE AND HEALTHFUL WORKPLACE.

IT’S THE LAW!•YouhavetherighttonotifyyouremployerorTOSHAaboutworkplacehazards.YoumayaskTOSHAtokeepyournameconfidential.

•YouhavetherighttorequestaTOSHAinspectionifyoubelievethatthereareunsafeandunhealthfulconditionsinyourworkplace.Youoryourrepresentativemayparticipateintheinspection.

•YoucanfileacomplaintwithTOSHAwithin30daysofdiscriminationbyyouremployerformakingsafetyandhealthcomplaintsorforexercisingyourrightsundertheTOSHAActortheTennesseeHazardousChemicalRight-to-KnowAct.

•YouhavearighttoseeTOSHAcitationsissuedtoyouremployer.Youremployermustpostthecitationsatorneartheplaceoftheallegedviolation.

•Youremployermustcorrectworkplacehazardsbythedateindicatedonthecitationandmustcertifythatthesehazardshavebeenreducedoreliminated.

•YouhaverightsundertheTennesseeRighttoKnowLawconcerninghazardouschemicalsinyourworkarea.Youremployermustprovidetrainingabouthealtheffects,protectivemeasures,safehandlingprocedures,aswellasinformationoninterpretinglabelsandsafetydatasheets(SDS).Youmustbeprovidedaccesstothematerialsafetydatasheetsandtheworkplacechemicallist.

•Youhavetherighttocopiesofyourmedicalrecordsorrecordsofyourexposuretotoxicandharmfulsubstancesorconditions.

•Youremployermustpostthisnoticeinyourworkplace.



The Tennessee Occupational Safety and Health Act of 1972,T.C.A.§§50-3-101etseq.,assuressafeandhealthfulworkingconditionsforworkingmenandwomenthroughoutthestate.TheDepartmentofLaborandWorkforceDevelopment,DivisionofOccupationalSafetyand Health (TOSHA) has the primary responsibility for administering the TOSHA Act. Therightslistedheremayvarydependingontheparticularcircumstances.Tofileacomplaint,reportanemergencyorseekTOSHAadvice,assistanceorinformation,call1-800-249-8510oryournearestTOSHAoffice.

Chattanooga(423)634-6424•Jackson(731)423-5640•Kingsport (423)224-2042Knoxville (865)594-6180•Memphis (901)543-7259•Nashville(615)741-2793.

TofileacomplaintonlineorobtaininformationonFederalOSHAandotherstateprograms,visitOSHA'swebsiteatwww.osha.gov.

ForadditionalinformationonTOSHAvisit:http://tn.gov/workforce/section//tosha

OCCUPATIONAL SAFETY AND HEALTH PROTECTION

Authorization No. 337281


Official Print Size - 8.5” x 11”Compliance Ready - Do Not Scale

RIGHT TO WORK

TENNESSEE RIGHT TO WORK LAWTennessee Code Annotated §50-1-201 et seq. states that it is unlawful for any employer or organization of any kind:

1. Todenyorattempttodenyemploymenttoanypersonbyreasonoftheperson’smembershipin,affiliationwith,resignationfromorrefusaltojoinoraffiliatewithanylaborunionoremployeeorganizationofanykind.

2. Toenterintoanycontract,combinationoragreement,writtenororal,providingforexclusionfromemploymentofanypersonbecauseofmembershipin,affiliationwith,resignationfromorrefusaltojoinoraffiliatewithanylaborunionoremployeeorganizationofanykind.

3. Toexcludefromemploymentanpersonbyreasonoftheperson’spaymentoforfailuretopaydues,fees,assessmentsorotherchargestoanylaborunionoremployeeorganizationofanykind.

4. Operatinginthisstatetoexecuteanagreementwithaunionoremployeeorganizationofanykindthatincludesamaintenanceofmembershipclauseprohibitingemployeesforwithdrawingfromalaborunionoremployeeorganizationpriortotheagreement’sexpiration.Thissectionshallnotapplytoacity,town,municipalityorcountyincludingacountyhavingametropolitanformofgovernment.

AnemployerororganizationofanykindviolatinganyoftheprovisionsofthispartcommitsaClassAmisdemeanor.

State Of Tennessee | Department Of Labor And Workforce Development 220 French Landing Drive Nashville, TN 37243

Rev.7/2012



DISCRIMINATON

TENNESSEE LAW PROHIBITS DISCRIMINATION IN EMPLOYMENTIT IS ILLEGAL TO DISCRIMINATE AGAINSTANYPERSONBECAUSEOFRACE,COLOR,CREED,RELIGION,

SEX,AGE,DISABILITY,ORNATIONALORIGININRECRUITMENT,TRAINING,HIRING,DISCHARGE,PROMOTION,ORANYCONDITION,TERMORPRIVILEGEOFEMPLOYMENT.

If you feel that you have been discriminated against, contact the Tennessee Human Rights Commission in your region.

TennesseeHumanRightsCommission,Authorizationno.316148,0copies.Thisdocumentwaspromulgatedatacostof$0.00percopy.

WILLIAM R. SNODGRASS TENNESSEE TOWER312 ROSA L. PARKS AVENUE

23RD FLOORNASHVILLE, TENNESSEE 37243-1102

LA LEY DE TENNESSEE PROHIBE LA DISCRIMINACIÓN EN EL EMPLEOES EN CONTRA DE LA LEY DISCRIMINAR ENCONTRADECUALQUIERPERSONADEBIDOENBASEALA

RAZA,COLOR,CREDO,RELIGIÓN,SEXO,EDAD,INCAPACIDADUORÍGENENELSELECCIÓN,ENTRENAMIENTO,EMPLEO,ALDESPEDIR,PROMOVEROCUALQUIERCONDICIÓN,

TÉRMINOOPRIVILEGIODEEMPLEO.Si usted cree que ha sido víctima de discriminación, comuníquese

con la Comisión de Derechos Humanos de Tennessee.

