{"id":5540,"date":"2016-10-18T09:00:38","date_gmt":"2016-10-18T09:00:38","guid":{"rendered":"http:\/\/www.racinelaw.net\/?p=5540"},"modified":"2016-10-18T09:00:38","modified_gmt":"2016-10-18T09:00:38","slug":"terminating-employee-warn-act-apply","status":"publish","type":"post","link":"https:\/\/www.racinelaw.net\/blog\/terminating-employee-warn-act-apply\/","title":{"rendered":"If I am Terminating an Employee Does the WARN Act Apply"},"content":{"rendered":"

By Lane V. Erickson<\/a>, Attorney<\/p>\n

Employment ends for positive reasons such as a new job, a resignation or retirement. Employment also ends for more negative reasons such as layoffs, downsizing, job termination or firing. Assuming that you have taken all possible steps to help an employee improve their work performance, it may be time to fire the employee. Here are the legal and the ethical steps in how to fire an employee and ensure that the company’s actions as you fire an employee are above reproach when faced with the necessity of terminating a large number of employees at the same time. Commonly known as a “layoff” employers must often take several proactive steps in carrying this process out legally and correctly.<\/p>\n

The Worker Adjustment and Retraining Notification Act (WARN Act) is administered by the U.S. Department of Labor Employment and Training Administration (DOLETA). It requires most employers with 100 or more employees to provide employees, bargaining representatives of the employees (i.e., unions), and specific government agencies at least 60 days notice of any plant closing and mass layoff. The purpose of the WARN Act is to give workers and their families some transition time to prepare for the prospective loss of employment, to seek a new job, and, if necessary, to seek training in a new skill or retraining in an existing skill that will allow the workers to obtain replacement work.<\/p>\n

Continue Reading \u203a<\/a><\/div>\n","protected":false},"excerpt":{"rendered":"

By Lane V. Erickson, Attorney Employment ends for positive reasons such as a new job, a resignation or retirement. Employment also ends for more negative reasons such as layoffs, downsizing, job termination or firing. Assuming that you have taken all possible steps to help an employee improve their work performance, it may be time to […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-5540","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"yoast_head":"\nIf I am Terminating an Employee Does the WARN Act Apply|Racine Olson<\/title>\n<meta name=\"description\" content=\"As an employer, if you have questions about whether the WARN Act applies to you, we can help. 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