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Title VII Civil Rights Act: Federal law prohibiting employment discrimination based on race, color, religion, sex, and national origin. Must be reflected in handbook policies and acknowledgment.

Americans with Disabilities Act (ADA): Federal law requiring reasonable accommodations for disabled employees and protecting against disability discrimination.

Age Discrimination in Employment Act: Federal law protecting workers 40 and older from age discrimination in employment practices.

Fair Labor Standards Act: Federal law establishing minimum wage, overtime pay, recordkeeping, and youth employment standards.

Family and Medical Leave Act: Federal law providing eligible employees with unpaid, job-protected leave for specified family and medical reasons.

National Labor Relations Act: Federal law protecting employees' rights to organize and bargain collectively, affecting handbook language about unions and concerted activity.

Equal Pay Act: Federal law requiring equal pay for equal work regardless of gender.

GINA: Federal law protecting against discrimination based on genetic information in health insurance and employment.

State Employment Laws: Various state-specific regulations governing employment relationships and requiring specific handbook provisions.

At-Will Employment Disclaimer: Legal statement clarifying that employment is at-will and can be terminated by either party at any time, where applicable.

Non-Contractual Nature Statement: Clear declaration that the handbook does not constitute an employment contract.

Policy Modification Rights: Statement reserving employer's right to modify, revise, or terminate policies at any time.

Receipt Acknowledgment: Formal confirmation that employee has received, accessed, and reviewed the handbook.

Compliance Agreement: Employee's acknowledgment of responsibility to read, understand, and comply with handbook policies.

Supersession Clause: Statement indicating that current handbook supersedes all previous versions and policies.