PHONE: (615) 741-5825 OR1-800-251-3589

ESPAÑOL: 1-866-856-1252WWW.TN.GOV/HUMANRIGHTS

CONTACT US/PARA MAS INFORMACIÓN:



WORKERS’ COMPENSATIONTENNESSEE WORKERS’ COMPENSATION INSURANCE POSTING NOTICE

The law requires this notice to be posted at the employer’s place of business so all employees have access to it.

WHICH EMPLOYERS ARE COVERED BY THE TENNESSEE WORKERS’ COMPENSATION ACT?All employers with five (5) or more full or part-time employees, except as indicated below.All employers engaged in the mining and production of coal with one (1) or more employees.All workers in the construction industry unless they are specifically exempted.

WHAT SHOULD AN EMPLOYEE DO IF INJURED AT WORK?1. Report the injury to the employer immediately; AND,2. Select a treating physician from a panel provided by the employer on the form described below.

To report an injury contact:

____________________________________________________________________________________________________Name of employer representative to notify in event of a work related injury

____________________________________________________________________________________________________Telephone number of employer representative to notify in event of a work related injury

____________________________________________________________________________________________________Address of employer representative to notify in event of a work related injury

3. If you have questions or problems, contact the Bureau as indicated below.

WHAT SHOULD AN EMPLOYER DO WHEN AN INJURY IS REPORTED?1. Immediately complete a First Report of Work Injury form and send it to the workers’ compensation insurance company or the

third party administrator; AND,2. Offer the employee a panel of physicians. The physicians must be provided on the official state form, which is the “AGREEMENT

BETWEEN EMPLOYER/EMPLOYEE CHOICE OF PHYSICIAN —Form C-42.” Additional instructions are available on the form. The form is available at: http://www.tn.gov/assets/entities/labor/attachments/c42.pdf

The Tennessee Bureau of Workers’ Compensation has staff available to help both employees and employers.

For more information contact:

TENNESSEE BUREAU OF WORKERS’ COMPENSATION220 FRENCH LANDING DRIVE, 1-B

NASHVILLE, TENNESSEE 37243-1002615-532-4812 OR TOLL FREE 800-332-2667

800-332-2257 (TDD)http://www.tn.gov/workforce/section/injuries-at-work

LB-0922(REV.7/15) RDA10183Authorization No. 337545



PAYDAY NOTICETENNESSEE DEPARTMENT OF LABOR AND WORKFORCE DEVELOPMENT

WAGE REGULATION ACTItisunlawfulforanyemployertoemploy,permitorsuffertoworkanypersonwithoutfirstinformingtheemployeeoftheamountofwagestobepaid(T.C.A.§50-2-101).Allwagesorcompensationofemployeesinprivateemploymentsshallbedueandpayableatleastsemi-monthly.Noticeofregularpaydaysshallbepostedbyeachemployerinatleasttwoconspicuousplaces.

REGULARPAYDAYPOSTEDASFOLLOWS: (T.C.A.§50-2-103).

Eachemployeemusthavea30-minuteunpaidrestbreakormealperiodifscheduledtowork6hoursconsecutively,exceptinworkplaceenvironmentsthatbythenatureofbusinessprovideforampleopportunitytorestortakeanappropriatebreak.Suchbreakshallnotbescheduledduringorbeforethefirsthourofscheduledworkactivity(T.C.A.§50-2-103).Noemployershalldiscriminatebetweenemployeesinthesameestablishmentonthebasisofsexbypayinganyemployeesalaryorwagerateslessthanhepaystoanyemployeeofoppositesexforcomparableskill,effort,andresponsibility,andwhichareperformedundersimilarworkingconditions(T.C.A§50-2-202).



CHILD LABOR LAWS

CHILD LABOR ACTMINORS 14 AND 15 YEARS OF AGE MAY NOT BE EMPLOYED (T.C.A. §50-5-104):

1. During school hours; 2. Between7:00pmand7:00am;3. Morethan3hoursadayonaschoolday;4. Morethan18hoursaweekduringschoolweeks;5. Morethan8hoursadayonnon-schooldays;6. Morethan40hoursaweekduringnon-schoolweeks.

MINORS 16 AND 17 YEARS OF AGE MAY NOT BE EMPLOYED (T.C.A. §50-5-105):1. Duringthosehourswhentheminorisrequiredtoattendclasses;2. Betweenthehoursof10:00pmand6:00am,SundaythroughThursdayeveningsprecedingaschoolday,exceptwithparentalorguardianconsent.Then,the

minormayworkuntilmidnightnomorethan3oftheSundaythroughThursdaynights.

BREAK OR MEAL PERIOD (T.C.A §50-5-115)Aminormusthavea30-minuteunpaidbreakormealperiodifscheduledtowork6hoursconsecutively.Suchbreakshallnotbescheduledduringorbeforethefirsthourofscheduledworkactivity.

