Fair Labor Standards Act (FLSA): Federal law governing minimum wage, overtime pay, and employee classification (exempt vs. non-exempt). Must be considered for accurate compensation terms in the appointment letter.

Title VII of the Civil Rights Act: Federal anti-discrimination law ensuring equal employment opportunities. Affects language used in appointment letters to avoid discriminatory terms.

Americans with Disabilities Act (ADA): Federal law protecting rights of individuals with disabilities. Relevant for accommodation statements and job requirement descriptions.

Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Impacts how job terms and conditions are stated.

Equal Pay Act: Federal law requiring equal pay for equal work regardless of gender. Must be considered when stating compensation terms.

Immigration Reform and Control Act: Federal law requiring verification of employment eligibility. Relevant for work authorization and I-9 compliance statements.

Employee Retirement Income Security Act (ERISA): Federal law governing employee benefits plans. Important when including benefit details in appointment letter.

Family and Medical Leave Act (FMLA): Federal law providing eligible employees with unpaid, job-protected leave. Relevant for companies with 50+ employees.

State Labor Laws: Specific state requirements for employment terms, conditions, and worker protections. Vary by state and must be incorporated.

At-Will Employment Doctrine: Legal doctrine (applicable in all states except Montana) stating employment relationship can be terminated by either party. Must be clearly stated in letter.

State-Specific Paid Leave Laws: Various state laws governing paid time off, sick leave, and family leave. Must be referenced if applicable.

State Notice Requirements: State-specific requirements for what must be disclosed in employment documents. Varies by jurisdiction.