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Title VII of the 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 qualified individuals with disabilities from discrimination. Termination must not violate ADA protections.

Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Must ensure termination is not age-based.

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

Fair Labor Standards Act (FLSA): Federal law governing wages and hours. Ensures final pay calculations and timing comply with federal requirements.

WARN Act: Worker Adjustment and Retraining Notification Act requiring advance notice for mass layoffs. Must be considered if part of larger termination action.

State At-Will Employment Laws: State-specific provisions governing employment termination in at-will employment relationships. Varies by jurisdiction.

State Notice Requirements: State-specific laws regarding termination notice and final paycheck timing. Must comply with local jurisdiction requirements.

Employment Agreements: Review of existing employment contracts, collective bargaining agreements, and company policies that may affect termination terms.

Documentation Requirements: Required records including cause for termination, performance history, warnings, and disciplinary actions supporting immediate termination.

Post-Employment Obligations: Requirements regarding non-compete agreements, confidentiality, company property return, and benefits continuation (COBRA).