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The Loudermill letter fulfills the requirement of (written) notice, and should include an explanation of the employer's evidence ("to act as a check for mistaken accusations"). To fulfill the remaining Due Process requirements, a Loudermill letter will also have to inform the employee of his opportunity for a Loudermill hearing .
It applies to companies with 50 or more employees (unlike 100 for the federal law) where either 25 (50 for the federal law) or more workers are affected, if that number makes up at least 33% of the workers on that site. NY WARN Act requires a 90-day notice from the employer, unlike the federal Act that requires a 60-day notice. [6]
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.
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 ...
The U.S. Federal Emergency Management Agency - whose mission is to help people before, during and after disasters - fired an employee who advised her survivor assistance team in Florida to not go ...
Authorities in California have busted 117 sticky-fingered grinches who were part of an organized holiday shoplifting ring. California Highway Patrol recovered 767 stolen items worth more than ...
The other America, where the vast majority live, consists of tens of millions of families who are struggling to put food on the table, pay their bills and worry that their kids will have a lower ...
The GEO filed these cards as a petition with the Illinois Educational Labor Relations Board (IELRB) to request a union election. [6] In 1998, the Labor Board reviewed the petition and two of the three members in the committee ruled that graduate assistants would not be considered employees. GEO then appealed this case to the Illinois Court of ...