California’s state WARN Act covers more employers and contains more triggering events than the federal WARN Act. State WARN Acts may offer workers stronger protection than the federal WARN Act, such as longer notice periods and higher damages. Outten & Golden attorneys are familiar with both the federal WARN Act and with the many state versions of the statute, and represent employees across the country in actions to recover lost pay. The Rapid Response Information Guide can be downloaded or printed for easy reference and provides a thorough break-down of the program as well as a list of services, resources, Rapid Response Regional Contacts and Workforce Development Board contacts. Email: warn-notice@dwd.in.gov For additional information on WARN Act requirements please refer to the links below or phone the U.S. Department of Labor at (202) 693-3500. Please contact the team directly at RA-LI-BWPO-Rapid@pa.gov and a member of the team will be in touch within 48 hours. Virgin Islands (requires 90 days notice and can apply to as few as 10 employees), 24 V.I. If you are a business with questions on the guidance, you can contact DCED at ra-dcedcs@pa.gov. State WARN Laws. For the most accurate and timely COVID-19 information in Pennsylvania, visit the PA Department of Health website, health.pa.gov, Facebook page and Twitter account. Each state has a designated office or officer with which the WARN notice must be filed. Former employees of recently shuttered Live Well Financial Inc. opened a proposed class Worker Adjustment and Retraining Notification Act complaint Wednesday in the U.S. District Court for Delaware, citing no-notice, mass layoffs in California and Virginia. Employee Coverage. Covered employers should continue to file a WARN even if you cannot meet the 60-day timeframe due to COVID-19. The site is read by a world-wide audience and employment laws and regulations vary from state to state and country to country. Employers with (1) 100 or more employees, excluding part-time employees, or (2) 100 or more employees, including part-time employees, who in the aggregate work more than 4,000 hours per week, exclusive of overtime, are subject to the WARN Act.1 The WARN Act generally requires covered employers to give written notice to employees or their representative, as well as the state, at least 60 days prior to a plant closing or mass layoff.2 A “plant closing” is defined as the permanent or temporary … The California WARN Act requires covered employers to provide advance notice to employees affected by plant closings and mass layoffs. State Laws The Worker Adjustment and Retraining Notification Act (WARN Act) is a federal labor legislation to protect employees, their families, and communities from unexpected lay offs and employment loss. New Jersey’s WARN law stands out because it provides employers virtually no defenses. California is another state that offers more protections to workers than the federal WARN Act. §109.07, 109.075. Washington, DC 20001 25th Floor The WARN Act is federal legislation that offers protection to workers, their families and communities by requiring employers to provide notice 60 days in advance of a covered-business closing and covered-business mass layoff. Under the New York law, employers who violate the notice requirements owe employees 60 calendar days of back pay and benefits, as compared to 60 working days, which can result in more compensation for employees. 685 Third Avenue The Worker Adjustment and Retraining Notification (WARN) Act helps ensure advance notice in cases of qualified plant closings and mass layoffs. 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