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Fair Labor Standards Act (FLSA): Federal law governing minimum wage requirements and exempt/non-exempt status requirements for salary reductions. Must ensure reduced salary meets minimum wage and maintains appropriate employee classification.

Employment At-Will Doctrine: Legal principle that varies by state, affecting the employer's right to modify employment terms, including salary. State-specific modifications must be considered.

State Wage Laws: State-specific regulations governing minimum wage, notice periods for pay changes, and wage and hour regulations. Requirements vary by jurisdiction.

Employment Contract Compliance: Review of existing employment agreements, collective bargaining agreements, and company policies that may affect the ability to reduce salary or require specific procedures.

Title VII of the Civil Rights Act: Federal anti-discrimination law ensuring salary reduction decisions are not based on protected characteristics such as race, color, religion, sex, or national origin.

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

Americans with Disabilities Act (ADA): Federal law ensuring salary reductions are not discriminatory against employees with disabilities and providing reasonable accommodations if needed.

Equal Pay Act: Federal law requiring equal pay for equal work, ensuring salary reductions don't create discriminatory pay disparities between genders.

Performance Documentation Requirements: Need for proper documentation including performance reviews, progressive discipline records, and Performance Improvement Plans (PIPs) to justify salary reduction.

State Notice Requirements: State-specific regulations regarding advance notice periods and written notification requirements for changes in compensation.

Worker Protection Laws: State-specific regulations protecting workers from unfair treatment and retaliation in connection with salary reductions.