Title VII Civil Rights Act 1964: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Essential consideration when documenting potential discriminatory termination.

ADEA (Age Discrimination in Employment Act): Federal law protecting workers 40 and older from age discrimination. Must be considered if age could be a factor in termination.

ADA (Americans with Disabilities Act): Federal law protecting employees from discrimination based on disabilities. Relevant if disability accommodation was a factor in employment.

FLSA (Fair Labor Standards Act): Federal law governing wages, overtime, and employment standards. Important for addressing final compensation issues.

FMLA (Family and Medical Leave Act): Federal law providing protected leave rights. Relevant if termination occurred during or after medical/family leave.

State Wrongful Termination Laws: State-specific laws governing illegal termination circumstances. Vary by jurisdiction and must be referenced based on location.

Final Paycheck Requirements: State-specific laws dictating timeline and requirements for final wage payment. Must be referenced when addressing compensation.

Employment Agreement Terms: Existing contractual obligations between employer and employee. Critical for understanding termination terms and post-employment obligations.

Non-Compete Agreements: Contractual restrictions on future employment. Must be addressed if such agreements exist.

Confidentiality Agreements: Legal obligations regarding company information. Important to acknowledge in communication.

Performance Documentation: Records of performance reviews, incidents, and disciplinary actions. Essential for contextualizing termination.

Unemployment Insurance Laws: State-specific regulations governing unemployment benefits. Relevant for post-termination benefits claims.