Tennessee § 40-29-109 Effect of previous conviction of criminal offense on cause of action for negligent hiring, training, retention, or supervision of an employee or independent contractor

Tennessee Statutes

§ 40-29-109 — Effect of previous conviction of criminal offense on cause of action for negligent hiring, training, retention, or supervision of an employee or independent contractor

Tennessee § 40-29-109

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This text of Tennessee § 40-29-109 (Effect of previous conviction of criminal offense on cause of action for negligent hiring, training, retention, or supervision of an employee or independent contractor) is published on Counsel Stack Legal Research, covering Tennessee primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook

Tenn. Code Ann. § 40-29-109 (2026).

Text

(a)A cause of action may not be brought against an employer or contracting party for negligent hiring, training, retention, or supervision of an employee or independent contractor based solely upon the fact that the employee or independent contractor has been previously convicted of a criminal offense.

(b)In a cause of action against an employer or contracting party for negligent hiring, training, retention, or supervision of an employee or independent contractor, evidence that the employee or independent contractor has been previously convicted of a criminal offense is not admissible.

(c)Subsections (a) and (b) do not apply when:

(1)(A) The employer or contracting party knew or reasonably should have known of the employee's or independent contractor's prior conviction; and (B) The emp

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(a) A cause of action may not be brought against an employer or contracting party for negligent hiring, training, retention, or supervision of an employee or independent contractor based solely upon the fact that the employee or independent contractor has been previously convicted of a criminal offense. (b) In a cause of action against an employer or contracting party for negligent hiring, training, retention, or supervision of an employee or independent contractor, evidence that the employee or independent contractor has been previously convicted of a criminal offense is not admissible. (c) Subsections (a) and (b) do not apply when: (1) (A) The employer or contracting party knew or reasonably should have known of the employee's or independent contractor's prior conviction; and (B) The employee or independent contractor was previously convicted of: (i) An offense that was committed while performing duties substantially similar to those reasonably expected to be performed in the employment or under the contract, or under conditions substantially similar to those reasonably expected to be encountered in the employment or under the contract; or (ii) A violent offense, as defined in § 40-35-120(b) , or a violent sexual offense, as defined in § 40-39-202 ; or (2) (A) The cause of action concerns the misuse by an employee or independent contractor of the funds or property of a person other than the employer or contracting party; (B) On the date the employee or independent contractor was hired, the employee or independent contractor had been previously convicted of an offense an element of which includes fraud or the misuse of funds or property; and (C) The employer or contracting party should have reasonably foreseen that the position for which the employee or independent contractor was being hired would involve managing the funds or property of a person other than the employer or contracting party. (d) This section does not create a cause of action or expand an existing cause of action.