Subject-matter bundle for Tennessee employment matters — workplace discrimination, harassment, retaliation, wage-and-hour claims, whistleblower, non-compete, and the workers'-compensation exclusive-remedy regime. Triggers include "Tennessee employment", "Tennessee discrimination at work", "Tennessee Human Rights Act", "THRA", "Tenn. Code Ann. 4-21-101", "Tennessee Disability Act", "TDA", "Tenn. Code Ann. 8-50-103", "Tennessee Public Protection Act", "TPPA", "Tenn. Code Ann. 50-1-304", "Tennessee whistleblower", "Tennessee wage payment", "Tenn. Code Ann. 50-2-101", "Tennessee wage theft", "Tennessee unpaid wages", "Tennessee final paycheck", "Tennessee right to work", "Tennessee non-compete", "Tennessee restrictive covenant", "Murfreesboro Medical Clinic v. Udom", "Tennessee at-will employment", "Stein v. Davidson Hotel", "Tennessee workers compensation", "Court of Workers' Compensation Claims", "CWCC Tennessee", "Tenn. Code Ann. 50-6-237", "Tennessee E-Verify", "Tennessee Lawful Employment Act", "FLSA Tennessee", "Title VII Tennessee EEOC". Covers the THRA at Tenn. Code Ann. § 4-21-101 et seq. (8+ employee coverage; 1-year judicial SOL at § 4-21-311; 180-day administrative window to the Tennessee Human Rights Commission at § 4-21-302), the TDA at § 8-50-103, the TPPA whistleblower regime at § 50-1-304 with its strict "sole reason" element (Williams v. City of Burns, 465 S.W.3d 96 (Tenn. 2015)), the Wage Regulation Act at § 50-2-101 et seq. (no state minimum wage — FLSA $7.25 applies; final-wage timing at § 50-2-103; treble damages on willful nonpayment under § 50-2-101(a)(2)), Tennessee's right-to-work statute at § 50-1-201 et seq. (constitutionalized by the Nov. 2022 amendment to Tenn. Const. art. XI § 21), common-law non-compete enforceability under Murfreesboro Medical Clinic v. Udom, 166 S.W.3d 674 (Tenn. 2005), the at-will baseline confirmed by Stein v. Davidson Hotel, 945 S.W.2d 714 (Tenn. 1997), and the workers'-compensation exclusive remedy at § 50-6-108 with post- 7/1/14 adjudication routed to the Court of Workers' Compensation Claims under § 50-6-237.
Install with
Claude CodeCodexCursorGitHub CopilotGemini CLI
Supported by the Atlas install prompt. Skill-specific requirements vary.
Skill stats
Skills1CategoryGeneralStars0
About this skill
Subject-matter bundle for Tennessee employment matters — workplace discrimination, harassment, retaliation, wage-and-hour claims, whistleblower, non-compete, and the workers'-compensation exclusive-remedy regime. Triggers include "Tennessee employment", "Tennessee discrimination at work", "Tennessee Human Rights Act", "THRA", "Tenn. Code Ann. 4-21-101", "Tennessee Disability Act", "TDA", "Tenn. Code Ann. 8-50-103", "Tennessee Public Protection Act", "TPPA", "Tenn. Code Ann. 50-1-304", "Tennessee whistleblower", "Tennessee wage payment", "Tenn. Code Ann. 50-2-101", "Tennessee wage theft", "Tennessee unpaid wages", "Tennessee final paycheck", "Tennessee right to work", "Tennessee non-compete", "Tennessee restrictive covenant", "Murfreesboro Medical Clinic v. Udom", "Tennessee at-will employment", "Stein v. Davidson Hotel", "Tennessee workers compensation", "Court of Workers' Compensation Claims", "CWCC Tennessee", "Tenn. Code Ann. 50-6-237", "Tennessee E-Verify", "Tennessee Lawful Employment Act", "FLSA Tennessee", "Title VII Tennessee EEOC". Covers the THRA at Tenn. Code Ann. § 4-21-101 et seq. (8+ employee coverage; 1-year judicial SOL at § 4-21-311; 180-day administrative window to the Tennessee Human Rights Commission at § 4-21-302), the TDA at § 8-50-103, the TPPA whistleblower regime at § 50-1-304 with its strict "sole reason" element (Williams v. City of Burns, 465 S.W.3d 96 (Tenn. 2015)), the Wage Regulation Act at § 50-2-101 et seq. (no state minimum wage — FLSA $7.25 applies; final-wage timing at § 50-2-103; treble damages on willful nonpayment under § 50-2-101(a)(2)), Tennessee's right-to-work statute at § 50-1-201 et seq. (constitutionalized by the Nov. 2022 amendment to Tenn. Const. art. XI § 21), common-law non-compete enforceability under Murfreesboro Medical Clinic v. Udom, 166 S.W.3d 674 (Tenn. 2005), the at-will baseline confirmed by Stein v. Davidson Hotel, 945 S.W.2d 714 (Tenn. 1997), and the workers'-compensation exclusive remedy at § 50-6-108 with post- 7/1/14 adjudication routed to the Court of Workers' Compensation Claims under § 50-6-237.
