_WorkerWARN2003.qxd

WORKER’S

Guide to

Advance Notice

of Closings and Layoffs

WORKER ADJUSTMENT AND RETRAINING NOTIFICATION (WARN) ACT

This guide is intended to present a brief

overview describing the principal provisions of

the Worker Adjustment and Retraining

Notification (WARN) Act, Public Law 100-379

(29 U.S.C. § 2101 et seq.

). In addition, it pro-

vides answers to frequently asked questions

(FAQs) about employer requirements and

employee rights under WARN, Web site links to

the U.S. Department of Labor’s Employment

and Training Administration (ETA) Dislocated

Worker Web Site, the Department’s

Employment Laws Assistance for Workers and

Small Businesses, and the Employee

Retirement Income Security Act relative to ter-

mination benefits. The guide also includes

contact information to find your State Rapid

Response Dislocated Worker Unit and a

National Toll-Free Help Line to assist individu-

als in locating the nearest One-Stop Career

Center.

This guide is not an official statement of inter-

pretation of WARN or of the Regulations adopt-

ed by ETA. The regulations appear at 20 CFR

Part 639.

Material contained in this publication is in the

public domain and may be reproduced, fully or

partially, without permission of the Federal

Government. Source credit is requested but

not required.

THE WORKER ADJUSTMENT

AND

RETRAINING

NOTIFICATION (WARN) ACT

Worker’s Guide to Advance Notice

of Closings and Layoffs

ABLE OF CONTENTS

INTRODUCTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1

THE WARN ACT

Your Rights under WARN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2

Employees Protected by WARN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2

Employees Not Protected by WARN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3

Transfers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4

Receipt of Notice of a Layoff or Plant Closing . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4

What the Notice Must Contain . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4

Extension of Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5

Notice That Does Not Satisfy WARN Requirements . . . . . . . . . . . . . . . . . . . . . . . .6

Other Organizations That Receive Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6

Sale of a Business . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6

Exceptions to WARN Notice Requirement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7

Help Is Available If You Feel Your Rights Have Been Violated . . . . . . . . . . . . . . . .8

WARN Enforcement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8

To Obtain a Copy of the WARN Act and Regulations . . . . . . . . . . . . . . . . . . . . . . . .9

FREQUENTLY ASKED QUESTIONS (FAQS) ABOUT WARN

Other Laws and Contracts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10

Clarification of Who Is Required to Receive Notice . . . . . . . . . . . . . . . . . . . . . . .10

Payment Instead of Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13

Entitlement to Vacation Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14

Bumping Rights . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14

Transfers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16

Sale of Business . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16

Bankruptcy . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17

Postponement of Layoff . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18

Waiving the Right to Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18

Penalties for Failure to Give Notice . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .19

GLOSSARY OF WARN TERMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .20-23

DIRECTORY OF INFORMATION AND CONTACTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24

INTRODUCTION

In our dynamic economy, many companies are streamlining their operations

to maintain a competitive position in the marketplace. Although such actions

can help a company become more efficient, this may result in the elimination

of existing jobs and facilities. The ability of workers to readjust and find new

employment after they have lost their jobs is a major concern of the U.S.

Department of Labor.

The Department is focusing its efforts to help workers find new jobs or

access training opportunities to prepare for new jobs. Information about the

nearest location for such assistance can be obtained by calling the National

Toll-Free Help Line at 1-877-US-2JOBS (TTY: 1-877-889-5627). These services

are available to all workers whether or not they have received a WARN

notice.

For many workers who have been dislocated due to a layoff or plant closure,

early intervention can play an important role in their successful reemploy-

ment and can help workers and communities adjust to the effects of layoffs

and plant closings. In August 1988, Congress passed the WARN Act to pro-

vide workers with sufficient time to seek other employment or retraining

opportunities before losing their jobs. This law became effective on February

4, 1989.

This guide is a general overview of the law and does not replace the advice

of an attorney.

