Title VII of the Civil Rights Act 1964: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Must be considered to ensure termination is not discriminatory.

Americans with Disabilities Act (ADA): Federal law protecting qualified individuals with disabilities from discrimination. Ensures termination is not related to disability status.

Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Must verify termination is not age-related.

National Labor Relations Act (NLRA): Federal law protecting employees' rights to organize and engage in collective bargaining. Ensures termination doesn't violate union rights.

Fair Labor Standards Act (FLSA): Federal law governing wages and hours. Relevant for final payment calculations and timing.

WARN Act: Worker Adjustment and Retraining Notification Act requiring advance notification for mass layoffs and plant closings.

State At-Will Employment Laws: State-specific provisions governing employment termination rights and restrictions under at-will employment doctrine.

State Final Paycheck Laws: State-specific requirements for timing and method of delivering final compensation to terminated employees.

State Notice Requirements: State-specific rules about what information must be provided to terminated employees and timing of notices.

Employment Contract Compliance: Review of any existing employment contracts to ensure termination complies with agreed terms and conditions.

Collective Bargaining Agreement Review: If applicable, review of union agreements to ensure termination follows agreed procedures and requirements.

Company Policy Compliance: Review of internal company policies and procedures regarding termination to ensure compliance.

Termination Documentation Requirements: Proper documentation of cause, performance issues, misconduct records, warnings, and investigation findings supporting the termination decision.