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 written reprimand is not discriminatory in nature.
Americans with Disabilities Act (ADA): Federal law protecting individuals with disabilities from discrimination. Written reprimands must consider reasonable accommodations and not discriminate based on disabilities.
Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Reprimands must be based on performance/conduct, not age-related factors.
National Labor Relations Act (NLRA): Federal law protecting employees' rights to organize and engage in collective bargaining. Written reprimands must not violate protected concerted activities.
State Labor Codes: State-specific employment laws that may impose additional requirements on disciplinary documentation and employee rights.
Fair Labor Standards Act (FLSA): Federal law requiring proper record-keeping of employment actions, including disciplinary measures.
EEOC Guidelines: Federal guidelines ensuring equal employment opportunity and non-discrimination in workplace practices, including disciplinary actions.
Due Process Requirements: Legal principles ensuring fair treatment in disciplinary actions, including employee's right to respond and appeal procedures.
Privacy Laws: Federal and state laws governing the confidentiality and proper handling of employee personnel records and disciplinary documentation.
Company Policy Compliance: Internal policies and procedures that must be followed in disciplinary actions to ensure consistent and fair treatment of all employees.