OCCUPATIONS PROHIBITED FOR MINORS UNDER THE AGE OF 18 (T.C.A. §50-5-106)

1. In or about plants or establishments manufacturing or storing explosivesorarticlescontainingexplosivecomponents;

2. Motorvehicledrivingoccupations;3. Coal mine occupations; 4. Loggingandsawmilloperations;5. Operationofpower-drivenwoodworkingmachines;6. Exposuretoradioactivesubstancesandionizingradiation;7. Operationofelevatorandotherpower-drivenhoistingapparatus;8. Operationofpower-drivenmetalformingpunchingandshearing

machines; 9. Miningelementsotherthancoal;10. Slaughtering,meatpacking,processingorrendering;11. Operationofpower-drivenbakerymachines;12. Operationofpower-drivenpaperproductmachines;13. Manufactureofbrick,tileandkindredproducts;14. Operationofcircularsaws,bandsawsandguillotineshears;

15. Wrecking,demolitionandship-breakingoperations;16. Roofingoperations;17. Excavationoperations;18. In any place of employment where the average monthly gross receipts

fromthesaleofintoxicatingbeveragesexceedtwenty-fivepercent(25%)ofthetotalgrossreceiptsoftheplaceofemployment,orinanyplaceofemploymentwhereaminorwillbepermittedtotakeordersfororserveintoxicatingbeveragesregardlessoftheamountofintoxicatingbeveragessoldintheplaceofemployment;

19. Anyoccupationwhichthecommissionershallbyregulationdeclaretobehazardousorinjurioustothelife,health,safetyandwelfareofminors;

20. Posingormodelingaloneorwithotherswhileengagedinsexualconductforthepurposeofpreparingafilm,photograph,negative,slideormotionpicture;

21. Occupationsinvolvedinyouthpeddling.

DUTIES OF EMPLOYERS (T.C.A. §50-5-111)Employersofminorsshall:1. PostinaconspicuousplaceonthebusinesspremisesaprintednoticeoftheprovisionsoftheChildLaborActfurnishedbythedepartment:2. Maintainaseparatefilerecordforeachminoremployedwhichshallbekeptattheminor’splaceofemploymentandshallinclude:

a. Employment application;b. Copyofminor’sbirthcertificate,driver’slicense,stateissuedIDorpassport,asevidenceofagebystatute;c. AccuratedailytimerecordforallminorssubjecttotheprovisionsofthisAct;d. AnyrecordsqualifyingaminorforexemptionunderT.C.A.§50-5-107(8)-(13);

3. Allowthedepartmenttoinspectallpremiseswhereminorsareorcouldbeemployedandthecontentsoftheindividualfilerecords;and4. Furnishthedepartmentwithrecordsrelativetotheemploymentofminors;5. Ifaminoris16or17yearsofageandishomeschooled,thefilemustincludedocumentationfromtheDirectoroftheLEA,thehomeschoolorchurch

relatedschool,whichconfirmstheminor’senrollmentandauthorizationtowork.

ForinformationonstatelawscontacttheTennesseeDepartmentofLaborandWorkforceDevelopmentLaborStandardsUnit(615)532-1357-TollFree(844)224-5818-www.tn.gov/workforce

The TN Department of Labor and Workforce Development is committed to principles of equal opportunity, equal access, and affirmative action. Auxiliary aids and services are available upon request to individuals with disabilities. Callers with hearing impairments may use TTY 615-532-2879, TTY 1-800-848-0298, TDD 1-800-848-0299 or TTY/TDD 711.




UNEMPLOYMENT COMPENSATION

Your employer provides insurance to help protect you when you become unemployed through no fault of your own. Tennessee employers pay the full cost of unemployment insurance for their employees. Nothing is deducted from your pay to cover the cost of this insurance nor does any money come from State of Tennessee funds.

To be eligible for benefits you must •Beseparatedfromemploymentthroughnofaultofyourown, •Havequalifyingwagesinthebaseperiod, •Beableandavailableforwork, •SearchforworkbymakingaminimumofthreetangiblejobcontactseachweekanddocumenteachworksearchonaTUCWorkSearch

Log. You may log in to www.Jobs4tn.gov to search for work online. •KeeparecordofyourweeklyworksearchesonyourTUCWorkSearchLogandkeepasnapshotorcopyofyour“SentItems”inyouremail

account; a copy of the confirmation page from an application sent electronically; a confirmation from an employer on company letterhead showing that the application or resume was received.

Failure to make three weekly work searches will result in a loss of benefits unless you are job attached, a member of a hiring union, or attending training approved by the Commissioner.

If you become unemployed you may file for benefits through the Department of Labor and Workforce Development’s Claims Operations.

Unemployment insuranceclaimsmaybe filedby telephone (877-813-0950)oronlineathttps://www.tn.gov/workforce/topic/unemployment-online-application.

Before beginning the claim filing process, you should have your •SocialSecurityNumber •TelephoneNumber •Address •Nameofcountyofresidence •Employmentdataforthelast18monthsincludingemployernameandaddress,and •Bankroutingnumberandbankaccountnumberifyouelecttoreceivebenefitsbydirectdeposit;otherwise,youwillreceivebenefitson

the Tennessee Automated Payment VISA Card provide by Chase Bank.

You must keep your address current with the Department of Labor and Workforce Development.

Go to https://ui.tn.gov/ to apply for unemployment benefits, to file a wage protest, to file an appeal of an agency decision, to view/update information, and to view and update your choice of type of unemployment benefit payment.

www.Jobs4tn.govYou may log in to www.Jobs4tn.gov to register and search for work by using services offered by our Tennessee American Job Centers. The Tennessee Department of Labor and Workforce Development has staff available to help you find a job or pursue training opportunities.

You may go to the Department’s website at http://www.tn.gov/workforce/topic/find-local-help to find the location of the most convenient Tennessee American Job Center.