YOUR RIGHTS UNDER WARN

You must receive a written notice 60 days before the date of a mass layoff or

plant closing if you meet the conditions discussed in this brochure. If your

employer does not give you the required notice, you may be able to seek

damages for back pay and benefits for up to 60 days, depending on how many

days’ notice you actually received.

Please refer to the following information to help you understand when WARN

applies to the circumstances of your job loss.

EMPLOYEES PROTECTED BY WARN

You are protected by WARN if your company fits the following profile:

• It is a business with 100 or more full-time workers (not counting work-

ers who have less than 6 months on the job and workers who work

less than 20 hours per week), or employs 100 or more workers who

work at least a combined 4,000 hours a week, and is a private for-prof-

it business, private non-profit organization, or quasi-public entity sep-

arately organized from the regular government.

Workers protected by WARN may be hourly or salaried workers, including

managerial and supervisory employees.

You may be protected by WARN if your job loss occurs as part of:

• A plant closing (see glossary)—where your employer shuts down a

facility or operating unit (see glossary) within a single site of employ-

ment (see glossary and FAQs) and lays off at least 50 full-time workers;

• A mass layoff (see glossary)—where your employer lays off either

between 50 and 499 full-time workers at a single site of employment

and that number is 33% of the number of full-time workers at the sin-

gle site of employment; or

• A situation where your employer (see glossary) lays off 500 or more

full-time workers at a single site of employment.

THE

WARN ACT

Some employment actions are covered by WARN. You are entitled to WARN

notice if the above conditions apply to your situation and you:

• Are terminated from your employment, but not if you voluntarily quit,

retire, or are discharged for cause;

• Are laid off for more than 6 months; or

• Have your regular hours of work reduced by more than half during

each month of a 6-month period.

EMPLOYEES NOT PROTECTED BY WARN

You are not protected by the WARN Act if you are considered any of the fol-

lowing:

• Strikers, or workers who have been locked out in a labor dispute;

• Workers working on temporary projects or facilities of the business

who clearly understand the temporary nature of the work when hired;

• Business partners, consultants, or contract employees assigned to the

business but who have a separate employment relationship with

another employer and are paid by that other employer, or who are self-

employed; and

• Regular federal, state, or local government employees.

THE WARN ACT (continued)

TRANSFERS

Notice is not required in certain cases involving transfers because the trans-

fer is not considered an employment loss (see glossary). If your employer

offers you a transfer to a job within a reasonable commuting distance, you

are not considered to have suffered an employment loss, whether or not you

take the job. If your employer offers you a job outside a reasonable commut-

ing distance (see FAQs), you must accept the job within 30 days, or you are

considered to have suffered an employment loss.

There are two other conditions to this transfer rule. One is that the offer of a

transfer must be the result of a consolidation or transfer of your employer’s

business. The other is that the offer must be made before the plant closing or

mass layoff occurs. An offer of reassignment to a different site of employ-

ment would not be deemed to be a "transfer" if the new job constitutes a con-

structive discharge (see glossary).

RECEIPT OF NOTICE OF A LAYOFF OR PLANT CLOSING

With some exceptions described later, you must receive a written notice 60

calendar days before the layoff or plant closing. You are entitled to receive

this notice even if you are a part-time worker (see glossary and FAQs) or you

work at another site and will lose your job due to this layoff or plant closing.

WHAT THE NOTICE MUST CONTAIN

The notice you receive from your employer must include the following information:

• An explanation of whether the layoff or closing is permanent or tem-

porary of 6 months or less;

• The date of layoff or closing and the date of your separation (Your

employer has some leeway in predicting the dates on which workers

will be separated. Your employer may give you notice that you will be

separated within a two-week, or 14-day, period after a certain date. If

your employer chooses to use a 14-day period, he/she must give you

notice 60 days before the first day of the 14-day period.);

THE WARN ACT (continued)

• An explanation of bumping rights (see glossary and FAQs), if they

exist; and

• Name and contact information for a person in the company who can

provide additional information.

There are two situations in which you may not receive an individual 60-day

written notice from your employer even though WARN applies. The first sit-

uation is when a union represents you. In that case, your employer must give

60 days’ written notice to the union. It is your union’s decision how and when

to give you notice.

