Title VII Civil Rights Act: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Must ensure termination doesn't violate these protections.
Americans with Disabilities Act (ADA): Federal law protecting qualified individuals with disabilities from discrimination. Termination must not be related to any protected disability.
Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Termination must not be age-related.
Fair Labor Standards Act (FLSA): Federal law governing wages and hours. Ensures proper payment of all wages due upon termination.
WARN Act: Worker Adjustment and Retraining Notification Act requiring advance notice for mass layoffs. Consider if termination is part of larger reduction.
National Labor Relations Act: Federal law protecting workers' rights to organize and engage in collective bargaining. Ensure termination doesn't violate union rights.
State At-Will Employment Laws: State-specific variations on employment-at-will doctrine affecting termination rights and procedures.
State Notice Requirements: State-specific laws regarding required notice periods and final paycheck timing for terminated employees.
Employment Contract Compliance: Review of specific terms in employment contract regarding probationary period and termination procedures.
Company Policy Compliance: Internal company policies and procedures regarding probationary periods and termination processes.
Documentation Requirements: Necessary documentation including performance issues, warnings, feedback, and original probationary period terms.
Termination Procedures: Specific steps including notice delivery, company property return, final payment, and benefits termination procedures.