Partial UnemploymentIf you are still employed, but working less than full-time because your employer schedules you for fewer hours of work in a week, you may be eligible for partial unemployment benefits. Ask your employer to file a claim for you. If your employer cannot file a claim for you, contact Labor and Workforce Development Claims Operations at 877-813-0950.

Please post in a conspicuous place.The TN Department of Labor and Workforce Development is committed to principles of equal opportunity, equal access, and affirmative action.

Auxiliary aids and services are available upon request to individuals with disabilities. Tennessee Relay Service is 711.


UNEMPLOYMENT INSURANCE FOR EMPLOYEES



NO SMOKING NOTICE

NO SMOKINGINDIVIDUAL VIOLATION: $50 FINE

BUSINESS VIOLATION: $100 - $500 FINE



For additional information:

1-866-4-USWAGE(1-866-487-9243)TTY:1-877-889-5627

WWW.WAGEHOUR.DOL.GOVU.S.DepartmentofLabor|WageandHourDivision

WHDPublication1088(RevisedJuly2009)

FEDERAL MINIMUM WAGE

FEDERAL MINIMUM WAGE $7.25 PER HOUR BEGINNING JULY 24, 2009

EMPLOYEE RIGHTS UNDER THE FAIR LABOR STANDARDS ACTTHEUNITEDSTATESDEPARTMENTOFLABORWAGEANDHOURDIVISION

OVERTIME PAYAtleast1½timesyourregularrateofpayforallhoursworkedover40inaworkweek.

CHILD LABORAnemployeemustbeatleast16yearsoldtoworkinmostnon-farmjobsandatleast18toworkinnon-farmjobsdeclaredhazardousbytheSecretaryofLabor.Youths14and15yearsoldmayworkoutsideschoolhoursinvarious non-manufacturing,non-mining,non-hazardousjobsunderthefollowingconditions:

No more than

•3hoursonaschooldayor18 hours in a school week; •8hoursonanon-schooldayor40hoursinanon-schoolweek.Also,workmaynotbeginbefore7 a.m.orendafter7 p.m.,exceptfromJune1throughLaborDay,wheneveninghoursareextendedto9 p.m.Differentrulesapplyinagriculturalemployment.

TIP CREDITEmployersof“tippedemployees”mustpayacashwageofatleast$2.13perhouriftheyclaimatipcreditagainsttheirminimumwageobligation.Ifanemployee’stipscombinedwiththeemployer’scashwageofatleast$2.13perhourdonotequaltheminimumhourlywage,theemployermustmakeupthedifference.Certainotherconditionsmustalsobemet.

ENFORCEMENTTheDepartmentofLabormayrecoverbackwageseitheradministrativelyorthroughcourtaction,fortheemployeesthathavebeenunderpaidinviolationofthelaw.Violationsmayresultincivilorcriminalaction.Employersmaybeassessedcivilmoneypenaltiesofupto$1,100foreachwillfulorrepeatedviolationoftheminimumwageorovertimepayprovisionsofthelawandupto$11,000foreachemployeewhoisthesubjectofaviolationoftheAct’schildlaborprovisions.Inaddition,acivilmoneypenaltyofupto$50,000maybeassessedforeachchildlaborviolationthatcausesthedeathorseriousinjuryofanyminoremployee,andsuchassessmentsmaybedoubled,upto$100,000,whentheviolationsaredeterminedtobewillfulorrepeated.ThelawalsoprohibitsdiscriminatingagainstordischargingworkerswhofileacomplaintorparticipateinanyproceedingundertheAct.

ADDITIONAL INFORMATION •Certainoccupationsandestablishmentsareexemptfromtheminimumwageand/orovertimepayprovisions.•SpecialprovisionsapplytoworkersinAmericanSamoaandtheCommonwealthoftheNorthernMarianaIslands.•Somestatelawsprovidegreateremployeeprotections;employersmustcomplywithboth.•Thelawrequiresemployerstodisplaythisposterwhereemployeescanreadilyseeit.•Employeesunder20yearsofagemaybepaid$4.25perhourduringtheirfirst90consecutivecalendardaysofemploymentwithanemployer.

•Certainfull-timestudents,studentlearners,apprentices,andworkerswithdisabilitiesmaybepaidlessthantheminimumwageunderspecialcertificatesissuedbytheDepartmentofLabor.



EEOC - EQUAL EMPLOYMENT OPPORTUNITY IS THE LAW

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGINTitleVIIoftheCivilRightsActof1964,asamended,protectsapplicantsandemployeesfromdiscriminationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment,onthebasisofrace,color,religion,sex(includingpregnancy),ornationalorigin.Religiousdiscriminationincludesfailingtoreasonablyaccommodateanemployee’sreligiouspracticeswheretheaccommodationdoesnotimposeunduehardship.DISABILITYTitleIandTitleVoftheAmericanswithDisabilitiesActof1990,asamended,protectqualifiedindividualsfromdiscriminationonthebasisofdisabilityinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.Disabilitydiscriminationincludesnotmakingreasonableaccommodationtotheknownphysicalormentallimitationsofanotherwisequalifiedindividualwithadisabilitywhoisanapplicantoremployee,barringunduehardship.AGETheAgeDiscriminationinEmploymentActof1967,asamended,protectsapplicantsandemployees40yearsofageorolderfromdiscriminationbasedonageinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.SEX (WAGES)InadditiontosexdiscriminationprohibitedbyTitleVIIoftheCivilRightsAct,asamended,theEqualPayActof1963,asamended,prohibitssexdiscriminationinthepaymentofwagestowomenandmenperformingsubstantiallyequalwork,injobsthatrequireequalskill,effort,andresponsibility,undersimilarworkingconditions,inthesameestablishment.

