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Defamation Laws: Ensure all statements are truthful and accurate to avoid potential libel or slander claims. False statements that could damage reputation must be avoided.

Fair Credit Reporting Act: Consider FCRA compliance when the letter is used for employment purposes, particularly regarding the handling and sharing of employment-related information.

Privacy Laws: Maintain confidentiality of sensitive information and avoid sharing personal information without explicit consent from the subject of the recommendation.

EEOC Guidelines: Follow Equal Employment Opportunity Commission guidelines to avoid any discriminatory language related to protected characteristics such as age, gender, race, religion, or national origin.

Americans with Disabilities Act: Ensure ADA compliance by avoiding any inappropriate disclosure of disability-related information or discriminatory language related to disabilities.

Company Policy Compliance: Verify and comply with any existing company policies regarding providing recommendations and sharing company information, including non-disclosure agreements.

Consent Requirement: Obtain explicit consent from the former boss before writing and sharing the recommendation letter to ensure privacy compliance and professional courtesy.

Documentation Practice: Maintain proper documentation of the recommendation letter and any related correspondence for record-keeping purposes and potential future reference.