Common use of Claims Released Clause in Contracts

Claims Released. Subject only to the exceptions noted in Section 1, Executive is voluntarily releasing all known and unknown, suspected and unsuspected claims, promises, causes of action, or similar rights of any type that EXECUTIVE has or may have as of the Separation Date with respect to any Released Party (IN SUCH released party's capacity as such) THAT RELATE TO EXECUTIVE'S EMPLOYMENT WITH NATCO AND ITS SUBSIDIARIES AND/OR THE TERMINATION THEREOF ("CLAIMS"). Executive understands that the Claims Executive is releasing might arise under general employment policies or agreements between NATCO and Executive or under any constitution, law, regulation, or ordinance that may apply, including the United States Constitution, the Texas or other state constitution, federal, state and local statutes, regulations, other administrative guidance, or common law doctrines, such as, but not limited to, the following: Anti-discrimination statutes, such as the Title VII of the Civil Rights Act of 1964, as amended by the Civil Rights Act of 1991, Section 1981 of the Civil Rights Act of 1866, and Executive Order 11,246, which prohibit discrimination based on race, color, national origin, religion, or sex; the Equal Pay Act of 1963, which prohibits paying men and women unequal pay for the same work; the Americans With Disabilities Act of 1990 and Sections 503 and 504 of the Rehabilitation Act of 1973, which prohibit discrimination based on disability; the Equal Employment Opportunity Act of 1972; and any other federal, state, or local laws prohibiting employment discrimination, all as amended. Federal employment statutes, such as the Workers Adjustment and Retraining Notification Act of 1988, which requires that advance notice be given of certain work force reductions; the Employee Retirement Income Security Act of 1974, which, among other things, protects employee benefits; the Fair Labor Standards Act of 1938, as amended, which regulates wage and hour matters; the Family and Medical Leave Act of 1993, which requires employers to provide leaves of absence under certain circumstances; the National Labor Relations Act, as amended; and any other federal laws relating to employment, such as veterans' reemployment rights laws, all as amended. Other laws, such as any federal, state, or local human rights, fair employment, and other laws and regulations and/or executive orders prohibiting discrimination on account of age, race, sex, sexual orientation, national origin, religion, handicap, disability, marital status, citizenship, veterans status, or other protected category; any federal, state, or local laws restricting an employer's right to terminate employees, or otherwise regulating employment; any federal, state, or local law enforcing express or implied employment contracts or requiring an employer to deal with employees fairly or in good faith; any other federal, state, or local laws providing recourse for alleged wrongful discharge, breach of contract, tort, physical or personal injury, emotional distress, fraud, negligent misrepresentation, defamation, and similar or related claims.

Claims Released. Subject only to the exceptions noted in Section 1, Executive Employee understand and agree he is voluntarily releasing all known and unknown, suspected and unsuspected unknown claims, promises, causes of action, or similar rights of any type that EXECUTIVE has or he may have as of the Separation Date with respect to (“Claims”) against any Released Party Party, except he is not releasing any claim that relates to: (IN SUCH released party's capacity as suchi) THAT RELATE TO EXECUTIVE'S EMPLOYMENT WITH NATCO AND ITS SUBSIDIARIES AND/OR THE TERMINATION THEREOF his right to enforce this Agreement or ("CLAIMS")iii) any rights or claims which may arise or accrue after he signs this Agreement. Executive Employee further understands that the Claims Executive he is releasing might may arise under general employment policies or agreements between NATCO and Executive or under any constitution, law, regulation, or ordinance that may apply, many different laws (including the United States Constitution, the Texas or other state constitution, federal, state and local statutes, regulations, other administrative guidance, or and common law doctrines), such asincluding, but not by no means limited to, the following: : 1. Anti-discrimination statutes, such as the Age Discrimination in Employment Act, the Older Workers Benefit Protection Act, and Executive Order 11141, all of which prohibit age discrimination in employment; Title VII of the Civil Rights Act of 1964, as amended by the Civil Rights Act of 1991, Section 1981 of the Civil Rights Act of 1866, and Executive Order 11,24611246, which prohibit discrimination based on race, color, national origin, religion, or sexsex (including sexual harassment); the Equal Pay Act of 1963Act, which prohibits paying men and women unequal pay for the same equal work; the Americans With Disabilities Act of 1990 and Sections 503 and 504 of the Rehabilitation Act of 1973Act, which prohibit prohibits discrimination based on disability; the Equal Employment Opportunity Act of 1972; and any other federal, state, or local laws prohibiting employment or wage discrimination, all as amended. Initial: /s/ JF 2. Federal employment statutes, such as the Workers Adjustment and Retraining Notification Act of 1988WARN Act, which requires that advance notice be given of certain work force reductions; the Employee Retirement Income Security Act of 1974, which, among other things, protects employee benefits; the Fair Labor Standards Act of 1938, as amended, 1938 and state laws which regulates wage and hour matters; the Family and Medical Leave Act of 1993, which requires employers to provide leaves of absence under certain circumstances; the National Labor Relations Act, as amended; and any other federal laws relating to employment, such as veterans' ’ reemployment rights laws, all as amended. 