Tangible Property Tax: The Tennessee Chamber supports SB384/HB804 that lowers administrative and otherwise preparatory costs, reduces the time it takes businesses to file, does not issue a decrease in local tax revenue, and is projected to improve filing compliance. The taxpayer would have the option to certify, subject to audit, that the depreciated value of tangible personal property on the assessment form is $2,000 or less and add an additional tier at $10,000 or less but greater than $2,000.
Other Bills of Interest
SB73/HB1181 - Data Privacy - requires businesses with the information of 100,000 or more customers annually through your website or internet marketing efforts to comply with a new, costly regulatory structure. Businesses subject to the act would need to have a designated controller of this information that could respond to consumer inquiries. The proposed legislation will be enforced through the Tennessee Attorney General's Office of Consumer Protection. The Chamber has significant concerns as drafted but is working with the sponsor to file an amendment to make the bill less burdensome for business.
SB1263/HB1467 - Workers Compensation - as introduced would break away from long established Tennessee workers compensation law that employees must choose from a list of three physicians provided by their employer. Additionally, it would allow an injured employee to choose any treating physician in any specialty and makes various other changes related to the selection of treating physicians for injured workers under the Workers’ Compensation Law. SB1263 is an employer mandate and will significantly increase workers' compensation cost for employers.
SB1015/HB1518 — Labor Law — enacts the "Family Caregiver Antidiscrimination Act" which prohibits an employer from discriminating against an employee or potential employee because of the employee's family responsibilities. SB1015/HB1518 is an employer mandate and would be burdensome for business. The bill mandates compensated time off for a number of family responsibilities defined vaguely in the bill and opens up employers to frivolous lawsuits. There is existing law that already provides protections as it relates to prohibiting sex discrimination, at least for employers with 8 or more employees.