Title VII of the Civil Rights Act: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Must ensure termination does not violate these protections.

Americans with Disabilities Act (ADA): Federal law protecting individuals with disabilities from discrimination. Termination must not be related to any protected disability status.

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

National Labor Relations Act (NLRA): Federal law protecting employees' rights to organize and engage in collective bargaining. Termination must not violate these rights.

Fair Labor Standards Act (FLSA): Federal law governing wages and hours. Ensures proper payment of final wages and overtime in termination process.

State Employment Laws: Various state-specific laws regarding at-will employment, anti-discrimination, final paycheck requirements, and notice periods that must be followed.

Employment Contract Compliance: Review and adherence to any existing employment contracts, company policies, procedures, and employee handbook provisions.

Progressive Discipline Documentation: Records of prior warnings, disciplinary actions, performance improvement plans, and incident reports supporting the termination decision.

Due Process Requirements: Evidence of fair treatment, consistent application of policies, and equal treatment compared to similar cases in previous terminations.

Collective Bargaining Agreements: If applicable, compliance with any union agreements or collective bargaining provisions regarding termination procedures.