Warn act documentation guidelines

Effective January 1, 2003, California employers contemplating a reduction in force must not only comply with the federal Worker Adjustment Retraining Act (WARN) [29 U.S.C. § 2101 et al.], but also with the new requirements of AB 2957, which will be set forth in California Labor Code sections 1400 through 1408.

In addition to waiver issues, workforce reductions or other substantial business changes often trigger additional legal obligations arising, for example, under the Worker Adjustment and Retraining Notification Act (WARN), the National Labor Relations Act (NLRA), the Employee Retirement Income Security Act (ERISA), relevant benefit plans, and Worker Adjustment and Retraining Notification Act Public Law 100-379 (29 U.S.C. §2101 et. seq.) Who is affected by the Worker Adjustment and Retraining Notification (WARN) Act? Employers with 100 or more full-time workers and the employer deems it necessary to do any of the following: Federal and State WARN Act Summary BY ETHAN LIPSIG, ALLAN S. BLOOM, M'ALYSSA C. MECENAS & ALEXANDER W. WOOD This chart briefly summarizes notice requirements under the federal Worker Adjustment and Retraining Notification ("WARN") Act, 29 U.S.C. §§ 2101-2109, and state WARN analogs for employers to whom those laws apply. Event at Site of In certain cases, employers must give the workers advanced notice of mass layoffs or plant closure. The Warn Act provides specific information on advance notice, employer responsibility and workers rights during mass layoffs or plant closure. Some states may have requirements for employee notification prior to termination or lay-off. Worker Adjustment and Retraining Notification (WARN) Act Congressional Research Service Summary Enacted by the 100th Congress, the Worker Adjustment and Retraining Notification (WARN) Act requires qualified employers that intend to carry out plant closings or mass layoffs to provide 60 Worker Adjustment and Retraining Notification. The New York State Worker Adj