The second situation is when there is a complex system of bumping rights.

This situation will not arise often since most complex seniority systems are

created under collective bargaining agreements and the union is the party

required to be notified. If there is a complex seniority/bumping system and no

union is involved, your employer must make a good faith effort to determine

who will actually lose their job as the result of the seniority system. However,

your employer is not required to predict exactly who will lose a job as a result

of a complex bumping system. If your employer cannot exactly predict who

will lose their job as a result of a complex bumping system, your employer

must give notice to the person whose job is being eliminated even though that

person may later bump another worker.

EXTENSION OF NOTICE

Your employer can extend the notice when the date or schedule of dates of a

planned plant closing or mass layoff is extended beyond the date or the end-

ing date of any 14-day period announced in the original notice if:

• The mass layoff or plant closing is postponed for less than 60 days, in

which case additional notice should be given as soon as possible and

should include reference to the earlier notice, the new action date, and

the reason for the postponement. The notice does not need to be for-

mal but should be given in a manner that will provide the information to

you; or

THE WARN ACT (continued)

• The postponement is for 60 days or more, in which case you must

receive a new WARN notice. Routine periodic notice, given whether

or not a plant closing or mass layoff is impending, and with the intent

to evade specific notice as required by WARN, is not acceptable.

NOTICE THAT DOES NOT SATISFY WARN REQUIREMENTS

A verbal announcement at an all-employees’ meeting or smaller

employees/supervisor staff meeting does not meet the WARN Act require-

ments. In addition, preprinted notices regularly included in each employee’s

paycheck or pay envelope or press releases to the media do not meet the

requirements.

OTHER ORGANIZATIONS THAT RECEIVE NOTICE

Your employer is required to provide notice not only to the employee or the

union but also to the local government’s chief elected official where the

employment site is located and to the State Rapid Response Dislocated

Worker Unit (see glossary) so that planning can begin for early intervention

services prior to your layoff to help you become reemployed as quickly as

possible.

SALE OF A BUSINESS

WARN applies when all or part of a business is sold. If a covered plant clos-

ing or mass layoff occurs, which employer—the seller or buyer—is respon-

sible for giving notice depends on when the event occurs. The seller must

give you notice for a covered plant closing or mass layoff that occurs before

the sale becomes effective. The buyer must give you notice for a covered

plant closing or mass layoff that occurs after the sale becomes effective.

THE WARN ACT (continued)

Employees of the seller automatically become employees of the buyer for

purposes of WARN. That means that even though there is a technical termi-

nation of your employment when you stop working for the seller and start

working for the buyer, the technical termination does not trigger WARN. See

the FAQ section for additional information on sale of a business and bank-

ruptcy issues.

EXCEPTIONS TO WARN NOTICE REQUIREMENT

There are three exceptions to the full 60-day notice requirement. However, in

all cases, notice must be provided as soon as it is practicable. When notice

is given in less than the 60-day timeframe, the employer must include a state-

ment of the reason for providing less than 60 days’ notice in addition to fulfill-

ing the other information notice requirements. The exceptions to providing

the full 60-day notice are as follows:

• A "faltering company" is not required to give notice of a layoff or plant

closing when, before the plant closing, it is actively seeking capital or

business, which if obtained would avoid or postpone the layoff or clo-

sure, and if it reasonably believes that advance notice would hurt its

ability to find the capital or business it needs to continue operating;

• A business is not required to give a full 60-day’s notice if it could not

reasonably foresee business circumstances that led to a layoff or

closing at the time that the 60-day notice would have been required,

(e.g., a business circumstance that is caused by some sudden, dra-

matic, and unexpected action or conditions outside the employer’s

control like the unexpected cancellation of a major order); or

• A business is not required to give notice if a layoff or plant closing is

the direct result of a natural disaster (i.e., hurricane, flood, earth-

quake, tornado, storm, drought, or similar effect of nature).

