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Fair Labor Standards Act (FLSA): Federal law governing wages, hours, overtime pay, and child labor standards. Critical for determining exempt vs. non-exempt status and minimum wage compliance.

Civil Rights Act of 1964 (Title VII): Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Essential for ensuring offer letter language is non-discriminatory.

Americans with Disabilities Act (ADA): Federal law protecting qualified individuals with disabilities from discrimination and ensuring reasonable accommodations in the workplace.

Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination in employment decisions.

Immigration Reform and Control Act (IRCA): Federal law requiring employers to verify employment eligibility and maintain I-9 documentation for all employees.

State Labor Laws: State-specific requirements regarding minimum wage, working hours, overtime, breaks, and other employment conditions that may exceed federal standards.

State Anti-Discrimination Laws: State-specific protections against discrimination that may be broader than federal laws and include additional protected categories.

At-Will Employment Provisions: State-specific rules governing the at-will employment relationship and any exceptions to the doctrine.

Contract Formation Laws: State-specific requirements for valid contract formation, including offer, acceptance, consideration, and capacity to contract.

Statute of Frauds: State law requirements for contracts that must be in writing to be enforceable, particularly relevant for employment agreements.

Equal Employment Opportunity (EEO): Federal and state requirements for equal employment opportunity compliance and related notifications in employment documentation.

Industry-Specific Regulations: Any specific regulatory requirements or compliance standards applicable to the particular industry or profession.