Vision Payroll

Most employers are familiar with the Worker Adjustment and Retraining Notification (WARN) Act. Because of the minimum employee levels, sporadic enforcement, and relatively mild penalties, many employers have not concerned themselves with it. Do you know what sets state laws in Michigan and Minnesota apart from other states? Do you know which states have recently enacted mini-WARN statutes? Do you know which state bills companies for re-employment assistance?

Learn the answers to these questions and also what you need to know about the Federal Oversight, Reform, and Enforcement of the WARN Act (FOREWARN Act) in this month’s HRCast, a recording provided by our team of HR Pros and available exclusively on MyHRSupportCenter. You’ll learn how the FOREWARN Act will change the definitions of affected employers, minimum layoffs, and the notice period. Also learn about when potential double penalties may be imposed and how the Secretary of Labor’s rôle could change.

Visit MyHRSupportCenter regularly not only for our HRCasts, but also to get late-breaking compliance alerts, best practices to implement, and HR tools to use every day. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

As employers consider layoffs as one alternative during these tough economic times, the HR Pros at MyHRSupportCenter have chosen this month to review some of the laws which employers must comply with when planning and implementing layoffs. This month’s featured article discusses the Worker Adjustment and Retraining Notification Act (WARN), the Older Workers Benefits Protection Act (OWBPA), the Americans with Disabilities Act (ADA), and the Consolidated Omnibus Budget Reconciliation Act (COBRA). To learn more, sign into MyHRSupportCenter and read this month’s featured article. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

Five basic points to consider if contemplating a layoff:

1. Federal WARN Act
2. Business Reasons
3. Voluntary Offers
4. Involuntary Layoffs
5. Selection Process

To learn more, sign into MyHRSupportCenter and read this month’s featured article. If you’re not yet signed up or would like a free trial of MyHRSupportCenter, contact Vision Payroll today.

Governor David Paterson recently signed the New York State Worker Adjustment and Retraining Act (WARN) into law. The law (Labor Law Article 25-A) is patterned after, but more stringent than, the federal WARN act. Effective February 1, 2009, private employers with fifty or more employees must provide written notice ninety days before any plant closing or mass layoff. The notice must be given to affected employees and their union representatives, the New York State Department of Labor, and the local workforce investment board. Companies that violate the Act subject themselves to suits for back pay and benefits as well as civil penalties of up to $500 per day. Due to inconsistencies with the federal WARN act and questions about some requirements of and definitions in the act, covered employers should consult their legal counsel before layoffs of any size.