Ad
related to: layoff disclosures and requirements
Search results
Results from the WOW.Com Content Network
Generally, the WARN Act's requirements and penalties apply when an employer continues to run the business in bankruptcy, rather than close the business, and also when an employer plans a closing or mass layoff before filing bankruptcy. The WARN Act does not apply to a trustee in bankruptcy whose sole function is to close the business. [4]
costs associated with exit or disposal plans (layoffs, shutting down a plant, or material change in services or outlets) material impairments; delisting from a securities exchange or failing to satisfy listing requirements; unregistered equity sales (private placements) modifications to shareholder rights; change in accountants
The way layoffs affect the economy varies from the industry that is doing the layoffs and the size of the layoff. If an industry that employs a majority of a region (freight in the northeast for example) suffers and has to lay employees off, there will be mass unemployment in an economically rich area.
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 ...
In new disclosures to the Senate Judiciary Committee, ... In 2024, after the company went through a round of layoffs, the team shrunk to a pre-2021 size of 74 full-time employees.
The layoffs - around 139 jobs - are expected to begin in the third quarter and would be completed by the end of 2024. Shares of the company, which had 925 full-time employees at the end of the ...
Labor Management Reporting and Disclosure Act; Long title: An act to provide for the reporting and disclosure of certain financial transactions and administrative practices of labor organizations and employers, to prevent abuses in the administration of trusteeships by labor organizations, to provide standards with respect to the election of officers of labor organizations, and for other purposes.
In the United States, there is no single federal or state law against constructive dismissal. However, it is recognized when intolerable working conditions violate employment legislation, such as the Family and Medical Leave Act, the Equal Pay Act, the Americans with Disabilities Act, and others.
Ad
related to: layoff disclosures and requirements