Title VII 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 individuals with disabilities from discrimination. Termination must not be related to protected disabilities.

Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Termination must not be age-related.

Fair Labor Standards Act (FLSA): Federal law governing wages, overtime, and employment standards. Ensures proper final payment calculations.

WARN Act: Worker Adjustment and Retraining Notification Act requiring advance notice for mass layoffs. Consider if termination is part of larger reduction.

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

State Employment Laws: Specific state requirements for termination, final paycheck timing, and notice periods. Varies by jurisdiction.

Employment Contract Terms: Original employment agreement terms, including termination clauses and notice periods that must be followed.

Company Policies: Internal procedures, progressive discipline policies, and termination protocols that must be followed.

Documentation Requirements: Records of warnings, disciplinary actions, performance improvement plans, and incident reports supporting the cause.

Due Process Procedures: Evidence gathering, investigation records, and fair treatment documentation to support termination decision.

Post-Employment Obligations: Non-compete agreements, confidentiality requirements, company property return, and COBRA benefits continuation requirements.