3. Other laws, such as any federal, state, or local human rights, fair employment, and other laws and regulations and/or executive orders prohibiting discrimination on account of age, race, sex, sexual orientation, national origin, religion, handicap, disability, marital status, citizenship, veterans status, or other protected category; any federal, state, or local laws restricting an employer's ’s right to terminate employees, pertaining to employee’s pay, or otherwise regulating employment; any federal, state, or local law enforcing express or implied employment contracts contracts, or requiring an employer to deal with employees fairly or in good faith; any other federal. 4. Tort and Contract Claims, state, or local laws providing recourse such as claims for alleged wrongful discharge, breach of contractnegligence, tortnegligent hiring, supervision, or retention, physical or personal injury, emotional distress, fraud, negligent fraud in the inducement, misrepresentation, defamation, invasion of privacy, interference with contract or with prospective economic advantage, breach of express or implied contract, promissory estoppel, and similar or related claims. 5. Examples of released Claims include, but are not limited to: (i) Claims that in any way relate to Employee’s employment with the Company or any other Released Party, or the termination of that employment, such as Claims for compensation, bonuses, commissions, lost wages, or unused accrued vacation or sick pay; (ii) Claims that in any way relate to the design or administration of any employee benefit program; (iii) Claims that Employee has irrevocable or vested rights to severance or similar benefits or to post-employment health or group insurance benefits; or (iv) any Claims to attorneys’ fees or other indemnities.

Claims Released. Subject only to the exceptions noted in Section 1, Executive is voluntarily I understand and agree that I am releasing all known and unknownunknown claims, suspected and unsuspected claimsdemands, promises, causes of action, or similar action and rights of any type that EXECUTIVE has or I may have as had or currently have (the “Claims”) against each and every Released Party based on, relating to, or arising out of any fact, act, omission, event, conduct, representation, agreement or other matter whatsoever relating to my employment with the Company and termination of such employment, except that I am not releasing any claim to enforce: (i) this Agreement; (ii) any right, if any, to claim government-provided unemployment benefits; (iii) any rights or claims that wholly arise or accrue after I sign this Agreement; (iv) any right to vested accrued benefits or compensation under Company plans and arrangements; and (v) any right to indemnification by the Company or any of the Separation Date with respect Released Parties or to coverage under any applicable directors’ and officers’ or other third party liability insurance policy(ies) then maintained by the Company or any Released Party (IN SUCH released party's capacity as such) THAT RELATE TO EXECUTIVE'S EMPLOYMENT WITH NATCO AND ITS SUBSIDIARIES AND/OR THE TERMINATION THEREOF ("CLAIMS")Parties. Executive understands I further understand that the Claims Executive is I am releasing might may arise under general employment policies or agreements between NATCO and Executive or under any constitution, law, regulation, or ordinance that may apply, many different laws (including the United States Constitution, the Texas or other state constitution, federal, state and local statutes, regulations, other administrative guidance, or guidance and common law doctrines, such as, ) including but not by no means limited to, the following: : 1. Anti-discrimination statutes, all as amended, such as the Age Discrimination in Employment Act (“ADEA”), the Older Workers Benefit Protection Act (“OWBPA”), and Executive Order 11141, which prohibit age discrimination in employment; Title VII of the Civil Rights Act of 1964, as amended by the Civil Rights Act of 1991, Section 1981 of the Civil Rights Act of 1866, and Executive Order 11,24611246, which prohibit discrimination based on race, color, national origin, religion, or sex; the Equal Pay Act of 1963Act, which prohibits paying men and women unequal pay for the same equal work; the Americans With Disabilities Act of 1990 and Sections 503 and 504 of the Rehabilitation Act of 1973, which prohibit discrimination based on disability; the Equal Employment Opportunity Act of 1972; and any other federal, state, state or local laws prohibiting employment or wage discrimination, all as amendedincluding the laws of Texas. 