• Tennessee law provides legal recourse for victims of wrongful termination.Tennessee state contour against blurred USA flag image by Stasys Eidiejus from Fotolia.com
  
  Tennessee employment law regulates all issues between employers and their employees, including wrongful termination. If you are an employee, you may find it helpful to understand some of the provisions contained in Tennessee wrongful termination law. This understanding can help you identify what constitutes wrongful termination. Tennessee law provides legal recourse for victims of wrongful termination.
  
  

State Military Leave

• If you work in Tennessee and you are a member of the armed forces, the law states that your employer may not terminate your employment because of your affiliation with a branch of the military. Similarly, your employer may not terminate your employment based on work absences related to military drills and/or training. If you have a military commitment, make sure you inform your employer well in advance.
  
  

Jury Duty

• Under Tennessee law, employers may not terminate employees based on jury duty. If an employer violates this requirement, the employer may be subject to severe penalties, including restitution to the wrongfully terminated employee.
  
  This requirement is not applicable to all employers. If you work in Tennessee, your employer must have five or more employees before you can receive protection under this requirement.
  
  Similarly, this requirement is not applicable to employees with less than six months of experience.
  
  If you are a night shift worker, you may not work the night before the commencement of your jury duty.
  
  If you are invited to participate in jury duty, the law states that you must notify your employer no later than one day after you receive your jury summon.
  
  

Voting

• If you are a Tennessee employee and you would like to vote, the law states that you must notify your employer no later than noon on the day before the elections. Employers are prohibited from terminating your employment because you exercised your voting right.
  
  Depending on your employer, you may be eligible for Paid Time Off (PTO). Your employer must provide you with a "reasonable time off" of up to three hours to exercise your voting right.
  
  

Garnishment

• Tennessee law restricts the amount of fees that your employer may charge if your wages are garnished. The law states that your employer may not charge more than 5 percent, or $5 per month, of the amount withheld. This requirement applies only to garnishments involving spousal and/or child support.
  
  In addition, your employer may not terminate your employment because of wage garnishment.
  
  

State Family & Medical Leave

• If you have been with your Tennessee employer for 12 months consecutively, the law states that you may be eligible for State Family and Medical Leave. Under this requirement, your employer may provide you with a leave of up to four months for specific conditions, such as maternity/pregnancy and childbirth, including nursing.
  
  To take advantage of this requirement, you must notify your employer at least three months in advance. The only exception to this requirement is if you have a medical emergency. In addition, the law requires employers to state this information in their employee handbooks.
  
  

Whistleblower Protection

• Tennessee law prohibits employers from retaliating, discriminating against, or terminating you for reporting illegal activity in the workplace. Employers who violate this requirement may face severe penalties.
  
  

Plant Closing

• If your employer has 50 or more full-time in-state employees, the law states that your employer must notify you if it plans to lay off 50 or more workers within any 90-day period. In addition to notifying you, your employer must also notify the Commissioner of Labor and Workforce Development.
  
  This requirement is not applicable for seasonal fluctuations, or if your workplace is a construction site.
  
  

Discrimination

• It is illegal for Tennessee employers to terminate your employment because of race, gender, national origin, religion, pregnancy, age, disability, or gender.