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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]
Since they were first introduced by organized labor and the Department of Labor in the early 1950s, and first issued in a Revenue Ruling by the IRS in 1956, [23] SUB-Pay Plans have enabled employers to supplement the receipt of state unemployment insurance benefits for employees that experience an involuntary layoff.
Review Board of the Indiana Employment Security Division, 450 U.S. 707 (1981), was a case [1] in which the Supreme Court of the United States held that Indiana's denial of unemployment compensation benefits to petitioner violated his First Amendment right to free exercise of religion, under Sherbert v.
Though U.S. job creation has been impressive -- 517,000 jobs were added in January and unemployment dropped to 3.4%, according to the U.S. Department of Labor -- mass layoffs have been occurring in...
If you've recently lost your job in Indiana, you may be eligible for Indiana Unemployment Insurance benefits. This is a guide to filing your claim for Indiana unemployment benefits. Since each ...
Mass layoffs have been making headlines recently -- notably those in the tech industry -- but other sectors such as financial and media are also being hit. Next: Suze Orman's Top 26 Tips That Will...
Unemployment insurance is funded by both federal and state payroll taxes. In most states, employers pay state and federal unemployment taxes if: (1) they paid wages to employees totaling $1,500 or more in any quarter of a calendar year, or (2) they had at least one employee during any day of a week for 20 or more weeks in a calendar year, regardless of whether those weeks were consecutive.
Instead it is a matter of agreement between employers and employees. Severance agreements, among other things, could prevent an employee from working for a competitor and waive any right to pursue a legal claim against the former employer. Also, an employee may be giving up the right to seek unemployment compensation. An employment attorney may ...
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