2. Federal employment statutes, all as amended, such as the Workers Adjustment and Retraining Notification Act of 1988WARN Act, which requires that advance notice be given of certain work force reductions; the Employee Retirement Income Security Act of 1974, which, among other things, protects employee benefits; the Fair Labor Standards Act of 1938, as amended, 1938 and laws which regulates regulate wage and hour matters; the Family and Medical Leave Act of 1993, which requires employers to provide leaves of absence under certain circumstances; the National Labor Relations Act, as amended; and any other federal laws relating to employment, such as veterans' ’ reemployment rights laws, all as amended. 3. Other laws, as amended, such as any federal, state, or local human rights, fair employment, and other laws and regulations and/or executive orders prohibiting discrimination on account of age, race, sex, sexual orientation, national origin, religion, handicap, disability, marital status, citizenship, veterans status, or other protected category; any federal, state, state or local laws providing workers’ compensation benefits (or prohibiting workers’ compensation retaliation), restricting an employer's ’s right to terminate employees, employees or otherwise regulating employment; any federal, state, state or local law enforcing express or implied employment contracts or requiring an employer to deal with employees fairly or in good faith; any other federal. 4. Tort and contract claims, state, or local laws providing recourse such as claims for alleged wrongful discharge, breach of contractnegligence, tortnegligent hiring, negligent supervision, negligent retention, physical or personal injury, emotional distress, fraud, fraud in the inducement, negligent misrepresentation, defamation, invasion of privacy, interference with contract or with prospective economic advantage, breach of express or implied contract, breach of covenants of good faith and fair dealing, promissory estoppel, and similar or related claims.

Claims Released. Subject only to the exceptions noted in Section 1, Executive is voluntarily I understand and agree that I am releasing all known and unknownunknown claims, suspected and unsuspected claimsdemands, promises, causes of action, or similar action and rights of any type that EXECUTIVE has or I may have as had or currently have (the “Claims”) against each and every Released Party based on, relating to, or arising out of any fact, act, omission, event, conduct, representation, agreement or other matter whatsoever relating to my employment with the Company and termination of such employment, except that I am not releasing any claim to enforce: (i) this Agreement; (ii) any right, if any, to claim government-provided unemployment benefits; (iii) any rights or claims that wholly arise or accrue after I sign this Agreement; (iv) any right to vested accrued benefits or compensation under Company plans and arrangements; and (v) any right to indemnification by the Company or any of the Separation Date with respect Released Parties or to coverage under any applicable directors’ and officers’ or other third party liability insurance policy(ies) then maintained by the Company or any Released Party (IN SUCH released party's capacity as such) THAT RELATE TO EXECUTIVE'S EMPLOYMENT WITH NATCO AND ITS SUBSIDIARIES AND/OR THE TERMINATION THEREOF ("CLAIMS")Parties. Executive understands I further understand that the Claims Executive is I am releasing might may arise under general employment policies or agreements between NATCO and Executive or under any constitution, law, regulation, or ordinance that may apply, many different laws (including the United States Constitution, the Texas or other state constitution, federal, state and local statutes, regulations, other administrative guidance, or guidance and common law doctrines, such as, ) including but not by no means limited to, the following: : 1. Anti-discrimination statutes, all as amended, such as the Age Discrimination in Employment Act (“ADEA”), the Older Workers Benefit Protection Act (“OWBPA”), and Executive Order 11141, which prohibit age discrimination in employment; Title VII of the Civil Rights Act of 1964, as amended by the Civil Rights Act of 1991, Section 1981 of the Civil Rights Act of 1866, and Executive Order 11,24611246, which prohibit discrimination based on race, color, national origin, religion, or sex; the Equal Pay Act of 1963Act, which prohibits paying men and women unequal pay for the same equal work; the Americans With Disabilities Act of 1990 and Sections 503 and 504 of the Rehabilitation Act of 1973, which prohibit discrimination based on disability; the Equal Employment Opportunity Act New York State Human Rights Law, the New York Labor Law (including but not limited to the New York State Worker Adjustment and Retraining Notification Act, all provisions prohibiting discrimination and retaliation, and all provisions regulating wage and hour law), the New York State Correction Law, the New York State Civil Rights Law, Section 125 of 1972the New York Workers’ Compensation Law, and the New York City Human Rights; and any other federal, state, state or local laws prohibiting employment or wage discrimination, all as amendedincluding the laws of Bermuda, including, but not limited to the Employment Act of 2000 and the Human Rights Act of 1981. 