THE WARN ACT (continued)

HELP IS AVAILABLE IF YOU FEEL YOUR RIGHTS HAVE BEEN VIO-

LATED

If you think that you may have a claim under WARN, you should consult an

attorney. Generally, where workers are successful in their suits, the employ-

er pays legal fees incurred. However, if your suit is unsuccessful, you may be

liable for legal expenses. Under some circumstances, you may qualify for

legal services assistance based upon your income. Further information about

accessing such legal services can be found through your local Bar

Association.

If you are a union member, speak to your local representative or the union’s

legal department for specific information about possible legal claims.

Although the U.S. Department of Labor and your state have no enforcement

role in seeking damages for workers who did not receive adequate notice or

received no notice at all, they can assist you in finding a new job or learning

about training opportunities that are available to you whether or not you have

received a WARN notice. You may also call the National Toll-Free Help Line

(1-877-US-2JOBS or TTY: 1-877-889-5627) or link to www.servicelocator.org

to find out the most convenient local One-Stop Career Center location.

Please refer to the directory at the end of this guide to find out how to con-

tact your state.

WARN ENFORCEMENT

WARN is enforced through the U.S. District Courts. Workers, their represen-

tatives, and units of local government may bring individual or class action

suits against employers who they believe to be in violation of the Act. The

U.S. Department of Labor has no authority or legal standing in any enforce-

ment action and cannot provide specific binding or authoritative advice or

guidance with respect to individual situations. The Department does, how-

ever, provide assistance in understanding the law and regulations to individ-

uals, firms, and communities.

THE WARN ACT (continued)

TO OBTAIN A COPY OF THE WARN ACT AND REGULATIONS

Specific requirements of WARN may be found in the Act itself, Public Law

100-379 (29 U.S.C. § 2101, et seq.). The U.S. Department of Labor published

final regulations on April 20, 1989, in Volume 54 of the Federal Register at

pages 16042 to 16070 (54 FR 16042). The regulations appear at 20 CFR Part 639.

The text of this brochure can be seen at the following Web site:

www.doleta.gov/programs/factsht/warn.asp

For more detailed information on WARN, please visit the U.S. Department of

Labor’s Employment Laws Assistance for Workers and Small Businesses

(elaws) Web site at www.dol.gov/elaws/. This site is currently under devel-

opment and is expected to be available in 2003.

General questions about the WARN law and regulations may be addressed

to:

THE WARN ACT (continued)

U.S. DEPARTMENT OF LABOR

Employment and Training Administration

Division of Adults and Dislocated Workers

Room C5325

200 Constitution Avenue, N.W.

Washington, DC 20210

(202) 693-3580

For information regarding how to contact your

State Rapid Response Dislocated Worker Unit,

call the National Toll-Free Help Line:

1 -877-US-2JOBS

or visit www.doleta.gov/layoff

and go to the Employers page.

Here are some frequently asked questions to assist you in determining whether

or not your employer has given the proper written notice of a layoff or plant

closing and in understanding your rights under the WARN Act.

OTHER LAWS AND CONTRACTS

Does WARN replace other notice laws or contracts?

The provisions of WARN do not supersede any laws or collective bargaining

agreements that provide for additional notice or additional rights and reme-

dies. If another law or agreement provides for a longer notice period, WARN

notice runs at the same time as that additional notice period. Collective bar-

gaining agreements may be used to clarify or amplify the terms and condi-

tions of WARN but may not reduce WARN rights. For example, if the collec-

tive bargaining agreement provides for an employer to issue written notice to

the union 75 days in advance of anticipated layoffs, the provision will satisfy

the WARN requirement for 60-day advance notice. On the other hand, if a

collective bargaining agreement provides a 45-day notice period, the WARN

requirement for 60 days notice supersedes that provision.

CLARIFICATION OF WHO IS REQUIRED TO RECEIVE NOTICE

Where is the "single site" of my office if I travel widely within a large geo-

graphic area—for example, if I am a salesperson?

