No, Title VII applies to those employers in the public and private sectors who employ 15 or more full time employees in 20 or more calendar weeks during the year or previous year. This means that an employer who has only 10 full time employees is not subject to Title VII. Fortunately, many workers who are not covered by Title VII may be protected by a state anti discrimination law. For example, the Tennessee Human Rights Act prohibits employers who employ eight or more full time employees from discriminating on the basis of race, sex, religion, and other protected characteristics. Employees should consult with an attorney well-versed in both federal and state employment to determine what the best legal option available.

• What is Title VII?
• Does my state also have anti discrimination laws that protect me as an employee?
• What are some of the major anti discrimination laws at the federal level?
• Can employers really discriminate against employees for any reason?
• What state passed a law that repealed the employment at will doctrine?
• What are some of the most common types of public policy exceptions to the employment at will doctrine?
• How does a court determine a public policy exception to the at will doctrine?
• How did the employment at will doctrine originate in the United States?
• Can the employee handbook that an employer hands out to you constitute a valid contract that binds the employer?
• What broad categories of workers are not subject to the employment at will doctrine?
• What legal doctrine still provides the baseline rule that employees have little protection in the employment relationship in the United States?
• What is a 341 meeting?
• Is there a way to keep certain property by working out a deal with creditors?
• Are there exemptions under state laws?
• What are exempt assets?
• What is the means test?
• What is a bankruptcy trustee?
• What does it cost to file for bankruptcy?
• What must a consumer do before filing bankruptcy?
• What is bankruptcy?