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WARN Act: Federal Worker Adjustment and Retraining Notification Act requiring 60-day advance notification for qualifying mass layoffs and plant closings

FLSA: Fair Labor Standards Act governing final wage payments, overtime calculations, and other compensation matters during demobilization

Title VII Civil Rights Act: Ensures demobilization decisions are not based on discriminatory factors such as race, color, religion, sex, or national origin

ADEA: Age Discrimination in Employment Act protecting workers 40 and older from age-based discrimination in demobilization decisions

ADA: Americans with Disabilities Act ensuring demobilization decisions do not discriminate against qualified individuals with disabilities

COBRA: Consolidated Omnibus Budget Reconciliation Act requiring employers to offer continuation of health coverage to terminated employees

State WARN Acts: State-specific versions of WARN Act, often with more stringent requirements for employee notification and protection

State Final Paycheck Laws: State-specific requirements for timing and method of delivering final compensation to terminated employees

State Unemployment Insurance: State-specific regulations governing unemployment benefits eligibility and employer obligations during demobilization

Employment Agreements: Existing employment contracts, collective bargaining agreements, and company policies that may affect demobilization terms

Non-Compete and Confidentiality: Ongoing obligations regarding trade secrets, confidential information, and competitive restrictions post-employment

Benefits Documentation: Required information about continuation of benefits, including health insurance, retirement plans, and other employee benefits

Company Property Return: Documentation and procedures for the return of company assets, equipment, and proprietary materials

Notice Periods: Required notification timeframes under federal law, state law, and contractual agreements