For workers whose primary duties require travel from point to point, who are

outstationed, or whose primary duties involve work outside any of the

employer's regular work sites (including railroad workers, bus drivers, and

salespersons), the single site of employment for WARN purposes is one of the

following:

• The location to which workers are assigned as their home base;

• The location from which workers are assigned duties; or

• The location to which they report.

REQUENTLY ASKED QUESTIONS (FAQS)

ABOUT WARN

How do I determine whether I am considered a full- or part-time worker for

the purposes of receiving a WARN notice?

If you work a regular schedule of 20 hours or more each week and have

worked for your employer for more than 6 of the last 12 months, you are a full-

time worker. If you work a varying schedule, the examples below may help

you understand the calculations needed to determine if you should receive a

WARN notice.

If you have a varying work schedule, you determine whether you work an

average of fewer than 20 hours by looking at:

• The period since you became employed, if your total period of employ-

ment is less than 90 days; or

• The most recent 90 days.

Overtime is not included in this determination.

WEEK NUMBER EXAMPLE 1 EXAMPLE 2

HOURS WORKED HOURS WORKED

115 24

220 25

311 17

410 20

520 15

620 19

722 24

816 18

915 17

10 12 15

11 24 26

12 18 23

13 20 22

90 Days Worked 223 Hours 265 Hours

FREQUENTLY ASKED QUESTIONS ABOUT WARN (continued)

The calculation to determine whether you may be eligible for WARN

notice is:

TOTAL HOURS WORKED / 13 WEEKS

= AVERAGE HOURS WORKED PER WEEK

Example 1

223 TOTAL HOURS WORKED / 13 WEEKS

= 17.2 HOURS AVERAGE HOURS WORKED PER WEEK

Example 2

265 TOTAL HOURS WORKED / 13 WEEKS

= 20.4 HOURS AVERAGE HOURS WORKED PER WEEK

The worker in Example 1 is a part-time worker because the average

hours worked per week was less than 20 hours.

The worker in Example 2 is a full-time worker because the average

hours worked per week was over 20 hours.

If a plant closing or mass layoff occurs, part-time workers are also entitled to

receive a WARN notice.

If I was on leave—workers’ compensation, medical, maternity, or other

leave—when notice was given to other workers, should I have received a

notice as well?

Yes. Workers on leave who reasonably expect that they will continue

employment with their employer are due notice despite being on leave at the

time notice was provided to other workers.

FREQUENTLY ASKED QUESTIONS ABOUT WARN (continued)

PAYMENT INSTEAD OF NOTICE

What if my employer pays me for the 60 days instead of sending me a WARN

notice?

WARN requires 60 calendar days’ written notice. The law makes no provision

for any alternative such as pay in place of a notice. While an employer who

pays workers for 60 calendar days instead of giving them proper notice is in

violation of WARN, the provision of pay and benefits in place of a notice is a

possible option. Because WARN provides for back pay and benefits for the

period of the violation for up to 60 days, generally this approach by an

employer—pay in place of notice—means that the employer has already met

the penalty specified in the Act. This approach may make it difficult for work-

ers to receive Rapid Response assistance that is usually carried out at the

work site. Workers who are given pay in lieu of notice and who need assis-

tance should get in touch with their One-Stop Career Center. Call the

National Toll-Free Help Line at 1-877-US-2JOBS or go to www.serviceloca-

tor.org to find the Center nearest you.

What if while I am receiving 60 days’ pay, instead of a WARN notice, I get a

new job? Is my employer required to continue paying me until the end of the

60-day period?

Your former employer can consider the acceptance of a new job as a volun-

tary termination from your old job. Since you now have a new job, your former

employer may end the payments you were receiving instead of a notice—just

as the remaining days of your 60-day WARN notice would no longer be in

effect if you found new employment before the date of your layoff.

FREQUENTLY ASKED QUESTIONS ABOUT WARN (continued)

Can my employer provide a severance package instead of notice?

There are certain circumstances under which WARN allows "voluntary and

unconditional" payments that are not required by a legal obligation or bar-

gaining agreement to be offset against an employer's back pay obligation.

