Reductions in Force, WARN Act
Employers conduct workforce reductions for a variety of economic and strategic reasons. Jackson Lewis has the experience and in-house resources to provide effective advice and counsel on issues arising before, during, and after a reduction in force or reorganization. Our goal is to minimize the potential for individual or class action litigation and to ensure a positive employee relations environment for remaining and future employees.
Our attorneys assist both union and nonunion employers in reduction in force and reorganization planning and execution, including:
- Preparation of severance and release agreements
- Compliance with WARN Act requirements
- Negotiations with unions
- Impact analysis for protected groups
We defend employers in state and federal courts and administrative agencies against discrimination, breach of contract, and other claims arising from reductions in force and reorganizations.
Jackson Lewis attorneys can assist employers in identifying legal needs, building a solid defense, meeting compliance requirements, and developing best practices. For more information, please contact practice area
coordinators
Scott T. Baken or
Penny Ann Lieberman or
the Jackson Lewis attorney with whom you regularly work.
Reductions in Force, WARN Act Legal Updates
- Jackson Lewis Files Comments on EEOC's Proposed Criteria for ADEA Defense
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[4/21/2010] The Equal Employment Opportunity Commission has proposed redefining the Reasonable Factors Other than Age ("RFOA") defense available to employers facing claims by employees under the Age Discrimination in Employment Act. Jackson Lewis LLP has filed comments to the EEOC proposed amendments, read more »
- Proposed Ohio Legislation Requires 90-Day Notice of Layoffs
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[4/9/2010] Legislation pending in the Ohio legislature, the General Assembly, would require that an employer provide 90-day advance notification for mass layoffs, worksite closings or transfers that would result in the loss of 25 employees or more. Under existing Ohio law employers are required to give the read more »
- Iowa WARN Act Effective July 1
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[3/29/2010] New legislation requiring employers to provide notice of business closings and mass layoffs or face penalties for failing to do so has been enacted in Iowa. The "Iowa Worker Adjustment and Retraining Notification Act" (House File 681) was signed into law by Iowa Governor Chester Culver on March read more »
- New York Department of Labor Revises State WARN Act Regulations
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[3/5/2010] The New York State Department of Labor has issued revised emergency regulations under the New York State Worker Adjustment and Retraining Notification Act (NYS WARN). NYS WARN became law in August 2008 and took effect on February 1, 2009. The revised regulations replace the January 2009 WARN read more »
- Ohio Bill Would Require 90-Day Notice to Employees Affected by Mass Layoffs
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[2/17/2010] Ohio employers soon could be required to give employees at least 90 days' notice of a reduction in force. Ohio House Bill No. 434, introduced in the state House of Representatives on February 2, 2010, by Representative Kenny Yuko, would mandate that an employer give such notice for mass layoffs read more »
Partners and Of Counsel Concentrating in Reductions in Force, WARN Act
