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Civil Rights Act 1964 (Title VII): Federal law that prohibits discrimination in employment based on race, color, religion, sex, and national origin. Any waiver must not violate these fundamental protections.

Age Discrimination in Employment Act (ADEA): Federal law protecting workers 40 and older from age discrimination. Waivers must meet specific requirements under the Older Workers Benefit Protection Act (OWBPA).

Americans with Disabilities Act (ADA): Federal law protecting rights of individuals with disabilities. Waivers must not infringe on fundamental ADA protections.

Fair Labor Standards Act (FLSA): Federal law governing wages and hours. Private settlements of FLSA claims typically require Department of Labor or court approval.

Employee Retirement Income Security Act (ERISA): Federal law governing employee benefits. Certain ERISA rights cannot be waived.

State Labor Codes: State-specific laws governing employment relationships and worker protections. Waiver must comply with applicable state labor regulations.

State Civil Rights Laws: State-specific anti-discrimination protections, which may be broader than federal protections. Waiver must account for state-specific civil rights requirements.

Knowing and Voluntary Standard: Legal doctrine requiring that waivers must be knowingly and voluntarily executed to be enforceable. Includes factors like clarity of language and time to consider.

Consideration Requirement: Contract law principle requiring that the person waiving rights must receive something of value in exchange for the waiver.

Public Policy Limitations: Legal principle that certain rights cannot be waived as matter of public policy, such as the right to file charges with government agencies.

Unconscionability Doctrine: Legal principle that prevents enforcement of contracts that are grossly unfair to one party. Waiver must not be unconscionable in substance or procedure.

Alexander v. Gardner-Denver Precedent: Supreme Court case establishing principles regarding waiver of statutory rights, particularly in employment context.

Clear and Unambiguous Language Requirement: Legal requirement that waiver language must be clear and specific about what rights are being waived, written in understandable terms.

Right to Attorney Consultation: Legal requirement that the person signing the waiver must be given the opportunity to consult with an attorney before signing.

Workers' Compensation Exception: Legal principle that workers' compensation rights generally cannot be waived in advance, as matter of public policy.