State WARN Act
california warn act
california warn act lawyer

California WARN Act


In 2003, California passed state laws that expand upon the federal WARN Act requirements. Like the federal version of the WARN Act, The California Worker Adjustment and Retraining Notification Act (WARN Act) provides protection to workers, their families, and their communities by requiring larger employers to provide written notice at least 60 in advance of a plant closing, facility shut down, or mass layoff. The advanced notice required by the WARN Act gives employees and their families a chance to keep earning a wage while they find, adjust, and retrain for a new job.

Under the California WARN Act, an employer must give written notice 60-days prior to a plant closing, layoff or relocation. Notice must also be given to certain government boards and officials. The California WARN Act does not provide protections to seasonal employees or workers employed temporarily as part of limited-duration projects.

The California WARN Act has a provision for an additional civil penalty of $500 per day for each day of the violation.

If you have questions about the California WARN Act or believe you may have a WARN claim against a former employer in the state of California, please contact the experienced WARN Act lawyers of The Gardner Firm for a FREE consultation and we will give you a fair assessment of your potential case.

new york warn act lawyer
New York WARN Act
In 2008, New York passed a state law that expanded upon the federal WARN Act requirements. Like the federal version of the WARN Act, The New York Adjustment and Retraining Notification Act (WARN Act) provides protection to workers, their families, and their communities by requiring larger employers to provide notice in advance of a mass layoff or plant closing. The advanced notice required by the WARN Act gives employees and their families a chance to keep earning a wage while they find, adjust, and retrain for a new job.

The

New York WARN Act

law requires private sector employers to give early warning of plant closings and layoffs. Employers must give a layoff notice to all affected employees, their labor representatives (if any), the local workforce investment board, and the New York State Department of Labor.

The New York WARN Act applies to businesses with 50 or more full time employees in New York State. WARN protection under the New York state law are triggered if there is an event that causes an employment loss for 25 or more workers (at least 33% of the workforce), or any mass layoff involving 250 or more full-time employees.

Covered businesses must provide affected employees with notice 90 days prior to a plant closing, facility shutdown, or mass layoff. Employers may be liable for severance pay and civil penalties if they fail to follow the provisions of the New York WARN Act law.

If you have questions about the New York WARN Act or believe you may have a WARN claim against a former employer in the state of New York, please contact the experienced WARN Act lawyers of The Gardner Firm for a FREE consultation and we will give you a fair assessment of your potential case.

new jersey warn act attorney
New Jersey WARN Act
In 2007, New Jersey passed a state law that expand upon the federal WARN Act requirements. The New Jersey Worker Adjustment and Retraining Notification Act provides protection to employees, their families, and their communities by requiring businesses to provide written notice at least 60 in advance of a transfer or a termination of operations during any continuous period of 30 days which results in an employment loss to 50 or more full-time employees, or a mass layoff that results in an employment loss at an establishment during any 30 day period for 500 or more full-time employees, or for 50 or more full-time employees representing 1/3 or more of the full-time employees at the establishment.

The

New Jersey WARN Act

requires employers to give early warning of layoffs, transfers and plant closings . Employers must give notice to all affected employees, their labor representatives (if any), the chief elected official of the municipality, and the New Jersey Commissioner of Labor and Workforce Development. Employers may be required to make WARN severance payments to workers if they fail to follow the provisions of the New Jersey WARN Act law.

If you have questions about the New Jersey WARN Act or believe you may have a WARN claim against a former employer in the state of New Jersey, please contact the experienced WARN Act lawyers of The Gardner Firm for a FREE consultation and we will give you a fair assessment of your potential case.

new hampshire warn notice
New Hampshire WARN Act
The New Hampshire Worker Adjustment and Retraining Notification Act provides protection to employees, their families, and their communities by requiring employers with 75 or more employees to provide a warning to affected employees before closing a facility or initiating a mass layoff that results in an employment loss to more than one-third of the workforce. Severance pay and civil penalties can be assessed against businesses who violate the New Hampshire WARN Act.

If you have questions about the

New Hampshire WARN Act

or believe you may have a WARN claim against a former employer in the state of New Hampshire, please contact the experienced WARN Act lawyers of The Gardner Firm for a FREE consultation and we will give you a fair assessment of your potential case.

illinois warn act law
Illinois WARN Act
The Illinois state version of the WARN Act applies to private sector employers with 75 or more full-time employees. Under the Illinois version of the WARN Act, an employer must give notice 60-days prior to a plant closing or layoff. Notice must also be given to certain government officials.

A business that fails to provide notice as required by this law may be liable to each affected worker for back pay and benefits plus an additional civil penalty of $500 per day for each day of the violation.

If you have questions about the
Illinois WARN Act
or believe you may have a WARN claim against a former employer in the state of Illinois, please contact the experienced WARN Act lawyers of The Gardner Firm for a FREE consultation and we will give you a fair assessment of your potential case.

Iowa Layoff Notification Law
Iowa WARN Act
The Iowa Layoff Notification Law requires companies with 25 or more employees to give notice to affected employees 30 days prior to a permanent or temporary mass layoff or shutdown affecting 25 or more employees for a period exceeding 6 months. Employers violating the Iowa Layoff Notification Law may be subject to penalties not to exceed $100 per day for each day of the violation.

If you have questions about the Iowa Layoff Notification Law or believe you may have a WARN claim against a former employer in the state of Iowa, please contact the experienced WARN Act lawyers of The Gardner Firm for a FREE consultation and we will give you a fair assessment of your potential case.

Wisconsin Mass Layoff Law
Wisconsin WARN Act
Wisconsin's Business Closing (Plant Closing) and Mass Layoff Law generally requires private sector businesses employing 50 or more workers in the State of Wisconsin to provide written notice to affected employees 60 days before initiating a mass layoff or business closing. A notice may also be required if there is a shut down of an employment site or of one or more facilities within a single municipality affecting 25 or more employees.

An employer that fails to provide notice as required by this law may be liable to each affected employee for back pay and benefits for each day of the violation.

If you have questions about the
Wisconsin WARN Act
or believe you may have a WARN claim against a former employer in the state of Wisconsin, please contact the experienced WARN Act lawyers of The Gardner Firm for a FREE consultation and we will give you a fair assessment of your potential case.