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).
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.
An employer may use this letter to notify affected employees of an impending layoff or plant closing. If an employer must comply with the WARN Act, further outlined steps must be taken.
HR guidance on layoffs, reductions in force, compliance with the federal Worker Adjustment and Retraining Notification (WARN) Act, and the importance of understanding corresponding or heightened WARN Act requirements based on state law.