Mass Layoffs and Plant Closings

Yes – the Eleventh Circuit Court of Appeals recently held that a covered employer must provide the notice required by the Workers Adjustment and Retraining Notification (WARN) Act, even if the exception for unforeseeable business circumstances is applicable.
The WARN Act requires that covered employers must provide at least 60 days notice to affected employees

The Worker Adjustment and Retraining Notification (WARN) Act requires that covered employers generally must provide at least 60 days notice to affected employees or their representatives before ordering a “plant closing” or “mass layoff,” unless certain exceptions are applicable.  See 29 U.S.C. § 2102(a).  What information must be in the notice depends on whether

The Worker Adjustment and Retraining Notification (WARN) Act requires that covered employers generally must provide at least 60 days notice to affected employees or their representatives before ordering a “plant closing” or “mass layoff.”  See 29 U.S.C. § 2102(a).
What employers are subject to the WARN Act?  The WARN Act applies to any business