GENETICSTitleIIoftheGeneticInformationNondiscriminationActof2008protectsapplicantsandemployeesfromdiscriminationbasedongeneticinformationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.GINAalsorestrictsemployers’acquisitionofgeneticinformationandstrictlylimitsdisclosureofgeneticinformation.Geneticinformationincludesinformationaboutgenetictestsofapplicants,employees,ortheirfamilymembers;themanifestationofdiseasesordisordersinfamilymembers(familymedicalhistory);andrequestsfororreceiptofgeneticservicesbyapplicants,employees,ortheirfamilymembers.RETALIATIONAlloftheseFederallawsprohibitcoveredentitiesfromretaliatingagainstapersonwhofilesachargeofdiscrimination,participatesinadiscriminationproceeding,orotherwiseopposesanunlawfulemploymentpractice.WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURREDTherearestricttimelimitsforfilingchargesofemploymentdiscrimination.TopreservetheabilityofEEOCtoactonyourbehalfandtoprotectyourrighttofileaprivatelawsuit,shouldyouultimatelyneedto,youshouldcontactEEOCpromptlywhendiscriminationissuspected:TheU.S.EqualEmploymentOpportunityCommission(EEOC),1-800-669-4000 (toll-free)or1-800-669-6820(toll-freeTTYnumberforindividualswithhearingimpairments).EEOCfieldofficeinformationisavailableatwww.eeoc.govorinmosttelephonedirectoriesintheU.S.GovernmentorFederalGovernmentsection.AdditionalinformationaboutEEOC,includinginformationaboutchargefiling,isavailableatwww.eeoc.gov.

RACE, COLOR, NATIONAL ORIGIN, SEXInadditiontotheprotectionsofTitleVIIoftheCivilRightsActof1964,asamended,TitleVIoftheCivilRightsActof1964,asamended,prohibitsdiscriminationonthebasisofrace,colorornationalorigininprogramsoractivitiesreceivingFederalfinancialassistance.EmploymentdiscriminationiscoveredbyTitleVIiftheprimaryobjectiveofthefinancialassistanceisprovisionofemployment,orwhereemploymentdiscriminationcausesormaycausediscriminationinprovidingservicesundersuchprograms.TitleIXoftheEducationAmendmentsof1972prohibitsemploymentdiscriminationonthebasisofsexineducationalprogramsoractivitieswhichreceiveFederalfinancialassistance.

INDIVIDUALS WITH DISABILITIESSection504oftheRehabilitationActof1973,asamended,prohibitsemploymentdiscriminationonthebasisofdisabilityinanyprogramoractivitywhichreceivesFederalfinancialassistance.Discriminationisprohibitedinallaspectsofemploymentagainstpersonswithdisabilitieswho,withorwithoutreasonableaccommodation,canperformtheessentialfunctionsofthejob.IfyoubelieveyouhavebeendiscriminatedagainstinaprogramofanyinstitutionwhichreceivesFederalfinancialassistance,youshouldimmediatelycontacttheFederalagencyprovidingsuchassistance.

EEOC9/02andOFCCP8/08VersionsUseableWith11/09SupplementMandatorySupplementtoEEOCP/E-1(Revised11/09)“EEOistheLaw”Poster

RACE, COLOR, RELIGION, SEX, SEXUAL ORIENTATION, GENDER IDENTITY, NATIONAL ORIGIN ExecutiveOrder11246,asamended,prohibitsemploymentdiscriminationbasedonrace,color,religion,sex,sexualorientation,genderidentity,ornationalorigin,andrequiresaffirmativeactiontoensureequalityofopportunityinallaspects ofemployment.

PAY SECRECY ExecutiveOrder11246,asamended,protectsapplicantsandemployeesfromdiscriminationbasedoninquiringabout,disclosing, ordiscussingtheircompensationorthecompensationofotherapplicants oremployees.

INDIVIDUALS WITH DISABILITIES Section503oftheRehabilitationActof1973,asamended,protectsqualifiedindividualswithdisabilitiesfromdiscriminationinhiring,promotion,discharge,pay,fringebenefits,jobtraining,classification,referral,andotheraspectsofemployment.Disabilitydiscriminationincludesnotmakingreasonableaccommodationtotheknownphysicalormentallimitationsofanotherwisequalifiedindividualwithadisabilitywhoisanapplicantoremployee,barringunduehardshiptotheemployer.Section503alsorequiresthatFederalcontractorstakeaffirmative

actiontoemployandadvanceinemploymentqualifiedindividualswithdisabilitiesatalllevelsofemployment,includingtheexecutivelevel.

PROTECTED VETERANS TheVietnamEraVeterans’ReadjustmentAssistanceActof1974,asamended,38U.S.C.4212,prohibitsemploymentdiscriminationagainst,andrequiresaffirmativeactiontorecruit,employ,andadvanceinemployment,disabledveterans,recentlyseparatedveterans(i.e.,withinthreeyearsofdischargeorreleasefromactiveduty),activedutywartimeorcampaignbadgeveterans,orArmedForcesservicemedalveterans.

RETALIATION Retaliationisprohibitedagainstapersonwhofilesacomplaintofdiscrimination,participatesinanOFCCPproceeding,orotherwiseopposesdiscriminationundertheseFederallaws.Anypersonwhobelievesacontractorhasviolateditsnondiscriminationoraffirmativeactionobligationsundertheauthoritiesaboveshouldcontactimmediately:TheOfficeofFederalContractCompliancePrograms(OFCCP),U.S.DepartmentofLabor,200ConstitutionAvenue,N.W.,Washington,D.C.20210,1-800-397-6251(toll-free)or(202)693-1337(TTY)[email protected],orbycallinganOFCCPregionalordistrictoffice,listedinmosttelephonedirectoriesunderU.S.Government,DepartmentofLabor.

