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June 2022: Tennessee State Passes Law for Veteran Holiday

08 Jun

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Update Applicable to:
All businesses that employ at least one person in the state of Tennessee.

What happened?
On April 7, 2022, Governor Lee House Bill 2733 (HB 2733) into law, which will provide U.S military veterans a guaranteed right to take an unpaid day off from work for Veteran’s Day.

What are the details?
Effective immediately, any business that employs at least one employee must provide an unpaid day off every November 11 for employees who are U.S military veterans and provide the employer with:

  • at least one month’s written notice of the requested time off, and
  • proof of their veteran status. 

The only exceptions to the required day off are if the veteran’s absence would impact public health or safety, or if the time off would cause the employer significant economic or operational disruption. 

“Veterans” are defined in the new law as former members of the U.S. armed forces and former or current members of a reserve, or a Tennessee National Guard unit called into active military service of the U.S. The statute does not include independent contractors as workers entitled to this benefit.

For more information, please see the links below:

House Bill 2733 (HB 2733)

Article

What do employers need to do?
Employers should review the links provided above, update their holiday policy to include information about this benefit, and provide an unpaid day off for veteran employees who provide the required information.

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This communication is intended solely for the purpose of conveying information. The present post might incorporate hyperlinks directing readers to websites managed by third-party entities. The inclusion of any links within this communication is meant to serve as points of reference and could encompass opinion articles from various law firms, articles from HR associations, official websites, news releases, and documents of government agencies, and other relevant third-party sources. Vensure has no authority over these external websites and bears no responsibility for their content. Furthermore, Vensure does not endorse the materials present on these websites. The contents of this communication should not be interpreted as legal advice or as a legal standpoint concerning specific facts or scenarios. Nor should it be deemed an exhaustive compilation of facts potentially pertinent to federal, state, or local laws. It is strongly advised that employers solicit legal guidance from an employment attorney when undertaking actions in response to any legal updates provided. This is due to the possibility of future alterations occurring in federal, state, and local laws, regulations, as well as the directives and guidelines issued by governing agencies. These changes may transpire at any given time, potentially rendering certain portions of the content within this update void or inaccurate.

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