Title VII of the Civil Rights Act 1964: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Must ensure disciplinary action is not discriminatory.
Americans with Disabilities Act (ADA): Federal law protecting individuals with disabilities from discrimination. Disciplinary actions must consider reasonable accommodations.
Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Ensures disciplinary measures are not age-biased.
National Labor Relations Act (NLRA): Federal law protecting employees' rights to organize and engage in collective bargaining. May affect disciplinary procedures.
Fair Labor Standards Act (FLSA): Federal law establishing wage, hour, and overtime standards. Relevant for any discipline related to work hours or compensation.
State Employment Laws: Varying by state, these laws may provide additional employee protections and specific requirements for disciplinary actions.
Company Policy Compliance: Internal policies including employee handbook, established disciplinary procedures, and progressive discipline policies must be followed.
Collective Bargaining Agreements: If applicable, union agreements may specify required disciplinary procedures and employee rights.
Documentation Requirements: Legal necessity to maintain detailed records of incidents, warnings, improvement plans, and meetings related to disciplinary actions.
Due Process Considerations: Employee rights including the right to respond to allegations, right to representation, and access to appeal procedures.
