The Worker Adjustment and Retraining Notification Act (WARN) requires employers to give advance notice during a mass layoff or plant shutdown. Knowing those circumstances and the definitions involving WARN (e.g., plant closing, mass layoff, employment loss, faltering company, temporary shutdown) is a requisite for avoiding WARN violations.WARN requires covered employers to give employees 60 days’ advance notice of a planned layoff or shutdown that affects at least 50 employees and results in a loss of work for more than six months, termination, or a certain reduction in work hours.
Employers covered under WARN employ:
- 100 or more employees, excluding part-time workers; or
- 100 or more employees, including part-time workers, who work more than a total of 4,000 hours per week (not including overtime).
Covered employers also include nonprofit organizations of the specified size, independent contractors, a...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- The danger of hiring 'Best of the worst' from résumé pile
- Why I represent management as an employment law attorney
- Manage interplay of all state and federal laws affecting pregnant employee's leave rights
- Judge nixes online notice of Gawker suit settlement