Tennessee State Mandatory Poster

October 2nd, 2006 Posted by Kimberly

In Tennessee we have a lot of pride in everything we do. We also take care of and do what is best for those that work in our state. That is why the labor board requires a Tennessee State Mandatory Poster to be posted at each worksite. These tools are designed not to hinder but to help employers keep their employees informed and aware. It is something that helps you as an employer to keep yourself protected and out of trouble with the state board. It is something that we are all required to have and to have it posted where it can be seen by all. Not only must you have a Tennessee State Mandatory Poster, you must have one that is current and updated in order for it to be legitimate. These little things are required by the labor board and if they are not current and posted you will not be in compliance which could lead to fines and even worse.

There are some laws that you are required to have on your Tennessee State Mandatory Poster. These laws are OSHA, Unemployment Insurance, Child Labor, Worker’s Compensation Notice and the Discrimination Notice. These laws are all beneficial to the employee. It is very important that all of the most current updates of these laws be posted so as to keep your work place in compliance. These are very serious laws and things contained in them will be beneficial to both you and your employees to keep informed on.

Remember the Tennessee State Mandatory Posters are not optional. These are very important tools to both you and your employees so keep it updated and keep it posted. If you do not it could lead to things that are not necessarily good for you. It could lead to fines as well as other items occurring against you and your company.

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Posted in Compliance Issues, Employer Requirements, Labor Law Posters, Tennessee

  1. Posted by: Justin

    I live in Tennessee but was up in Illinois working. When the employer called me up for the job he said it was going to last 3 weeks and would be 7 days a week. The problem now is that he cut the hours to 40 hours and with hotel costs and food it was unreasonable to continue working. He refused to lay me off and I was forced to walk off the job and come home. Now he is contesting my unemployment benefits. My steward on the job had said that if I live more than 60 miles from the job and the hours are cut I am entitled to my benefits. Does anyone know if there is any truth to this?

  2. Posted by: Amelia

    Hi Justin! This is unusual, because usually when an employee is working in another state, the employer pays expenses such as hotel and meals, or at least a per diem towards them.

    In many cases, when an employer significantly reduces the hours, wages or benefits to an employee, and the employee quits, he (or she) can collect unemployment. However, if the employee continues to work under the new arrangement, the employee has accepted the new rate, and is not eligible.

    It seems odd that you felt you were “forced” to walk off the job. Our experience has been that even when hours or wages are changed, the employee can finish the days work.

    If you file for unemployment and it is contested, you have the right to appeal that decision. Your union steward may be able to help you with that. You can also post questions on our sister site at http://www.laborlawtalk.com. HTH, and thanks for reading the blogs!~ Amelia

  3. Posted by: Lisa

    I have a written complaint to my employer about conditions in work place the come under the definitions of bullying in the workplace. Also, my employer told me to say to this co worker that he should do his job and not interfere with me as I do my job. Another co-worker also did this and I did as my employer as said and told this female co-worker that this was job and she should do her job. My employer has never address my complaints with co workers. He was angry and questioned me, but never questioned the favored employee. I had handle the situation calmly, but my female was hateful and raised her voice to me. My employer show obivious favoritism to this female employee. I have now had my shift changed as what I see as punishment. Do I have any rights for this retalitation?

  4. Posted by: Amelia

    Hi Lisa! If you complained about discrimination based on race, sex, color, age (over 40), religion, pregnancy, etc. then it is illegal for the employer to retaliate and you should report it to the EEOC at eeoc.gov.
    Both bullying and favoritism in the workplace are bad. Unfortunately, neither one is illegal. So if there is no discrimination involved, then this is just a poorly managed company and you have few options — other than looking for a new job. HTH, and thanks for reading the blog!~ Amelia

  5. Posted by: Dustin

    I work for a very large company and work on a base pay plus commission. My employer has decided that to protect its margin it is going to cut the commission rates for several of the items for the day after Thanksgiving, or Black Friday. The employer never told the associates that work on commission and never had us sign off on this change. Is it legal for an employer to just change the commission that one is to receive just to protect their margin? I know that when I signed on with the company years ago I had to agree to the pay I would receive and they had commission standards that were viewable and a few years back we also had a pay change in which we also had to sign off. I just questioned whether or not it was legal for them to change our commission like this for this day without notifying or making us sign off on the commission change

  6. Posted by: Amelia

    Hi Dustin! Yes, it is lawful for an employer to reduce the commission or pay rate without the employee’s agreement. An employer can make these decisions unilaterally, without consulting the employee. When you signed off on these arrangements in the past, you were simply signifying that you were aware of the change. The reduced rate would have applied, even if you had not signed the document. HTH, and thanks for reading the blogs!~ Amelia

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