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The Worker Adjustment and Retraining Notification Act of 1988 (the "WARN Act") is a U.S. labor law that protects employees, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of planned closings and mass layoffs of employees. [1]
Prior to the hearing, the employee must be given a Loudermill letter–i.e. specific written notice of the charges and an explanation of the employer's evidence so that the employee can provide a meaningful response and an opportunity to correct factual mistakes in the investigation and to address the type of discipline being considered.
According to Cleveland Bd. of Educ. v. Loudermill, the process that is due a public employee includes a pre-termination hearing that provides "oral or written notice of the charges against him, an explanation of the employer's evidence, and an opportunity to present his side of the story." The Loudermill letter fulfills the requirement of ...
WARN requires a 60-day notice before a mass layoff or plant closing. The notice applies to employers with 100 or more full-time employees (not counting workers who have fewer than six months on ...
By almost any measure, the U.S. job market is humming along in high gear and has been for quite a while. The unemployment rate has hovered below 4% for nearly two years, according to U.S. Labor ...
A week ago, the media company announced it was set to lay off hundreds of employees as it was shutting down the website and also making moves to sell Refinery 29.
A less severe form of involuntary termination is often referred to as a layoff (also redundancy or being made redundant in British English). A layoff is usually not strictly related to personal performance but instead due to economic cycles or the company's need to restructure itself, the firm itself going out of business, or a change in the function of the employer (for example, a certain ...
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