Title VII of the Civil Rights Act: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Must ensure demotion is not discriminatory under these protected categories.

ADEA: Age Discrimination in Employment Act - Protects workers 40 and older from age discrimination. Demotion must not be based on age-related factors.

ADA: Americans with Disabilities Act - Ensures protection against discrimination for disabled employees. Demotion must not be related to disability status or reasonable accommodation requests.

Equal Pay Act: Federal law requiring equal pay for equal work regardless of gender. New pay rate after demotion must still comply with equal pay requirements.

FLSA: Fair Labor Standards Act - Governs wage and hour requirements. Must ensure new position and pay rate comply with minimum wage and overtime requirements.

State Employment Laws: Various state-specific regulations regarding employment, including anti-discrimination provisions, wage requirements, and notice periods that may exceed federal standards.

Employment Contracts: Existing employment agreements, collective bargaining agreements, and company policies that may affect the demotion process and requirements.

Documentation Requirements: Necessary performance evaluations, progressive discipline records, and business necessity documentation to support the demotion decision.

Due Process Procedures: Requirements for proper notice, clear communication, and appeal procedures as per company policy and applicable laws.

Wage and Benefits Compliance: Requirements for properly notifying and implementing changes to compensation and benefits, including state-specific wage notification requirements.

Protected Activity Laws: Whistleblower protection laws, NLRA, and anti-retaliation provisions ensuring demotion is not in response to protected activities.