Rules for tough times: California’s Baby WARN Act and layoffs — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily
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Rules for tough times: California’s Baby WARN Act and layoffs

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in Employment Law,Firing,Human Resources

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)

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{ 1 comment… read it below or add one }

Grace August 22, 2012 at 5:45 pm

Are there any CA Laws for small business lay-offs? Does the employer legally have to give you notice, pay? What if you got laid-off for a someone with less pay? A religous consultant instigates (no proof) so he has role in the company.


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