However, payments that are required by a contract, such as an employer's

personnel policies (or much less likely, state law), would not offset WARN

damages and, thus, would not serve to reduce the employer's liability.

ENTITLEMENT TO VACATION PAY

Can my employer decide not to give me my paid vacation in a layoff or clos-

ing situation?

Vacation pay may be considered wages or a fringe benefit in some situations.

If you have "earned" the vacation pay, that is, if you have a legal right to it by

contract or otherwise, then your employer must pay it as a part of WARN

damages. These obligations are generally governed by contract and some-

times by the Employee Retirement and Income Security Act. Call 1-800-998-

7542 or visit www.dol.gov/ebsa for more information.

BUMPING RIGHTS

What obligations does my employer have to give notice when there is an

established bumping rights system?

When there is no union contract but your employer has an established system

of bumping rights, your employer must attempt to identify the individuals who

will ultimately lose their jobs as a result of the bumping system and provide the

WARN notice to them. If your employer cannot reasonably identify those work-

ers, it must give notice to the incumbent workers in the jobs being eliminated.

FREQUENTLY ASKED QUESTIONS ABOUT WARN (continued)

Will my employer give notice to everyone even when all affected workers

cannot be identified?

If, at the time notice is required, it is not possible for your employer to identify

who may reasonably be expected to be laid off, then your employer must give

notice to those workers whose jobs will be eliminated as a result of the plant

closing or mass layoff. Your employer may choose to give broader notice to

workers likely to be affected by the seniority system, but it is not appropriate for

an employer to provide a blanket notice to all of its employees.

In the case of a union contract, if the employer meets the requirements of the

regulations and provides notification to the union representative as to the

job classifications and the names of employees who are in those job classi-

fications, is that notice sufficient to cover whatever bumping takes place

later? Or does the employer have to provide notice about specific individu-

als who are to be bumped eventually?

It is not necessary for the employer to identify those who could be bumped

when providing a WARN notice to a union representative. The employer is only

required to address bumping rights in notices to employees who are not repre-

sented by a union. This notice requires an indication of whether bumping rights

exist but not an indication of the specific individuals who may be subject to

bumping rights in the future. As previously mentioned, when an employer gives

individual notice, that employer is required to make a good faith effort to iden-

tify and provide notice to those workers who will actually lose their jobs as the

result of the seniority system.

Does my employer have to tell employees the system it has used to deter-

mine who receives layoff notices? Does job tenure or seniority make a dif-

ference?

No. Unless there is an established system for reducing the workforce either in

a company policy or as part of a collective bargaining agreement, the employ-

er may select employees to be terminated according to its business needs.

FREQUENTLY ASKED QUESTIONS ABOUT WARN (continued)

TRANSFERS

If my employer offers to transfer me to another location, how do I know if the

transfer is within a reasonable commuting distance? Is it based on time,

mileage, local custom, or some combination?

The meaning of the term "reasonable commuting distance" will vary with local

and industry conditions. Determining what is a "reasonable commuting dis-

tance" involves consideration of the following factors: geographic accessibili-

ty of the place of work, the quality of the roads, customarily available trans-

portation, and the usual travel time. The starting point for determining whether

a commuting distance is reasonable is your home, not where you work.

SALE OF BUSINESS

If I am terminated without notice at the instant the sale of the business

becomes effective, which party is liable—the seller who employed me or

the new buyer of the business?

The seller. In the case of the sale of part or all of a business, the seller is

responsible for providing notice of any plant closing or mass layoff that takes

place up to and including the effective date (time) of the sale. The buyer is

responsible for providing notice of any plant closing or mass layoff that takes

place after the sale is complete. Employees of the seller automatically become

employees of the buyer for purposes of the WARN notice requirement.

If I am offered a job with the buyer of the business and I refuse it, is this con-

sidered a voluntary departure?

The refusal of the offer is considered a voluntary departure unless the job

offered represents a "constructive discharge," which includes situations

where very significant changes are made in employee’s wage, benefits,

working conditions, or job description.

