Helping Employees With WARN Act Claims
In an ever-changing economy, workers need to know when their employers may be thinking of closing a business or laying off a substantial number of employees. State and federal laws require employers to provide notification if these changes will be occurring.
If you have recently been impacted by a mass layoff or plant closure and you were not notified of these potential changes, you may have claims for a WARN Act violation. At Hearn Law Firm, PLLC, we represent clients throughout the region in state and federal matters regarding an employer’s failure to follow these specific requirements.
What Is The WARN Act?
The Worker Adjustment and Retraining Notification (WARN) Act is a federal law that requires employers to warn their employees if they plan to close a plant or enact mass layoffs. Many states have similar requirements in place as well. Complying with this law gives employees time to find other work before a plant closing or mass layoff and minimizes the disruption in their lives.
A WARN notice also alerts the State Rapid Response Dislocated Worker Unit, part of the U.S. Department of Labor. The unit provides services and assistance to displaced workers, including job searches, placement and training.
Generally, employers with more than 100 full-time employees must provide written notice of plant closings or mass layoffs at least 60 days in advance. When this notice isn’t provided, employees may be able to bring claims against their employers for the plant closure or mass layoff, which may result in back pay and pay for benefits that you may have received during the period in question.
We’ll Help You Understand Your Options
If you think your employer may have closed a plant or initiated a mass layoff that violates the WARN Act, our lawyers are here to help. We can help you hold your employer accountable and recover the compensation you are entitled to receive under state and federal laws. To schedule a consultation, call us at 866-583-8721 or request an appointment online.