Fair Labor Standards Act (FLSA): Federal law that establishes standards for wage, overtime pay, recordkeeping, and employment conditions. Must be considered when evaluating work hours, compensation-related performance metrics.

Americans with Disabilities Act (ADA): Federal law requiring reasonable accommodations for disabled employees and preventing discrimination. Performance evaluations must account for any accommodations made.

Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Evaluation criteria must be age-neutral and based on actual performance metrics.

Title VII of the Civil Rights Act: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Evaluation criteria must be objective and non-discriminatory.

Family and Medical Leave Act (FMLA): Federal law providing eligible employees with job-protected leave. Evaluations must not penalize employees for taking legally protected leave.

HIPAA: Health Insurance Portability and Accountability Act governing privacy of medical information. Evaluation forms must maintain confidentiality of any patient or health-related information.

State Healthcare Worker Requirements: State-specific regulations governing healthcare worker qualifications, certifications, and performance standards that vary by jurisdiction.

CMS Guidelines: Centers for Medicare & Medicaid Services standards that may affect caregiver performance metrics and evaluation criteria in certified facilities.

EEOC Guidelines: Equal Employment Opportunity Commission guidelines for fair and non-discriminatory employment practices, including performance evaluations.

Professional Certification Standards: Industry-specific standards and certifications that may need to be incorporated into performance evaluation criteria for caregivers.