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Title VII of the Civil Rights Act: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Must ensure reassignment decisions are not discriminatory.

Americans with Disabilities Act (ADA): Federal law requiring employers to provide reasonable accommodations for employees with disabilities, including reassignment when appropriate.

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

Fair Labor Standards Act (FLSA): Federal law governing wages, overtime, and employment standards. Relevant when reassignment affects compensation or hours.

Family and Medical Leave Act (FMLA): Federal law providing eligible employees with job-protected leave. Important if reassignment relates to medical conditions or family circumstances.

State Labor Codes: State-specific employment laws that may provide additional or different requirements for employee reassignments.

State Wage and Hour Regulations: State-specific rules governing compensation, working hours, and overtime that may affect reassignment terms.

State Discrimination Laws: State-level protections against discrimination that may be broader than federal laws and affect reassignment decisions.

Employment Agreement Compliance: Review and compliance with existing employment contracts, collective bargaining agreements, and company policies.

Worker Classification Rules: Regulations governing employee classification and status that may be affected by job reassignment.

Benefits Compliance: Consideration of how reassignment affects employee benefits and ensuring compliance with benefit plan requirements.

Immigration Compliance: If applicable, ensuring reassignment complies with visa and immigration requirements for foreign workers.