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- WARN Act Compliance Assistance - U. S. Department of Labor
This document provides answers to frequently asked questions that the Department of Labor has received from employers and employees during the Novel Coronavirus (COVID-19) pandemic regarding their responsibilities and protections under the WARN Act
- Worker Adjustment and Retraining Notification (WARN)
The WARN Act requires employers to give 60-days’ notice before a mass layoff, plant closure, or relocation Employers must notify employees and both state and local representatives
- What is the WARN Act? What employers need to know
Within defined circumstances, the WARN Act requires that workers receive an advance notice of 60 calendar days of a plant closing or mass layoff, meant to cushion the blow of employment loss to workers, their families, and their communities
- What Are the WARN Notice Requirements in California?
A detailed guide to California’s WARN notice compliance Define triggering events, required recipients, and the legal remedies for violations
- 20 CFR Part 639 -- Worker Adjustment and Retraining Notification
(a) Purpose of WARN The Worker Adjustment and Retraining Notification Act (WARN or the Act) provides protection to workers, their families and communities by requiring employers to provide notification 60 calendar days in advance of plant closings and mass layoffs
- Californias “WARN Act” - A Legal Guide for Workers
The California WARN Act (short for Worker Adjustment and Retraining Notification Act) is a regulation that requires covered employers to provide workers and local government officials with at least 60 days’ notice before one of the following three triggering events:
- California Mass Layoff Law: WARN Act Rules Explained
The WARN Act is crucial for employees facing potential layoffs in California Do you know your rights when a company plans mass job cuts? This article will clarify the WARN Act’s requirements, how it protects workers, and what you can do if these rules are violated
- Plant Closings and Layoffs - U. S. Department of Labor
DOL's Employment and Training Administration administers WARN but has no enforcement role in seeking damages for workers who did not receive adequate notice of a layoff or received no notice at all Some states also have their own plant closure laws
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