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Title VII of the Civil Rights Act 1964: Federal law that prohibits employment discrimination based on race, color, religion, sex, and national origin. Must ensure reassignment decisions are non-discriminatory.

Americans with Disabilities Act (ADA): Federal law requiring employers to provide reasonable accommodations to qualified employees with disabilities. Relevant if reassignment is related to disability accommodation.

Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from employment discrimination. Must ensure reassignment doesn't discriminate based on age.

Fair Labor Standards Act (FLSA): Federal law governing wage, hour, and overtime requirements. Important when reassignment involves changes in compensation or job classification.

Family and Medical Leave Act (FMLA): Federal law providing eligible employees with job-protected leave. Relevant if reassignment relates to return from leave or medical accommodations.

State Labor Laws: Various state-specific employment regulations that may affect reassignment terms, including state-specific wage laws and worker protections.

Employment Contract Compliance: Consideration of existing employment agreements, collective bargaining agreements, and company policies that may affect reassignment terms.

At-Will Employment Doctrine: Legal principle in most US states allowing employers to modify employment terms, while ensuring modifications don't violate other laws or contracts.

Documentation Requirements: Legal necessity for clear written communication of changes, acknowledgment of receipt, and proper record keeping of the reassignment process.