As economists continue to deliver gloomy economic forecasts, facility closures and workforce restructurings are becoming more prevalent. Employers must be mindful of a myriad of considerations when planning and implementing layoffs. Among those considerations is the federal Worker Adjustment and Retraining Notification Act, as well as its various state counterparts. If the WARN Act is triggered, WARN notices must be provided to affected employees, any applicable union, and various government entities within 60 days of the employees’ termination. A new ASA issue paper, written by Isaac J. Burker, Esq., of Jackson Lewis PC, examines when WARN Act notifications are required and tips for staffing agencies to stay in compliance.
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