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WARN Act:
Workers Must Receive 60 Days' Notice--Even If They Quit Before the Impending Shutdown
April 2011
Employers undergoing dramatic changes like plant closings, major layoffs, or relocations have a lot to deal with--including the requirement that they provide 60 days' notice to affected employees. The notice laws provide some exceptions, but a recent ruling by the Ninth Circuit Court of Appeals, which covers California, suggests that when in doubt, it's best to err on the side of giving notice. . . .
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Featured Resource: Checklist for WARN Act Notices
April 2011
If you're closing or relocating a plant, or doing a group layoff, you must provide written notice to employees that complies with both the state and federal WARN Act requirements. You can use the checklist below to make sure you give the right information to the right parties. . . .
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New email option available for WARN notices
January 2011
Employers now have the option of submitting Worker Adjustment and Retraining Notification (WARN) Act notices to the Employment Development Department (EDD) via email. You can send your WARN notices to . . .
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Terminations:
One Company's Costly Ball Drop; How to Keep
Your RIF Decisions from Appearing Biased
November 2009
No employer enjoys having to decide which employees to lay off when a reduction in force (RIF) becomes necessary, especially because employers must be careful to make sure that RIF decisions are unbiased. Although pre-layoff performance evaluation programs can help with the process, these can create the appearance of bias if they're not carefully administered and monitored--as one employer recently learned the hard way. . . .
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Layoffs, Part 3:
Avoiding the Appearance of Bias When Laying Off Workers; Pre-Layoff
Self-Audit Checklist
May 2009
No employer likes to let good employees go, and decisions about whom to lay off can be very stressful for managers and Human Resources--not to mention employees. Although it's of course important to avoid illegal bias in making these decisions, it's equally important to avoid the appearance of bias. Even if you were scrupulously fair, if your laid-off employees don't see it that way, you could still find yourself defending a costly lawsuit. Here, in the third and final installment of our layoffs series, we explain how to keep yourself out of this kind of trouble. . . .
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Sample Policy: Layoffs
Updated February 2012
At times, it may be necessary for XYZ Inc. to reduce the size of its workforce due to internal or external financial factors or as required to best manage the business. In the event of layoffs, . . .
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Layoffs, Part 2:
Understanding California's 'Baby' WARN Act
April 2009
It's every employer's nightmare--revenues are down, costs are high, and laying off just a handful of employees won't do the trick. Panic starts to set in as terms like "mass layoff" and "work relocation" begin to surface in closed-door meetings. . . .
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Layoffs, Part 1:
Final Pay Rules
March 2009
To the dismay of employers and employees alike, we're hearing the word "layoff" used a whole lot these days. Although we all know what layoffs are from a plain-English standpoint, legally the term has specific meanings that come with specific employer obligations. . . .
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Bulletin: CEA Online Exclusive: Updated EEO Policy
July 2008
In this month's issue, we provide comprehensive coverage of GINA, the new federal Genetic Information Nondiscrimination Act that prohibits employers from refusing to hire an applicant and from discharging or . . .
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