Maine Sample WARN Notification Letter - General Employee Notice
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How to fill out Sample WARN Notification Letter - General Employee Notice?
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FAQ
How to write a layoff letterAddress the letter directly to the employee.Be direct and concise about the layoff.Thank the employee for their contributions.Provide guidance for benefits and pay.List relevant resources for the employee.Include your name, title and contact info.
The script for letting an employee go is relatively straightforward, says Molinsky. Get to the point quickly: Be direct, be honest, and no small talk. Stybel recommends beginning the conversation by saying: 'I have some bad news to deliver today' because it emotionally prepares the individual.
Employers may not discriminate against an employee for inquiring about, disclosing, comparing or otherwise discussing the employee's wages with others.
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.
Administration of Mini-WARN ActThe Maine Severance Pay Act (MSPA) is enforced by the Maine Department of Labor. In addition, there is a private right of action for failure to pay severance pay as required by the MSPA (26 M.R.S. §625-B(4)).
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.
Dear Employee Name: I regret to inform you that you are being laid off from your position as position name effective date layoff goes into effect. This layoff should be considered permanent. A recent restructuring, economic downturn, buyout, etc requires that company name lays off number employees.
Under the WARN Act provisions, an employer who orders a plant closing or mass layoff without providing this notice is liable to each unnotified employee for back pay and benefits for up to 60 days during which the employer is in violation of the WARN Act.
Maine labor laws do not generally require employers to provide employees with severance pay. Typically, if an employer chooses to provide severance benefits, it must comply with the terms of its established policy or employment contract.
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.
