Connecticut Sample WARN Notification Letter - to Individual Employee
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FAQ
Not all dislocations require a 60-day notice; the WARN Act makes certain exceptions to the requirements when employers can show that layoffs or worksite closings occur due to faltering companies, unforeseen business circumstances, and natural disasters.
The following states or territories have their own versions of the WARN Act that expand on the protections of the federal law, by covering small layoffs or by having fewer exceptions: California, Hawaii, Illinois, Iowa, Maine, New Hampshire, New Jersey, New York, Tennessee, Wisconsin and the Virgin Islands.
When an arbitrator is evaluating an employee misconduct case, the relative value of the damage is the primary factor in considering the appropriate discipline; the person's deliberate and malicious intent has relatively little significance.
The Warn Act: Warning of Layoffs to Employees - The Federal and California Law. The Worker Adjustment and Retraining Notification Act (WARN Act) is a federal act that requires certain employers to give advance notice of significant layoffs to their employees.
Under which of the following circumstances is a successor employer considered to be guilty of an unfair labor practice? The successor employer refuses to hire existing employees due to their union status.
Which of the following factors must be present for the successorship doctrine to apply to the purchaser of a business employing union members? The successor should substantially continue the business operations of the predecessor.
The Worker Adjustment and Retraining Notification (WARN) Act is a federal law that requires employer with 100 or more full-time workers to give 60-days advance notice of a plant closing or mass layoff.
Those sixteen states with so-called mini-WARN acts are: California, Connecticut, Hawaii, Illinois, Kansas, Maine, Massachusetts, Michigan, Minnesota, New Hampshire, New Jersey, Oregon, Rhode Island, South Carolina, Tennessee and Wisconsin. These mini-WARN's vary greatly in scope and effect.
Connecticut has no mini-WARN Act or other notice requirements for group layoffs (see Question 1). The Connecticut Department of Labor enforces the insurance notification requirement and the Connecticut Plant Closing Law.
3) When is an employer required to provide 60-day advance written notice under the WARN Act? Under the federal WARN Act, employers are required to provide written advance notice in the event of either a plant closing or a mass layoff. Both of these events are specifically defined under the Act.
