An employer that must comply with the Worker Adjustment and Retraining Notification Act (WARN Act) for an impending mass layoff or reduction in force (RIF) must provide advance notice of the layoff or RIF. This How To will enable the employer to comply with the notification provisions of the WARN Act.
An employer may use this letter to notify affected employees of an impending layoff or plant closing. If an employer must comply with the WARN Act, further outlined steps must be taken.
This Quick Reference chart will enable an employer to determine if it is covered by the Worker Adjustment and Retraining Notification (WARN) Act, and if so, whether the WARN Act requires advance notification for an upcoming layoff, site closure or reduction in force (RIF).
The employment at-will doctrine, accepted by nearly all 50 states, provides that either party may terminate the employment relationship at any time, for any reason. However, agencies, judges and juries in federal and state courts all expect employers to behave rationally and have a good explanation for their termination decisions. This How To assists an employer with terminating an at-will employee for misconduct.