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Kighwaunda M. Yardley, a former housekeeping aide, sustained a work-related injury and received workers' compensation benefits while working for University Medical Center. When the Hospital contracted with Hospital Housekeeping Systems (the Company), Ms. Yardley sought employment with the new contractor. The Company refused to hire her, citing her history of workers' compensation claims and the likelihood of future claims. Ms. Yardley subsequently sued, and the United States District Court for the Middle District of Tennessee certified a question to the Tennessee Supreme Court regarding whether a job applicant has a cause of action for retaliatory failure to hire under the Tennessee Workers' Compensation Act. The Supreme Court concluded that no such cause of action exists in Tennessee, declining to create an exception to the employment-at-will doctrine for job applicants.
Kighwaunda M. YARDLEY v. HOSPITAL HOUSEKEEPING SYSTEMS, LLC is a workers' compensation case decided in Tennessee Supreme Court. This case addresses legal issues related to compensation claims, benefits, and court rulings.
It is commonly referenced in legal research involving workers' compensation laws in Tennessee Supreme Court.
Full Decision Text1 Pages
Kighwaunda M. Yardley, a former housekeeping aide, sustained a work-related injury and received workers' compensation benefits while working for University Medical Center. When the Hospital contracted with Hospital Housekeeping Systems (the Company), Ms. Yardley sought employment with the new contractor. The Company refused to hire her, citing her history of workers' compensation claims and the likelihood of future claims. Ms. Yardley subsequently sued, and the United States District Court for the Middle District of Tennessee certified a question to the Tennessee Supreme Court regarding whether a job applicant has a cause of action for retaliatory failure to hire under the Tennessee Workers' Compensation Act. The Supreme Court concluded that no such cause of action exists in Tennessee, declining to create an exception to the employment-at-will doctrine for job applicants.
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