Title VII of the Civil Rights Act: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Must ensure dismissal does not violate these protections.

ADEA: Age Discrimination in Employment Act protects workers 40 and older from age discrimination. Special considerations required for dismissing older employees.

ADA: Americans with Disabilities Act requires ensuring termination is not related to disability discrimination and reasonable accommodations were provided if applicable.

WARN Act: Worker Adjustment and Retraining Notification Act requires 60-day advance notice for mass layoffs. Must be considered for large-scale dismissals.

FLSA: Fair Labor Standards Act governs final wage payments and overtime calculations. Ensures proper payment of all wages due upon termination.

NLRA: National Labor Relations Act protects workers' rights to organize. Must ensure dismissal doesn't violate collective bargaining rights.

State Notice Requirements: Specific state laws regarding termination notice periods, documentation, and procedural requirements. Varies by jurisdiction.

Final Paycheck Regulations: State-specific rules about timing and method of delivering final paycheck, including unused vacation/PTO payout requirements.

Employment Contract Terms: Review of existing employment agreements, including any specific termination clauses, notice periods, or severance arrangements.

At-Will Employment Doctrine: State-specific variations of at-will employment doctrine which may affect the dismissal process and requirements.

Documentation Requirements: Necessary documentation including reason for termination, final compensation details, benefits information, and company property return procedures.

Release and Waiver Requirements: Specific requirements for valid releases, including consideration periods and revocation rights, especially for workers over 40.