This Quick Reference chart will enable an employer to determine if it is covered by the Worker Adjustment and Retraining Notification (WARN) Act, and if so, whether the WARN Act requires advance notification for an upcoming layoff, site closure or reduction in force (RIF).
The employment at-will doctrine, accepted by nearly all 50 states, provides that either party may terminate the employment relationship at any time, for any reason. However, agencies, judges and juries in federal and state courts all expect employers to behave rationally and have a good explanation for their termination decisions. This How To assists an employer with terminating an at-will employee for misconduct.
Employers facing a mass layoff or reduction in force (RIF) must understand their obligations under the Worker Adjustment and Retraining Notification Act (WARN Act), which requires employers to provide advance notice of mass layoffs and plant closings to affected workers and their families in some situations. The employee identification process, however, is the employer's best tool to guard against future litigation from disgruntled employees. Employers should use this How To when considering and/or preparing employees for a mass layoff.
This checklist may be used to ensure proper steps are taken when identifying employees in a Reduction in Force (RIF) and in determining if the employer must comply with the strict provisions of the WARN Act.