Age Discrimination in Employment Act (ADEA): Federal law requiring specific provisions for employees 40 and older, including 21-day consideration period (45 days for group terminations) and 7-day revocation period
Older Workers Benefit Protection Act (OWBPA): Federal law establishing additional requirements for valid waivers and specific disclosure requirements for group terminations
Title VII of the Civil Rights Act: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin that must be addressed in release language
Americans with Disabilities Act (ADA): Federal law protecting rights of individuals with disabilities that must be considered in release provisions
Fair Labor Standards Act (FLSA): Federal law governing wages and overtime that must be addressed in severance calculations and release language
Family and Medical Leave Act (FMLA): Federal law protecting employee leave rights that should be addressed in release provisions
State Labor Laws: Various state-specific requirements regarding final pay, releases, and severance that must be incorporated based on applicable jurisdiction
Internal Revenue Code: Federal tax regulations affecting the treatment of severance payments, including Medicare and Social Security implications
COBRA: Federal law requiring continuation of health coverage that must be addressed in severance agreements
ERISA: Federal law governing employee benefits that must be considered if severance agreement includes benefit provisions
National Labor Relations Act (NLRA): Federal law protecting workers' rights to organize and engage in collective bargaining that must be considered in release language
WARN Act: Federal law requiring advance notification of qualifying plant closings and mass layoffs, which may affect severance timing and terms
