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WARN Act Compliance: Federal Worker Adjustment and Retraining Notification Act requires employers to provide advance notice of mass layoffs or plant closings, may be applicable for large-scale contract non-renewals

Title VII Compliance: Ensure the non-renewal decision doesn't violate Title VII of the Civil Rights Act which prohibits discrimination based on race, color, religion, sex, or national origin

ADEA Compliance: Verify compliance with Age Discrimination in Employment Act to ensure the non-renewal isn't based on age discrimination for employees 40 and older

ADA Compliance: Confirm the non-renewal doesn't violate Americans with Disabilities Act protections for disabled employees

FMLA Considerations: Verify the non-renewal doesn't interfere with Family and Medical Leave Act rights or appear retaliatory for FMLA use

State Notice Requirements: Review and comply with state-specific requirements for notice periods and termination procedures

State WARN Requirements: Check for additional state-level WARN Act requirements which may be more stringent than federal law

Final Pay Requirements: Ensure compliance with state-specific laws regarding timing and method of final paycheck delivery

Benefits Continuation: Address continuation of benefits as required by state law and outline COBRA rights if applicable

Contract Terms Review: Review original employment contract for specific requirements regarding non-renewal notice and procedures

Collective Bargaining Review: Check any applicable collective bargaining agreements for additional requirements or restrictions on contract non-renewal

Company Policy Compliance: Ensure adherence to established company policies regarding contract renewal/non-renewal procedures

Performance Documentation: Maintain proper documentation of performance reviews and any relevant communication regarding performance issues

Non-Discriminatory Validation: Document clear, non-discriminatory business reasons for the non-renewal decision

End Date Specification: Clearly communicate the final date of employment and any transition requirements

Company Property Return: Specify requirements and process for returning company property, equipment, and documents

Confidentiality Obligations: Remind employee of ongoing confidentiality obligations and any applicable non-disclosure agreements

Non-Compete Provisions: Address any applicable non-compete or non-solicitation provisions that continue after contract termination