by Linda Claxton, Jeanette M. Kang and S. Adam Spiewak, Esqs., Ogletree Deakins, Los Angeles
The downturn has hit California hard. According to the U.S. Department of Labor, more initial unemployment claims due to mass layoffs have been recently filed here than in any other state. Many stable California employers find themselves for the first time contemplating reductions in force in order to survive.
If you’re considering a large-scale layoff, be prepared to familiarize yourself with California’s version of the federal Worker Adjustment and Retraining Notification (WARN) Act, informally known as the “Baby WARN Act.” Both the federal and state laws require employers to give advance notice to affected employees and alert certain government agencies about future employment losses.
Under the California WARN Act, qualifying employers—public and private—must provide 60 days’ advance notice of mass layoffs, relocations an...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- N.C. workers can cite 'public policy' violations in wrongful discharge cases
- Court strikes down embattled NLRB's 'ambush election' rule
- What's a 'reasonable' ADA accommodation? See new guide
- No 'Hands-Off' status just because of discrimination complaint