Internal Revenue Code (IRC): Federal tax regulations governing tax implications and proper contractor classification requirements
Age Discrimination in Employment Act (ADEA): Federal law protecting workers over 40 years old from discrimination, relevant for severance agreements with contractors in this age group
Older Workers Benefit Protection Act (OWBA): Federal law specifying requirements for valid release of age discrimination claims in severance agreements
Fair Labor Standards Act (FLSA): Federal law establishing standards for worker classification and employment relationships
Employee Retirement Income Security Act (ERISA): Federal law governing employee benefit plans, relevant if the contractor agreement includes any benefit considerations
State Labor Laws: Varying state-specific regulations regarding independent contractor classification and employment relationships
State Release of Claims Requirements: State-specific rules governing the validity and enforceability of release of claims in severance agreements
State Payment Timing Laws: State-specific requirements regarding the timing and method of final payments in severance situations
State Non-Compete Regulations: State-specific rules governing the enforceability and scope of non-compete and non-solicitation provisions
IRS Classification Guidelines: Federal guidelines for determining proper worker classification as independent contractor versus employee
Intellectual Property Rights: Legal considerations regarding the ownership and transfer of intellectual property created during the contractor relationship
Confidentiality Requirements: Legal framework for protecting confidential information and trade secrets in severance situations
Tax Implications: Legal considerations regarding tax treatment of severance payments for both parties
Dispute Resolution Requirements: Legal framework for establishing binding dispute resolution mechanisms in severance agreements
