Use this flowchart to properly choose the appropriate employees to be included in a reduction in force, and to navigate through the requirements of the Worker Adjustment and Retraining Notification (WARN) Act without creating further exposure for the employer.
In-depth review of the spectrum of Alaska employment law requirements HR must follow with respect to mass layoffs, reductions in force and plant closings.
An employer that must comply with the Worker Adjustment and Retraining Notification Act (WARN Act) for an impending mass layoff or reduction in force (RIF) must provide advance notice of the layoff or RIF. This How To will enable the employer to comply with the notification provisions of the WARN Act.
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 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).
HR guidance on downsizing efforts and mass layoffs/plant closings, the typical reasons to close a plant, common HR considerations in the course of a plant closing and planning for post-plant closing risk by complying with federal and state law.