2. Federal employment statutes, all as amended, such as the Workers Adjustment and Retraining Notification Act of 1988WARN Act, which requires that advance notice be given of certain work force reductions; the Employee Executive Retirement Income Security Act of 1974, which, among other things, protects employee benefits; the Fair Labor Standards Act of 1938, as amended, 1938 and laws which regulates regulate wage and hour matters; the Family and Medical Leave Act of 1993, which requires employers to provide leaves of absence under certain circumstances; the National Labor Relations Act, as amended; and any other federal laws relating to employment, such as veterans' ’ reemployment rights laws, all as amended. 3. Other laws, as amended, such as any federal, state, or local human rights, fair employment, and other laws and regulations and/or executive orders prohibiting discrimination on account of age, race, sex, sexual orientation, national origin, religion, handicap, disability, marital status, citizenship, veterans status, or other protected category; any federal, state, state or local laws providing workers’ compensation benefits (or prohibiting workers’ compensation retaliation), restricting an employer's ’s right to terminate employees, employees or otherwise regulating employment; any federal, state, state or local law enforcing express or implied employment contracts or requiring an employer to deal with employees fairly or in good faith; any other federal. 4. Tort and contract claims, state, or local laws providing recourse such as claims for alleged wrongful discharge, breach of contractnegligence, tortnegligent hiring, negligent supervision, negligent retention, physical or personal injury, emotional distress, fraud, fraud in the inducement, negligent misrepresentation, defamation, invasion of privacy, interference with contract or with prospective economic advantage, breach of express or implied contract, breach of covenants of good faith and fair dealing, promissory estoppel, and similar or related claims.

Claims Released. Subject only to the exceptions noted in Section 1, Executive is voluntarily releasing all known and unknown, suspected and unsuspected claims, promises, causes of action, or similar rights of any type that EXECUTIVE has or may have as of the Separation Date with respect to any Released Party (IN SUCH released party's capacity as such) THAT RELATE TO EXECUTIVE'S EMPLOYMENT WITH NATCO THE COMPANY AND ITS SUBSIDIARIES AND/OR THE TERMINATION THEREOF ("CLAIMS"). Executive understands that the Claims Executive is releasing might arise under general employment policies or agreements between NATCO the Company and Executive or under any constitution, law, regulation, or ordinance that may apply, including the United States Constitution, the Texas or other state constitution, federal, state and local statutes, regulations, other administrative guidance, or common law doctrines, such as, but not limited to, the following: Anti-discrimination statutes, such as the Title VII of the Civil Rights Act of 1964, as amended by the Civil Rights Act of 1991, Section 1981 of the Civil Rights Act of 1866, and Executive Order 11,246, which prohibit discrimination based on race, color, national origin, religion, or sex; the Equal Pay Act of 1963, which prohibits paying men and women unequal pay for the same work; the Americans With Disabilities Act of 1990 and Sections 503 and 504 of the Rehabilitation Act of 1973, which prohibit discrimination based on disability; the Equal Employment Opportunity Act of 1972; and any other federal, state, or local laws prohibiting employment discrimination, all as amended. Federal employment statutes, such as the Workers Adjustment and Retraining Notification Act of 1988, which requires that advance notice be given of certain work force reductions; the Employee Retirement Income Security Act of 1974, which, among other things, protects employee benefits; the Fair Labor Standards Act of 1938, as amended, which regulates wage and hour matters; the Family and Medical Leave Act of 1993, which requires employers to provide leaves of absence under certain circumstances; the National Labor Relations Act, as amended; and any other federal laws relating to employment, such as veterans' reemployment rights laws, all as amended. Other laws, such as any federal, state, or local human rights, fair employment, and other laws and regulations and/or executive orders prohibiting discrimination on account of age, race, sex, sexual orientation, national origin, religion, handicap, disability, marital status, citizenship, veterans status, or other protected category; any federal, state, or local laws restricting an employer's right to terminate employees, or otherwise regulating employment; any federal, state, or local law enforcing express or implied employment contracts or requiring an employer to deal with employees fairly or in good faith; any other federal, state, or local laws providing recourse for alleged wrongful discharge, breach of contract, tort, physical or personal injury, emotional distress, fraud, negligent misrepresentation, defamation, and similar or related claims. This Release also applies to any claims brought by any person or agency on Executive's behalf and any class action under which Executive may have a right or benefit.

