Title VII of the Civil Rights Act of 1964: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Must be considered in all employment-related communications to ensure non-discriminatory language.
Americans with Disabilities Act (ADA): Federal law protecting individuals with disabilities from discrimination in employment processes. Communications must be accessible and non-discriminatory regarding disabilities.
Age Discrimination in Employment Act (ADEA): Federal law protecting individuals 40 years and older from age discrimination in employment. Communications should avoid age-biased language.
Privacy Act of 1974: Federal law governing the collection, maintenance, use, and dissemination of personal information. Ensures proper handling of applicant's personal information in communications.
State Privacy Laws: Various state-specific laws regarding the protection and handling of personal information. Must be considered based on the applicable state jurisdiction.
Fair Labor Standards Act (FLSA): Federal law establishing standards for wage and hour requirements. Relevant if any employment terms or conditions are referenced in communications.
State Employment Laws: State-specific regulations governing employment relationships and communications. Requirements vary by jurisdiction and must be considered based on the applicable state.
Document Retention Requirements: Federal and state requirements for maintaining employment-related documentation, including application communications. Duration and method of retention may vary by jurisdiction.
