Title VII of the Civil Rights Act of 1964: Federal law that prohibits employment discrimination based on race, color, religion, sex, and national origin. Must ensure the reprimand is not discriminatory in nature.
Americans with Disabilities Act (ADA): Federal law protecting individuals with disabilities from discrimination. Must consider if any unprofessional behavior is related to a protected disability.
Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Ensure reprimand is not age-discriminatory.
National Labor Relations Act: Federal law governing union relations. Must consider if employee is unionized and if collective bargaining agreement has specific disciplinary procedures.
State Labor Codes: State-specific employment laws that may affect disciplinary procedures and documentation requirements.
Fair Labor Standards Act (FLSA): Federal law with specific record-keeping requirements for employee-related documentation.
EEOC Guidelines: Equal Employment Opportunity Commission guidelines for fair and non-discriminatory employment practices and documentation.
Company Policy Compliance: Internal policies including employee handbook provisions, progressive discipline procedures, and documented behavioral standards.
Due Process Requirements: Procedures ensuring proper documentation of incidents, employee's right to respond, and following established disciplinary procedures.
Privacy Laws: Federal and state requirements regarding confidentiality and proper storage/handling of disciplinary records.
