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 termination doesn't violate these protections.
Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination in employment decisions, including terminations.
Americans with Disabilities Act (ADA): Federal law prohibiting discrimination against qualified individuals with disabilities in employment practices, including terminations.
Fair Labor Standards Act (FLSA): Federal law governing wage and hour standards, ensuring proper final payment calculations and timing.
WARN Act: Federal law requiring employers to provide advance notice in cases of qualified plant closings and mass layoffs.
State Employment Laws: Various state-specific requirements regarding termination notice, final paycheck timing, and additional discrimination protections beyond federal law.
Contract Law Considerations: Review of original appointment terms, notice periods, and contractual obligations specified in employment agreements.
Corporate Governance Requirements: Company bylaws, board resolutions, and corporate authority requirements that may affect the termination process.
COBRA Requirements: Federal law requiring employers to offer continuation of health coverage to terminated employees.
Post-Employment Obligations: Including confidentiality agreements, non-compete clauses, return of company property, and intellectual property rights.
