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 when drafting employment rejection letters to ensure no discriminatory language or practices.
Americans with Disabilities Act (ADA): Federal law protecting individuals with disabilities from discrimination in employment contexts. Relevant for ensuring rejection letters don't disclose or discriminate based on disability status.
Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Must be considered to avoid age-based discrimination in rejection communications.
Fair Housing Act: Federal law prohibiting discrimination in housing transactions. Essential for drafting rejection letters related to housing applications or rentals.
Equal Credit Opportunity Act: Federal law requiring creditors to inform applicants of reasons for denial of credit. Crucial for financial institution rejection letters.
Fair Credit Reporting Act (FCRA): Federal law governing the collection and use of consumer credit information. Relevant when rejection is based on credit report information.
Privacy Act of 1974: Federal law establishing code of fair information practices governing collection, maintenance, use, and dissemination of personal information. Important for handling confidential information in rejection letters.
FERPA: Family Educational Rights and Privacy Act protecting student education records privacy. Must be considered when drafting academic-related rejection letters.
Record Keeping Requirements: Various state and federal requirements for maintaining documentation of rejection decisions and communications. Important for compliance and potential future legal issues.
State-Specific Anti-Discrimination Laws: Various state laws that may provide additional protections beyond federal law. Must be considered based on the specific state jurisdiction.
