Fair Labor Standards Act (FLSA): Federal law governing minimum wage, overtime pay, recordkeeping, and child labor standards. Key consideration for establishing wage and hour terms in employment confirmation.

Title VII of Civil Rights Act: Federal anti-discrimination law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Essential for ensuring compliant employment terms.

Americans with Disabilities Act (ADA): Federal law requiring reasonable accommodations for qualified individuals with disabilities and protecting against disability discrimination.

Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Must be considered when drafting employment terms.

Equal Pay Act: Federal law requiring equal pay for equal work regardless of gender. Important for establishing compensation terms.

Immigration Reform and Control Act: Federal law requiring employment eligibility verification (I-9 form) for all employees. Must be referenced in employment documentation.

Family and Medical Leave Act (FMLA): Federal law providing eligible employees with unpaid, job-protected leave for specified family and medical reasons. Applicable to companies with 50+ employees.

Employee Retirement Income Security Act (ERISA): Federal law governing employee benefit plans. Relevant if the job confirmation includes information about benefits.

State Labor Laws: State-specific requirements regarding minimum wage, break periods, final paycheck, and paid sick leave. Must comply with state jurisdiction.

State Employment Regulations: State-specific rules on at-will employment, non-compete agreements, and paid family leave. Varies by state jurisdiction.

State Notice Requirements: State-mandated notices regarding wage theft prevention and working conditions. Must be incorporated based on state requirements.

Industry-Specific Regulations: Additional requirements specific to the industry sector. May include specialized certifications or compliance requirements.

Worker Classification Rules: Federal and state guidelines for properly classifying workers as employees vs. independent contractors. Critical for determining employment status.