Title VII of the Civil Rights Act 1964: Federal law that prohibits employment discrimination based on race, color, religion, sex, and national origin. Must be considered when drafting rejection letters to avoid discriminatory language.

Age Discrimination in Employment Act (ADEA): Federal law protecting workers and job applicants aged 40 and older from age-based discrimination. Rejection letters must not indicate age-based bias.

Americans with Disabilities Act (ADA): Federal law prohibiting discrimination against individuals with disabilities. Rejection letters must not reference disabilities or medical conditions.

Equal Employment Opportunity (EEO): Federal regulations ensuring equal opportunity in employment decisions. Rejection letters must comply with EEO guidelines.

State Anti-Discrimination Laws: State-specific laws that may provide additional protections against discrimination beyond federal laws. Must be considered based on the specific state's jurisdiction.

State Employment Protection Laws: State-specific regulations governing employment relationships and termination. Requirements vary by state and must be incorporated into rejection communications.

State Privacy Laws: State-specific regulations regarding the handling and protection of personal information in employment context. Must be considered when discussing employee information.

Defamation Laws: Legal principles protecting against false statements that harm reputation. Rejection letters must be factual and avoid potentially defamatory statements.

Privacy Rights: Legal protections regarding personal information and confidentiality. Rejection letters must respect privacy rights and maintain appropriate confidentiality.

Anti-Retaliation Provisions: Legal protections against retaliatory actions. Rejection letters must not suggest any form of retaliation for previous protected activities.