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Understanding the Requirements of the WARN Act
Over the past couple of months, Elon Musk’s purchase of Twitter has dominated the news from the very day he walked into the corporate offices. During the first couple of weeks, there were reports of massive layoffs throughout multiple divisions of the company. It was estimated that within the first couple of weeks, more than half of the social media company’s workforce has been laid off.
All of these layoffs have also raided the issue of whether or not Musk and Twitter have violated the federal Worker Adjustment and Retraining Notification (WARN) Act, as well as similar state laws. Both employers and employees should be aware of the ramifications of WARN Act violations and the harsh penalties a company could face.
What Is the WARN Act?
Under the WARN Act, a company that employs 100 or more workers is required to provide at least 60 days’ notice before initiating mass layoffs. Mass layoffs are deemed those that affect at least 50 workers for a layoff affecting a minimum of one-third of the company or one that affects at least 500 employees during a one-month period.
That notice of impending layoffs must be provided to:
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The affected workers or their representatives, such as a union
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The State Rapid Response Coordinator
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Chief elected official of the local municipality where the company site of layoffs is located
A company may provide laid-off employees 60 days of severance pay in lieu of the required 60 days’ notice as a way to satisfy the Act’s requirements.
Penalties for Violations of the WARN Act
If a company violates the WARN Act, the resulting penalties can be expensive. The company can be ordered to pay each laid-off employee up to 60 days of back pay, as well as penalties of $500 per violation per day.
Ironically, another Musk company, Tesla Inc, was recently sued in Texas for WARN Act violations for allegedly engaging in an “abrupt nationwide purge” of employees. Recently, the federal judge overseeing the case ordered Tesla employees to pursue their claims in private arbitration.
Contact a Broward County Employment Law Attorney
If you are an employee who was laid off and you think your former employer violated the WARN Act, you may be entitled to back wages. Call The Elliot Legal Group, P.A. at 754-332-2101 to schedule a consultation with a skilled Fort Lauderdale employment attorney and find out what your legal options may be.
Sources:
https://www.reuters.com/legal/will-twitter-layoffs-violate-us-law-2022-11-04/
https://floridajobs.org/office-directory/division-of-workforce-services/workforce-programs/reemployment-and-emergency-assistance-coordination-team-react/warn-notices/warn-notices-procedure-and-instructions