Claims Released. Subject only to the exceptions noted in Section 1, Executive is voluntarily I understand and agree that I am releasing all known and unknownunknown claims, suspected and unsuspected claimsdemands, promises, causes of action, or similar action and rights of any type that EXECUTIVE has or I may have as had or currently have (the “Claims”) against each and every Released Party based on, relating to, or arising out of any fact, act, omission, event, conduct, representation, agreement or other matter whatsoever relating to my employment with the Company and termination of such employment , except that I am not releasing any claim to enforce: (i) this Agreement; (ii) any right, if any, to claim government-provided unemployment benefits;(iii) any rights or claims that wholly arise or accrue after I sign this Agreement; (iv) any right to vested accrued benefits or compensation under Company plans and arrangements; and (v) any right to indemnification by the Company or any of the Separation Date with respect Released Parties or to coverage under any applicable directors’ and officers’ or other third party liability insurance policy(ies) then maintained by the Company or any Released Party (IN SUCH released party's capacity as such) THAT RELATE TO EXECUTIVE'S EMPLOYMENT WITH NATCO AND ITS SUBSIDIARIES AND/OR THE TERMINATION THEREOF ("CLAIMS")Parties. Executive understands I further understand that the Claims Executive is I am releasing might may arise under general employment policies or agreements between NATCO and Executive or under any constitution, law, regulation, or ordinance that may apply, many different laws (including the United States Constitution, the Texas or other state constitution, federal, state and local statutes, regulations, other administrative guidance, or guidance and common law doctrines, such as, ) including but not by no means limited to, the following: : 1. Anti-discrimination statutes, all as amended, such as the Age Discrimination in Employment Act (“ADEA”), the Older Workers Benefit Protection Act (“OWBPA”), and Executive Order 11141, which prohibit age discrimination in employment; Title VII of the Civil Rights Act of 1964, as amended by the Civil Rights Act of 1991, Section 1981 of the Civil Rights Act of 1866, and Executive Order 11,24611246, which prohibit discrimination based on race, color, national origin, religion, or sex; the Equal Pay Act of 1963Act, which prohibits paying men and women unequal pay for the same equal work; the Americans With Disabilities Act of 1990 and Sections 503 and 504 of the Rehabilitation Act of 1973, which prohibit discrimination based on disability; the Equal Employment Opportunity Act of 1972; and any other federal, state, state or local laws prohibiting employment or wage discrimination, all as amendedincluding the laws of Bermuda, including but not limited to the Employment Act of 2000 and the Human Rights Act of 1981. 2. Federal employment statutes, all as amended, such as the Workers Adjustment and Retraining Notification Act of 1988WARN Act, which requires that advance notice be given of certain work force reductions; the Employee Retirement Income Security Act of 1974, which, among other things, protects employee benefits; the Fair Labor Standards Act of 1938, as amended, 1938 and laws which regulates regulate wage and hour matters; the Family and Medical Leave Act of 1993, which requires employers to provide leaves of absence under certain circumstances; the National Labor Relations Act, as amended; and any other federal laws relating to employment, such as veterans' ’ reemployment rights laws, all as amended. 3. Other laws, as amended, such as any federal, state, or local human rights, fair employment, and other laws and regulations and/or executive orders prohibiting discrimination on account of age, race, sex, sexual orientation, national origin, religion, handicap, disability, marital status, citizenship, veterans status, or other protected category; any federal, state, state or local laws providing workers’ compensation benefits (or prohibiting workers’ compensation retaliation), restricting an employer's ’s right to terminate employees, employees or otherwise regulating employment; any federal, state, state or local law enforcing express or implied employment contracts or requiring an employer to deal with employees fairly or in good faith; any other federal. 4. Tort and contract claims, state, or local laws providing recourse such as claims for alleged wrongful discharge, breach of contractnegligence, tortnegligent hiring, negligent supervision, negligent retention, physical or personal injury, emotional distress, fraud, fraud in the inducement, negligent misrepresentation, defamation, invasion of privacy, interference with contract or with prospective economic advantage, breach of express or implied contract, breach of covenants of good faith and fair dealing, promissory estoppel, and similar or related claims.

