Fair Labor Standards Act (FLSA): Federal law governing wage, overtime, and employment standards that must be considered for final compensation calculations
Employee Retirement Income Security Act (ERISA): Federal law regulating employee benefits and pension plans, crucial for documenting the status of benefits upon resignation
COBRA Requirements: Federal law requiring employers to offer continuation of health coverage after employment termination
WARN Act Compliance: Federal law requiring advance notification in cases of mass layoffs, though typically not applicable for individual resignations
State-Specific Final Paycheck Laws: Varying state requirements for the timing and method of delivering final compensation to departing employees
State Vacation/PTO Payout Laws: State-specific requirements regarding the payout of accrued vacation time or PTO upon employment termination
Employment Agreement Review: Examination of existing employment contract terms that may affect resignation process and post-employment obligations
Non-Compete Obligations: Review and documentation of any ongoing non-competition restrictions that survive employment termination
Confidentiality Requirements: Documentation of ongoing confidentiality obligations and handling of sensitive information post-employment
Company Property Return: Documentation of company assets to be returned and confirmation of their receipt
Benefits Termination: Documentation of the termination date for various employee benefits and insurance coverage
Exit Procedures: Company-specific requirements for processing employee departure and completing necessary documentation
Data Privacy Compliance: Requirements for handling employee personal information and data protection during and after the resignation process
Notice Period Requirements: Documentation of required notice period as per company policy or employment agreement
Handover Documentation: Requirements for documenting the transfer of responsibilities, ongoing projects, and important information
