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Title VII Civil Rights Act 1964: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Must be considered to ensure re-employment terms are non-discriminatory.

ADEA: Age Discrimination in Employment Act protects workers 40 and older from age discrimination. Essential for fair re-employment considerations.

ADA: Americans with Disabilities Act requires reasonable accommodations for qualified individuals with disabilities. Must be addressed in re-employment terms if applicable.

FLSA: Fair Labor Standards Act governs minimum wage, overtime pay, and classification of employees. Critical for establishing new employment terms.

FMLA: Family and Medical Leave Act provides eligible employees with job-protected leave. Important for establishing continued eligibility in re-employment.

NLRA: National Labor Relations Act protects workers' rights to organize and bargain collectively. Must be considered in re-employment terms.

State Employment Laws: Various state-specific regulations regarding wages, discrimination, leave, and worker protection that may exceed federal requirements.

Prior Employment Records: Previous termination circumstances, settlement agreements, non-compete clauses, and any pending claims that could affect re-employment.

Employment Classification: Specification of at-will status, exempt/non-exempt classification, and full-time/part-time status in new employment terms.

Required Documentation: I-9 verification, state-specific new hire documents, and employee handbook acknowledgments needed for re-employment.

Company Policies: Internal policies regarding probationary periods, benefits eligibility, and specific procedures for rehired employees.