Quick start
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Subject-matter bundle for Tennessee employment matters — workplace discrimination, harassment, retaliation, wage-and-hour claims, whistleblower, non-compete, and the workers'-compensation exclusive-remedy regime. Triggers include "Tennessee employment", "Tennessee discrimination at work", "Tennessee Human Rights Act", "THRA", "Tenn. Code Ann. 4-21-101", "Tennessee Disability Act", "TDA", "Tenn. Code Ann. 8-50-103", "Tennessee Public Protection Act", "TPPA", "Tenn. Code Ann. 50-1-304", "Tennessee whistleblower", "Tennessee wage payment", "Tenn. Code Ann. 50-2-101", "Tennessee wage theft", "Tennessee unpaid wages", "Tennessee final paycheck", "Tennessee right to work", "Tennessee non-compete", "Tennessee restrictive covenant", "Murfreesboro Medical Clinic v. Udom", "Tennessee at-will employment", "Stein v. Davidson Hotel", "Tennessee workers compensation", "Court of Workers' Compensation Claims", "CWCC Tennessee", "Tenn. Code Ann. 50-6-237", "Tennessee E-Verify", "Tennessee Lawful Employment Act", "FLSA Tennessee", "Title VII Tennessee EEOC". Covers the THRA at Tenn. Code Ann. § 4-21-101 et seq. (8+ employee coverage; 1-year judicial SOL at § 4-21-311; 180-day administrative window to the Tennessee Human Rights Commission at § 4-21-302), the TDA at § 8-50-103, the TPPA whistleblower regime at § 50-1-304 with its strict "sole reason" element (Williams v. City of Burns, 465 S.W.3d 96 (Tenn. 2015)), the Wage Regulation Act at § 50-2-101 et seq. (no state minimum wage — FLSA $7.25 applies; final-wage timing at § 50-2-103; treble damages on willful nonpayment under § 50-2-101(a)(2)), Tennessee's right-to-work statute at § 50-1-201 et seq. (constitutionalized by the Nov. 2022 amendment to Tenn. Const. art. XI § 21), common-law non-compete enforceability under Murfreesboro Medical Clinic v. Udom, 166 S.W.3d 674 (Tenn. 2005), the at-will baseline confirmed by Stein v. Davidson Hotel, 945 S.W.2d 714 (Tenn. 1997), and the workers'-compensation exclusive remedy at § 50-6-108 with post- 7/1/14 adjudication routed to the Court of Workers' Compensation Claims under § 50-6-237.
About this listing
Category
General
Reported license
Not specified
Listing language (estimated)
English
Review status
Not individually reviewed
Agent compatibility
Atlas installation supports Claude Code, Codex, and Cursor. Skill-specific dependencies and features are checked during setup.
Claude Code
Codex
Cursor
GitHub Copilot
Gemini CLI