FMLA Compliance: Family and Medical Leave Act must be considered to ensure the reprimand doesn't violate protected leave rights under federal law
ADA Compliance: Americans with Disabilities Act requirements must be reviewed to ensure reasonable accommodations are considered
Title VII Compliance: Title VII of the Civil Rights Act must be considered to ensure the reprimand is not discriminatory in nature
State Leave Laws: Specific state sick leave laws and regulations must be reviewed for compliance
State Labor Codes: Applicable state labor codes must be considered for attendance and disciplinary actions
FLSA Compliance: Fair Labor Standards Act requirements must be reviewed, particularly regarding time tracking and documentation
CBA Review: Any applicable Collective Bargaining Agreements must be reviewed to ensure compliance with union requirements
Company Policy Alignment: Internal company policies and procedures must be referenced to ensure consistent application
Documentation Standards: Proper documentation requirements including specific instances, dates, and previous warnings must be maintained
Progressive Discipline: Ensure alignment with company's progressive discipline policy and documentation of previous steps taken
Employee Response Rights: Include provisions for employee explanation or response to the reprimand
Improvement Plan: Clear expectations for improvement and timeline must be outlined in the document
Consequences Documentation: Specific consequences for continued violations must be clearly stated
