Federal Civil Rights Act: Title VII of the Civil Rights Act of 1964 - Must ensure agreement doesn't infringe on protected civil rights and discrimination claims
ADEA Compliance: Age Discrimination in Employment Act considerations - Specific requirements for workers over 40, including mandatory review periods
ADA Requirements: Americans with Disabilities Act - Ensure agreement doesn't violate rights of disabled employees or discriminate based on disability
FLSA Considerations: Fair Labor Standards Act - Cannot waive certain wage and hour claims or other fundamental employee rights
NLRA Compliance: National Labor Relations Act - Must preserve employees' rights to engage in protected concerted activities
EEOC Regulations: Equal Employment Opportunity Commission guidelines for settlement and waiver agreements
State Employment Laws: Specific state-level employment regulations and protections that may affect the agreement's validity
State Anti-Discrimination: State-specific anti-discrimination provisions which may provide additional protections beyond federal law
Consideration Doctrine: Legal requirement that something of value must be exchanged for the agreement to be valid
Voluntary Waiver: Requirements ensuring the agreement is entered into knowingly and voluntarily, free from duress or coercion
Non-Waivable Rights: Identification of rights that cannot be legally waived, such as workers' compensation claims
Clear Language Requirement: Agreement must be written in clear, understandable language avoiding legal jargon where possible
Revocation Period: Mandatory revocation periods that may be required, especially for age-related claims (typically 7-21 days)
Future Claims Limitation: Legal principle that agreements cannot waive claims that have not yet arisen
State Contract Laws: General contract formation and enforcement requirements under applicable state law
