The Complete Tennessee Labor Law Posters include all the state, federal, and OSHA mandatory posting requirements all on one. It is the most up to date and complete poster you can obtain to be in compliance with state and federal regulations. In an event of an audit or inspection, accurate labor law postings matter. Save valuable employee time and money by simply indicating your quantity and version. We conveniently offer all of our posters in English and Spanish.

Tennessee ( TN ) Labor Law Quick Facts:

Effective July 24, 2009 most Tennessee employees are entitled to the federal minimum wage of $7.25 per hour. Since there is no Tennessee minimum wage, employers with less than $500,000 in annual revenue and employees who do not engage in interstate commerce are not covered. A new state law limits employer’s liability when employees are injured during social or athletic events on the employer’s premises, such as a softball game, company picnic, or exercise program. However, the new law does make employers liable if the event is mandatory, or during work hours, or benefits the employer. Effective July 1, 2009 Tennessee employers are required to provide electronic information, including computer records, for court cases.*

Tennessee ( TN ) Labor Law Poster Updates:

• Equal Employment Opportunity Is The Law - (rev. 11/2009) – Addition of Genetic Information Nondiscrimination Act Regulation.
• IRS Withholding Notice – (rev. 08/2009) – Clarifies when the w-4 should be reviewed.
• Anti-Discrimination Notice – (rev. 08/2009) – States work-authorized employees should not be discriminated and which documents should be accepted.
• Federal Minimum Wage - (rev. 07/2009) – The federal minimum wage reflects $7.25.
• Family Medical Leave Act - (rev. 01/2009) - Final regulations published.
• USERRA - (rev. 11/2008) - Added the Office of Special Counsel to the poster and modified existing text to incorporate the new office information to the poster.
• Discrimination - (rev. 05/2009) - Updated to reflect revised Middle Tennessee address and minor content change.
• Payday Notice - (rev. 12/2008) - Changes made to content.
• Child Labor Laws - (rev. 12/2008) - Changes made to content.

	The Complete Tennessee Labor Law Posters Include all the State and Federal Notices below: Tennessee ( TN ) State Posting Requirements: Tennessee No Smoking Poster Tennessee OSHA - Health and Safety Protection Unemployment Insurance Child Labor Laws Workers' Compensation Notice Discrimination Notice Pay Day/Wage Regulation Act Federal Posting Requirements: Equal Employment Opportunity is the Law - Includes NEW GINA in effect November 21, 2009 Federal Minimum Wage 2009 USERRA - Uniformed Services Employment and Reemployment Rights Act OSHA - Job Safety & Health Protection Employee Polygraph Protection Act Family and Medical Leave Act IRS Withholding Notice - Rev. 08/2009 Anti-Discrimination Notice - Rev. 08/2009 Payday Notice

	Additional Posters for Tennessee ( TN ) Employers: Poster Title Who to Post Tennessee Payday Notice Employers in the state of Tennessee are required by State law to post the notice in two prominent places. Tennessee Separation Form Any business that operates in the state of Tennessee. Forklift Poster Any business that operates an industrial truck/forklift. Tennessee No Smoking Poster All businesses in the state of Tennessee should post the state specific No Smoking Notice at the entrance and exit areas of the building along with other areas of the building where smoking is prohibited. Choking Poster The Health Department in most states mandates that a choking poster be posted in restaurants. It is mandatory in some states but highly recommended that if you run a business that serves beverages and/or food, you should post a choking poster in a common area. OSHA Safety Communication OSHA mandates that an employer with 10 or more employees post the 300A form in February of every year and keep the form posted until April!

*The quick facts should be used for informational purposes only and should not be used as legal advice or opinion. Please consult a legal expert in your area for your specific situation.