Unfortunately, the economic reality of the COVID-19 pandemic, including recent shelter in place orders in California, is forcing employers to implement a range of cost-cutting measures – furloughs, temporary office and location closings, and layoffs. As employers continue to adjust operations during these extraordinary times, it is essential to remember the notice obligation under the federal Worker Adjustment and Retraining Notification (WARN) Act and similar state mini-WARN Acts like the California WARN Act.
The federal WARN Act requires employers to provide 60 days’ advance notice to covered employees, unions, and government officials prior to a plant closing or mass layoff at a single site of employment. State mini-WARN laws contain separate and distinct requirements from the federal WARN Act that are easy to overlook. Given the recent shelter in place orders issued in California which required all non-essential business to transition to work from home, many employers questioned whether they must comply with WARN.
Click here to learn more, including:
- Is your company subject to WARN?
- Exceptions to the 60-day notice period – “the unforeseen business exception” and California’s Executive Order
- Has your company suffered a triggering event?
- Immediate Action Required!