EMPLOYERS HOLDING FEDERAL CONTRACTS OR SUBCONTRACTSApplicantstoandemployeesofcompanieswithaFederalgovernmentcontractorsubcontractareprotectedunder

Federallawfromdiscriminationonthefollowingbases:

IfyoubelievethatyouhaveexperienceddiscriminationcontactOFCCP:1-800-397-6251|TTY1-877-889-5627|www.dol.gov.

PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE

PRIVATE EMPLOYERS, STATE AND LOCAL GOVERNMENTS, EDUCATIONAL INSTITUTIONS, EMPLOYMENT AGENCIES AND LABOR ORGANIZATIONS

Applicantstoandemployeesofmostprivateemployers,stateandlocalgovernments,educationalinstitutions,employmentagencies andlabororganizationsareprotectedunderFederallawfromdiscriminationonthefollowingbases:




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WHDPublication1420•RevisedFebruary2013

Basic Leave EntitlementFMLArequirescoveredemployerstoprovideupto12weeksofunpaid,job-protectedleavetoeligibleemployeesforthefollowingreasons:•forincapacityduetopregnancy,prenatalmedicalcareorchildbirth;•tocarefortheemployee’schildafterbirth,orplacementforadoptionor

foster care; •tocarefortheemployee’sspouse,son,daughterorparent,whohasaserioushealthcondition;or

•foraserioushealthconditionthatmakestheemployeeunabletoperformtheemployee’sjob.Military Family Leave Entitlements Eligible employees whose spouse,son,daughterorparentisoncoveredactivedutyorcalltocoveredactivedutystatusmayusetheir12-weekleaveentitlementtoaddresscertainqualifyingexigencies.Qualifyingexigenciesmayincludeattendingcertainmilitaryevents,arrangingforalternativechildcare,addressingcertainfinancialandlegalarrangements,attendingcertaincounselingsessions,andattendingpost-deploymentreintegrationbriefings.FMLAalsoincludesaspecialleaveentitlementthatpermitseligibleemployeestotakeupto26weeksofleavetocareforacoveredservicememberduringasingle12-monthperiod.Acoveredservicememberis:(1)acurrentmemberoftheArmedForces,includingamemberoftheNationalGuardorReserves,whoisundergoingmedicaltreatment,recuperationortherapy,isotherwiseinoutpatientstatus,orisotherwiseonthetemporarydisabilityretiredlist,foraseriousinjuryorillness*;or(2)aveteranwhowasdischargedorreleasedunderconditionsotherthandishonorableatanytimeduringthefive-yearperiodpriortothefirstdatetheeligibleemployeetakesFMLAleavetocareforthecoveredveteran,andwhoisundergoingmedicaltreatment,recuperation,ortherapyforaseriousinjuryorillness.** The FMLA definitions of “serious injury or illness” for current service members and veterans are distinct from the FMLA definition of “serious health condition.”

Benefits and ProtectionsDuringFMLAleave,theemployermustmaintaintheemployee’shealthcoverageunderany“grouphealthplan”onthesametermsasiftheemployeehadcontinuedtowork.UponreturnfromFMLAleave,mostemployeesmustberestoredtotheiroriginalorequivalentpositionswithequivalentpay,benefits,andotheremploymentterms.UseofFMLAleavecannotresultinthelossofanyemploymentbenefitthataccruedpriortothestartofanemployee’sleave.Eligibility Requirements Employeesareeligibleiftheyhaveworkedforacoveredemployerforatleast12months,have1,250hoursofserviceintheprevious12months*,andifatleast50employeesareemployedbytheemployerwithin75miles.* Special hours of service eligibility requirements apply to airline flight crew employees.

Definition of Serious Health ConditionAserioushealthconditionisanillness,injury,impairment,orphysicalormentalconditionthatinvolveseitheranovernightstayinamedicalcarefacility,orcontinuingtreatmentbyahealthcareproviderforaconditionthateitherpreventstheemployeefromperformingthefunctionsoftheemployee’sjob,orpreventsthequalifiedfamilymemberfromparticipatinginschoolorotherdailyactivities.Subjecttocertainconditions,thecontinuingtreatmentrequirementmaybemetbyaperiodofincapacityofmore

