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Fair Labor Standards Act (FLSA): Federal law establishing standards for wage, overtime pay, recordkeeping, and child labor. Must be considered for final wage calculations and payments.

WARN Act: Federal law requiring employers with 100+ employees to provide 60-day advance notification of mass layoffs or plant closings.

Title VII of the Civil Rights Act: Prohibits employment discrimination based on race, color, religion, sex, and national origin. Ensures termination is not discriminatory.

Americans with Disabilities Act (ADA): Protects qualified individuals with disabilities from discrimination. Must verify termination doesn't violate ADA provisions.

Age Discrimination in Employment Act (ADEA): Protects workers 40 and older from age discrimination. Ensures termination is not age-based.

Family and Medical Leave Act (FMLA): Provides eligible employees with job-protected leave. Verify termination doesn't violate FMLA rights.

State-Specific Employment Laws: Various state laws governing termination procedures, notice periods, and employee rights specific to each state.

Final Paycheck Requirements: State-specific laws dictating timing and method of final paycheck delivery, including unused vacation/PTO payout.

Employment Contract Terms: Original employment agreement terms including notice periods, severance, and termination conditions.

Collective Bargaining Agreements: Any union or collective agreements that may affect termination procedures and requirements.

Company Policies: Internal procedures and policies regarding termination process and documentation requirements.

Non-Compete Agreements: Any existing non-compete clauses that continue after employment termination.

Confidentiality Agreements: Ongoing obligations regarding company confidential information post-employment.

Benefits Information: Details about continuation or termination of health insurance, 401(k), and other benefits.

Company Property Return: Requirements for returning company equipment, keys, documents, and other property.