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WARN Act: Federal Worker Adjustment and Retraining Notification Act requiring 60-day advance notice for mass layoffs and plant closings affecting 50+ employees

Title VII of the Civil Rights Act: Prohibits employment discrimination based on race, color, religion, sex, and national origin; must ensure termination doesn't violate these protections

ADEA: Age Discrimination in Employment Act protects workers 40 and older from age discrimination in termination decisions

ADA: Americans with Disabilities Act ensures terminations don't discriminate against qualified individuals with disabilities

NLRA: National Labor Relations Act protects workers' rights to organize and bargain collectively; must be considered if employees are unionized

State WARN Acts: State-specific versions of WARN Act, often with stricter requirements or lower thresholds than federal law

State Notice Requirements: State-specific rules regarding termination notice periods and notification procedures

Final Paycheck Rules: State-specific requirements for timing and method of delivering final paycheck, including accrued vacation/PTO payout

Unemployment Insurance Regulations: State-specific rules governing unemployment benefits eligibility and employer obligations

Employment Agreements: Review of existing employment contracts and company policies regarding layoffs and termination procedures

Collective Bargaining Agreements: Review of union agreements if applicable, including any specific procedures for layoffs or reduction in force

Business Necessity Documentation: Required documentation proving legitimate business reasons for termination due to lack of work

COBRA Requirements: Continuation of health benefits coverage requirements and notification obligations under COBRA

Severance Arrangements: Company policies or agreements regarding severance pay, including calculation methods and eligibility criteria