than3consecutivecalendardayscombinedwithatleasttwovisitstoahealthcareprovideroronevisitandaregimenofcontinuingtreatment,orincapacityduetopregnancy,orincapacityduetoachroniccondition.Otherconditionsmaymeetthedefinitionofcontinuingtreatment.Use of LeaveAnemployeedoesnotneedtousethisleaveentitlementinoneblock.Leavecanbetakenintermittentlyoronareducedleaveschedulewhenmedicallynecessary.Employeesmustmakereasonableeffortstoscheduleleaveforplannedmedicaltreatmentsoasnottoundulydisrupttheemployer’soperations.Leaveduetoqualifyingexigenciesmayalsobetakenonanintermittentbasis.Substitution of Paid Leave for Unpaid Leave Employees may chooseoremployersmayrequireuseofaccruedpaidleavewhiletakingFMLAleave.InordertousepaidleaveforFMLAleave,employeesmustcomplywiththeemployer’snormalpaidleavepolicies.Employee ResponsibilitiesEmployeesmustprovide30daysadvancenoticeoftheneedtotakeFMLAleavewhentheneedisforeseeable.When30daysnoticeisnotpossible,theemployeemustprovidenoticeassoonaspracticableandgenerallymustcomplywithanemployer’snormalcall-inprocedures.EmployeesmustprovidesufficientinformationfortheemployertodetermineiftheleavemayqualifyforFMLAprotectionandtheanticipatedtiminganddurationoftheleave.Sufficientinformationmayincludethattheemployeeisunabletoperformjobfunctions,thefamilymemberisunabletoperformdailyactivities,theneedforhospitalizationorcontinuingtreatmentbyahealthcareprovider,orcircumstancessupportingtheneedformilitaryfamilyleave.EmployeesalsomustinformtheemployeriftherequestedleaveisforareasonforwhichFMLAleavewaspreviouslytakenorcertified.Employeesalsomayberequiredtoprovideacertificationandperiodicrecertificationsupportingtheneedforleave.Employer Responsibilities CoveredemployersmustinformemployeesrequestingleavewhethertheyareeligibleunderFMLA.Iftheyare,thenoticemustspecifyanyadditionalinformationrequiredaswellastheemployees’rightsandresponsibilities.Iftheyarenoteligible,theemployermustprovideareasonfortheineligibility.CoveredemployersmustinformemployeesifleavewillbedesignatedasFMLA-protectedandtheamountofleavecountedagainsttheemployee’sleaveentitlement.IftheemployerdeterminesthattheleaveisnotFMLA-protected,theemployermustnotifytheemployee.Unlawful Acts by EmployersFMLAmakesitunlawfulforanyemployerto:•interferewith,restrain,ordenytheexerciseofanyrightprovidedunderFMLA;and

•dischargeordiscriminateagainstanypersonforopposinganypracticemadeunlawfulbyFMLAorforinvolvementinanyproceedingunderorrelatingtoFMLA.

Enforcement AnemployeemayfileacomplaintwiththeU.S.DepartmentofLaborormaybringaprivatelawsuitagainstanemployer.FMLAdoesnotaffectanyFederalorStatelawprohibitingdiscrimination,orsupersedeanyStateorlocallaworcollectivebargainingagreementwhichprovidesgreaterfamilyormedicalleaverightsFMLA section 109 (29 U.S.C. § 2619) requires FMLA covered employers to post the text of this notice. Regulation 29 C.F.R. § 825.300(a) may require additional disclosures.

FMLA - FAMILY AND MEDICAL LEAVE ACT

EMPLOYEE RIGHTS AND RESPONSIBILITIES UNDER THE FAMILY AND MEDICAL LEAVE ACT



Employer Support Of The Guard And Reserve1-800-336-4590

U.S.DepartmentofLabor1-866-487-2365 U.S.Department of Justice Office of Special Counsel

UN

ITED STATES OF AM

ERIC

A

OFF

ICE O

F SPECIAL COUNSEL

USERRA - UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT

YOUR RIGHTS UNDER USERRA, THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACTUSERRAprotectsthejobrightsofindividualswhovoluntarilyorinvoluntarilyleaveemploymentpositionstoundertakemilitaryserviceorcertaintypesofserviceintheNationalDisasterMedicalSystem.USERRAalsoprohibitsemployersfromdiscriminatingagainstpastandpresentmembersoftheuniformedservices,andapplicantstotheuniformedservices.

REEMPLOYMENT RIGHTSYouhavetherighttobereemployedinyourcivilianjobifyouleavethatjobtoperformserviceintheuniformedserviceand:

•youensurethatyouremployerreceivesadvancewrittenorverbalnoticeofyourservice;•youhavefiveyearsorlessofcumulativeserviceintheuniformedserviceswhilewiththatparticularemployer;•youreturntoworkorapplyforreemploymentinatimelymannerafterconclusionofservice;and;•youhavenotbeenseparatedfromservicewithadisqualifyingdischargeorunderotherthanhonorableconditions.

Ifyouareeligibletobereemployed,youmustberestoredtothejobandbenefitsyouwouldhaveattainedifyouhadnotbeenabsentduetomilitaryserviceor,insomecases,acomparablejob.

RIGHT TO BE FREE FROM DISCRIMINATION AND RETALIATION Ifyou:

•areapastorpresentmemberoftheuniformedservice;•haveappliedformembershipintheuniformedservice;or•areobligatedtoserveintheuniformedservice;

thenanemployermaynotdenyyou

•initialemployment;•reemployment;•retentioninemployment;•promotion;or•anybenefitofemployment

becauseofthisstatus.

Inaddition,anemployermaynotretaliateagainstanyoneassistingintheenforcementofUSERRArights,includingtestifyingormakingastatementinconnectionwithaproceedingunderUSERRA,evenifthatpersonhasnoserviceconnection.

HEALTH INSURANCE PROTECTION •Ifyouleaveyourjobtoperformmilitaryservice,youhavetherighttoelecttocontinueyourexistingemployer-basedhealthplancoverageforyouandyourdependentsforupto24monthswhileinthemilitary.

•Evenifyoudon’telecttocontinuecoverageduringyourmilitaryservice,youhavetherighttobereinstatedinyouremployer’shealthplanwhenyouarereemployed,generallywithoutanywaitingperiodsorexclusions(e.g.,pre-existingconditionexclusions)exceptforservice-connectedillnesses orinjuries.