Claims Released. Subject only to the exceptions noted in Section 1, Executive is voluntarily releasing The claims released include all known and unknown, suspected and unsuspected claims, promises, debts, causes of action, action or similar rights of any type that EXECUTIVE has or may nature ▇▇▇▇▇▇▇▇▇▇▇ and his spouse have as of or had against the Separation Date with respect to any Released Party (IN SUCH released party's capacity as such) THAT RELATE TO EXECUTIVE'S EMPLOYMENT WITH NATCO AND ITS SUBSIDIARIES AND/OR THE TERMINATION THEREOF ("CLAIMS"). Executive understands that the Claims Executive is releasing might arise under general employment policies or agreements between NATCO and Executive or under any constitution, law, regulation, or ordinance that may applyParties, including the United States Constitution, the Texas or other state constitution, federal, state and local statutes, regulations, other administrative guidance, or common law doctrines, such as, but not limited to those which in any way relate to: (a) ▇▇▇▇▇▇▇▇▇▇▇’▇ employment with DORAL, or the following: Anti-discrimination statutestermination of that employment, such as claims for compensation, bonuses, commissions, lost wages or unused accrued vacation, or sick pay; (b) the design or administration of any long-term incentive plan, benefits, perquisites, employee benefit program or ▇▇▇▇▇▇▇▇▇▇▇’▇ and his spouse’s entitlement to benefits under any such plan, benefits, perquisites, or program, including, without limitation, any stock, stock option plan, or retention program; (c) any rights Spagnoletti and his spouse have to severance or similar benefits under any program, policy or procedure of the Company or any related or affiliated company ; (d) any claims to attorneys fees or other indemnities; and (e) any other claims or demands ▇▇▇▇▇▇▇▇▇▇▇ and his spouse may on any basis have. The claims released, for example, may have arisen under any of the following statutes or legal doctrines: 2.2.1. Anti-Discrimination Statutes, such as Title VII of the Civil Rights Act of 1964, as amended by the Civil Rights Act of 1991, Section § 1981 of the Civil Rights Act of 1866, 1866 and Executive Order 11,24611246, which prohibit discrimination based on race, color, national origin, religion, sex or sexretaliation; the Equal Pay Act of 1963Act, which prohibits paying men and women unequal pay for the same equal work; the Americans American With Disabilities Act of 1990 and Sections § 503 and § 504 of the Rehabilitation Act of 1973, which prohibit discrimination based on disabilityagainst the disabled; the Equal Employment Opportunity Act Family and Medical Leave Act, which protects employee rights to leave; the Constitution of 1972Puerto Rico, which prohibits discriminatory treatment; and any other federalLaw 69 of July 6, state1985, or local laws prohibiting employment discriminationwhich prohibits discrimination on the basis of sex; Law 17 of April 22, all as amended1988, which prohibits sexual harassment. 2.2.2. Federal employment statutesEmployment Statutes, such as the Workers Adjustment and Retraining Notification Act of 1988, which requires that advance notice be given of certain work force reductions; the Employee Retirement Income Security Act of 19741974 (“ERISA”), which, among other things, protects employee pension or health plan benefits; and the Fair Labor Standards Act of 1938, as amended, which regulates wage and hour matters. 2.2.3. Other Laws, such as Law 80 of May 30, 1976 (unjustified dismissal); the Family and Medical Leave Act Law 100 of 1993June 30, which requires employers to provide leaves 1959; Law 3 of absence under certain circumstances; the National Labor Relations ActMarch 13, 1942, as amended; Law 116 of December 20, 1992; Law 139 of June 26, 1968 (SINOT); Law 45 of April 18, 1935 (State Insurance Fund), however, the release of claims under Law 45 should not be interpreted as a limitation of the right to file a claim for workers’ compensation in the State Insurance Fund; law 44 of July 2, 1985; Law 379 of May 15, 1948 (Days and Hours of Work); Law 96 of June 26, 1956 (Minimum Wage); Law 180 of July 27, 1998; the Insurance and Civil Codes of Puerto Rico and any other federal laws relating to employmentfederal, such as veterans' reemployment rights state or local (including Puerto Rico) laws, all as amended. Other lawswhether based on statute, such as any federalregulation or common law, state, or local human rights, fair employment, and other laws and regulations and/or executive orders prohibiting discrimination on account of age, race, sex, sexual orientation, national origin, religion, handicap, disability, marital status, citizenship, veterans status, or other protected categoryproviding workers’ compensation benefits; any federal, state, or local laws restricting an employer's ’s right to terminate employees, employees or otherwise regulating employment; any federal, state, or local law enforcing express or implied employment contracts or requiring an employer to deal with employees fairly or in good faith; any other federal, state, or local laws providing recourse for alleged wrongful discharge, breach of contract, tortharassment or discrimination, physical or personal injury, emotional distress, fraud, negligent misrepresentation, defamationlibel, slander, defamation and similar or related claims.