Tennessee § 4-21-301 - Discriminatory practices.

§ 4-21-301. Discriminatory practices.

It is a discriminatory practice for a person or for two (2) or more persons to: Retaliate or discriminate in any manner against a person because such person has opposed a practice declared discriminatory by this chapter or because such person has made a charge, filed a complaint, testified, assisted or participated in any manner in any investigation, proceeding or hearing under this chapter; Willfully interfere with the performance of a duty or the exercise of a power by the commission or one (1) of its members or representatives; Willfully obstruct or prevent a person from complying with this chapter or an order issued under this chapter; or Violate the terms of a conciliation agreement made pursuant to this chapter. No individual employee or agent of an employer shall be liable for any violation of part 4 of this chapter that any employer shall be found to have committed. Acts 1978, ch. 748, § 16; T.C.A., §§ 4-2114, 4-21-114; Acts 2014, ch. 995, § 1. Law Reviews. Delimiting Title VII: Reverse Religious Discrimination and Proxy Claims in Employment Discrimination Litigation, 67 Vand. L. Rev. 239 (2014). Compiler's Notes. For the preamble to the act concerning employment litigation in Tennessee, please refer to Acts 2014, ch. 995. Acts 2014, ch. 995, § 3 provided that the act shall apply to all actions accruing on or after July 1, 2014. Acts 2014, ch. 995, § 7 provided that nothing in the act shall require the Tennessee human rights commission, created pursuant to § 4-21-201 , to provide training or education in addition to its current operations. Law Reviews. Confusion over “Comparables”: Will the Sixth Circuit Stick to One Standard with Respect to “Similarly Situated” Employees? (David L. Hudson Jr.), 37 No. 11 Tenn. B.J. 25 (2001). Effects of the Sutton Trilogy, 68 Tenn. L. Rev. 705 (2001). Employees' Assumption of Risk: Real or Illusory Choice?, 52 Tenn. L. Rev. 35 (1984). Employment Law — Carr v. United Parcel Service: Individual Liability Under the Tennessee Human Rights Act, 29 U. Mem. L. Rev. 245 (1998). FMLA Notice Requirements and the Chevron Test: Maintaining a Hard-Fought Balance, 55 Vand. L. Rev. 261 (2002). Perceived Disabilities, Social Cognition, and “Innocent Mistakes,” 55 Vand. L. Rev. 481 (2002). Proving an Employer's Intent: Disparate Treatment Discrimination and the Stray Remarks Doctrine After Reeves v. Sanderson Plumbing Products, 55 Vand. L. Rev. 219 (2002). The Faragher and Ellerth Problem: Lower Courts' Confusion Regarding the Definition of “Supervisor,” 54 Vand. L. Rev. 123 (2001). The Law at Work: Retaliation Claims: More Difficult Standards under Nassar and Ferguson, 49 Tenn. B.J. 32 (2013). The Sins of Innocence in Standing Doctrine, 68 Vand. L. Rev. 297 (2015). Viva state employment law! State law retaliation claims in a post-Crawford/Burlington Northern World (Alex B. Long), 77 Tenn. L. Rev. 253 (2010). When Telling the Truth Costs You Your Job: Tennessee's Employment-at-Will Doctrine and the Need for Change (Chad E. Wallace), 39 No. 4 Tenn. B.J. 18 (2003). Attorney General Opinions. Tennessee human rights commission — Authority to investigate “improper administration of justice,” OAG 99-192, 1999 Tenn. AG LEXIS 206 (9/28/99).