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Americans with Disabilities Act (ADA): Federal law requiring employers with 15+ employees to provide reasonable accommodations and protecting against disability discrimination. Key consideration for health-related terminations to ensure compliance with disability protection requirements.

Family and Medical Leave Act (FMLA): Federal law providing eligible employees up to 12 weeks of unpaid leave while protecting job security. Applies to employers with 50+ employees. Must be considered before termination to ensure employee's FMLA rights aren't violated.

Health Insurance Portability and Accountability Act (HIPAA): Federal law protecting medical information privacy and regulating how health information can be discussed in documentation. Critical for maintaining confidentiality in termination documentation.

State Disability Laws: State-specific regulations that may provide additional protections beyond federal law, with varying thresholds for coverage. Must be reviewed based on the specific state of employment.

Worker's Compensation Laws: State-specific regulations protecting employees from termination in retaliation for claims and providing coverage for work-related health issues. Particularly relevant if health condition is work-related.

COBRA: Consolidated Omnibus Budget Reconciliation Act requiring continuation of health benefits options and specific notice requirements for terminated employees. Must be addressed in termination process.

Employment Contract Terms: Specific provisions in existing employment agreements regarding health-related termination, including notice periods and severance arrangements. Must be reviewed to ensure compliance with contractual obligations.