ENFORCEMENT •TheU.S.DepartmentofLabor,VeteransEmploymentandTrainingService(VETS)isauthorizedtoinvestigateandresolvecomplaintsofUSERRAviolations.•Forassistanceinfilingacomplaint,orforanyotherinformationonUSERRA,contactVETSat1-866-4-USA-DOLorvisititswebsiteat:

http://www.dol.gov/ vets.AninteractiveonlineUSERRAAdvisorcanbeviewedat:http://www.dol.gov/elaws/userra.htm. •IfyoufileacomplaintwithVETSandVETSisunabletoresolveit,youmayrequestthatyourcasebereferredtotheDepartmentofJusticeortheOfficeofSpecialCounsel,asapplicable,forrepresentation.

•YoumayalsobypasstheVETSprocessandbringacivilactionagainstanemployerforviolationsofUSERRA.

Therightslistedheremayvarydependingonthecircumstances.ThisnoticewaspreparedbyVETS,andmaybeviewedontheinternetatthisaddress: http://www.dol.gov/vets/programs/userra/poster.htm. FederallawrequiresemployerstonotifyemployeesoftheirrightsunderUSERRA,andemployersmaymeetthisrequirementbydisplayingthetextofthisnoticewheretheycustomarilyplacenoticesforemployees.

PublicationDate-October2008



OSHA - THE OCCUPATIONAL SAFETY AND HEALTH ACT

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All workers have the right to:

A safe workplace.

Raise a safety or health concern with your employer or OSHA, or report a work-related injury or illness, without being retaliated against.

Receive information and training on job hazards, including all hazardous substances in your workplace.

Request an OSHA inspection of your workplace if you believe there are unsafe or unhealthy conditions. OSHA will keep your name confidential. You have the right to have a representative contact OSHA on your behalf.

Participate (or have your representative participate) in an OSHA inspection and speak in private to the inspector.

Employers must:

Provide employees a workplace free from recognized hazards. It is illegal to retaliate against an employee for using any of their rights under the law, including raising a health and safety concern with you or with OSHA, or reporting a work-related injury or illness.

Comply with all applicable OSHA standards.

Report to OSHA all work-related fatalities within 8 hours, and all inpatient hospitalizations, amputations and losses of an eye within 24 hours.

Provide required training to all workers in a language and vocabulary they can understand.

U.S. Department of Labor



OSHA - THE OCCUPATIONAL SAFETY AND HEALTH ACT

U.S. Department of Labor

File a complaint with OSHA within 30 days (by phone, online or by mail) if you have been retaliated against for using your rights.

See any OSHA citations issued to your employer.

Request copies of your medical records, tests that measure hazards in the workplace, and the workplace injury and illness log.

Prominently display this poster in the workplace.

Post OSHA citations at or near the place of the alleged violations.

FREE ASSISTANCE to identify and correct hazards is available to small and medium- sized employers, without citation or penalty, through OSHA-supported consultation programs in every state.

This poster is available free from OSHA.

1-800-321-OSHA (6742) TTY 1-877-889-5627 www.osha.gov

Contact OSHA. We can help.

OSHA

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The Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.

PROHIBITIONS Employersaregenerallyprohibitedfromrequiringorrequestinganyemployeeorjobapplicanttotakealiedetectortest,andfromdischarging,disciplining,ordiscriminatingagainstanemployeeorprospectiveemployeeforrefusingtotakeatestorforexercisingotherrightsundertheAct.

EXEMPTIONS Federal,Stateandlocalgovernmentsarenotaffectedbythelaw.Also,thelawdoesnotapplytotestsgivenbytheFederalGovernmenttocertainprivateindividualsengagedinnationalsecurity-relatedactivities.TheActpermitspolygraph(akindofliedetector)teststobeadministeredintheprivatesector,subjecttorestrictions,tocertainprospectiveemployeesofsecurityservicefirms(armoredcar,alarm,andguard),andpharmaceuticalmanufacturers,distributorsanddispensers.TheActalsopermitspolygraphtesting,subjecttorestrictions,ofcertainemployeesofprivatefirmswhoarereasonablysuspectedofinvolvementinaworkplaceincident(theft,embezzlement,etc.)thatresultedineconomiclosstotheemployer.ThelawdoesnotpreemptanyprovisionofanyStateorlocallaworanycollectivebargainingagreementwhichismorerestrictivewithrespecttoliedetectortests.

EXAMINEE RIGHTSWherepolygraphtestsarepermitted,theyaresubjecttonumerousstrictstandardsconcerningtheconductandlengthofthetest.Examineeshaveanumberofspecificrights,includingtherighttoawrittennoticebeforetesting,therighttorefuseordiscontinueatest,andtherightnottohavetestresultsdisclosedtounauthorizedpersons.

ENFORCEMENTTheSecretaryofLabormaybringcourtactionstorestrainviolationsandassesscivilpenaltiesupto$10,000againstviolators.Employeesorjobapplicantsmayalsobringtheirowncourtactions.

THE LAW REQUIRES EMPLOYERS TO DISPLAY THIS POSTER WHERE EMPLOYEES AND JOB APPLICANTS CAN READILY SEE IT.

EMPLOYEE POLYGRAPH PROTECTION ACT

EMPLOYEE RIGHTSEMPLOYEE POLYGRAPH PROTECTION ACT

THEUNITEDSTATESDEPARTMENTOFLABORWAGEANDHOURDIVISION

ScanyourQRphonereadertolearnmoreabouttheEmployeePolygraphProtectionAct.

WHD1462Rev.Jan2012

Scan your QR phone reader to learn more about the Employee Polygraph Protection Act.


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Documents

TENNESSEE LABOR LAWS - Gardner Trucking, Inc.gardnertrucking.com/wordpress/wp-content/uploads/...regular payday posted as follows: (t.c.a. §50-2-103). Each employee must have a 30-minute