FREQUENTLY ASKED QUESTIONS ABOUT WARN (continued)

If the buyer of the business continues to employ me but decreases my wages

and benefits, has the buyer "constructively discharged" me?

If a drastic change in wages or working conditions causes a person to

believe that he or she was being fired or would be unable to continue work-

ing for the buyer, this may constitute a constructive discharge (see glossary).

This determination is often a matter of your state's laws and can be a strict

one. Contact your State Rapid Response Dislocated Worker Unit for specific

information or referral to a knowledgeable staff member in the appropriate

state agency. See the Directory of Information and Contacts at the end of this

brochure for additional sources of information and assistance.

BANKRUPTCY

Is my employer required to give notice if it declares bankruptcy?

WARN remains applicable to an employer that declares bankruptcy in some

circumstances. If your employer declares bankruptcy and then orders a

plant closing or mass layoff, it may still be liable under WARN. There are two

situations under which WARN still applies though your employer declares

bankruptcy. The first situation occurs when your employer knows about the

closing or mass layoff before filing for bankruptcy and should have given you

notice but seeks to use bankruptcy to avoid giving notice. The second situa-

tion occurs when your employer continues to run the business in bankruptcy,

usually as a "debtor in possession." WARN generally does not apply where a

bankruptcy trustee is simply liquidating a business.

The exceptions to the notice requirement, a faltering company and unfore-

seeable business circumstances, often come up in bankruptcy cases. The

bankruptcy proceeding does change the court in which the WARN claim

must be filed from the U.S. District Court to the Bankruptcy Court. The bank-

ruptcy filing may affect how soon any damages are actually paid to an affect-

ed employee.

FREQUENTLY ASKED QUESTIONS ABOUT WARN (continued)

POSTPONEMENT OF LAYOFF

If my employer gave me a WARN notice and then postponed the layoff

because an order was received for more work, does my employer have to

give me a new 60-day notice?

Additional notice is required when the date of a planned plant closing or

mass layoff is extended beyond the date or end of a 14-day period announced

in the original notice. If the postponement is for less than 60 days, the addi-

tional notice should be given as soon as possible and should include a refer-

ence to the earlier notice, the new date, and the reason for postponement.

Your employer must provide a new WARN notice if the postponement is for 60

days or more.

WAIVING THE RIGHT TO WARN NOTICE

Can I waive my right to notice under WARN?

You cannot be required by your employer to waive your right to advance

notice under WARN. However, when an employer closes a facility or has a

layoff, the employer may ask its employees to sign a document waiving their

right to make claims against the employer. (Waiving the right to make claims

against the employer means the employee agrees not to sue the employer for

additional financial compensation or any other benefit because of the

employee’s job loss, or, in some cases, from anything else that may have

occurred during the worker’s employment.) This request for your signature

may involve offering some additional severance pay or extended health ben-

efits. If you received something of value (such as additional pay or benefits)

for signing the waiver and you signed the waiver voluntarily and knowingly,

you may have waived any claims you have under WARN or other employ-

ment-related laws.

FREQUENTLY ASKED QUESTIONS ABOUT WARN (continued)

PENALTIES FOR FAILURE TO GIVE NOTICE

Are there penalties to the employer for violating the WARN advance notice

requirement?

Yes. An employer who violates the WARN Act notice requirement is liable to

each affected employee for an amount equal to back pay and benefits for the

period of violation up to 60 days. An employer who fails to provide notice as

required to a unit of local government is subject to a civil penalty not to

exceed $500 for each day of violation. The penalty may be avoided if the

employer satisfies the liability to each affected employee within three weeks

after the closing. In any suit, the court, in its discretion, may allow the pre-

vailing party a reasonable attorney’s fee as part of the costs. These are the

only remedies that WARN provides.

FREQUENTLY ASKED QUESTIONS ABOUT WARN (continued)

GLOSSARY OF

WARN TERMS

Bumping Rights:

Bumping rights provide for an employee to displace another employee due to

a layoff or other employment action as defined in a collective bargaining

agreement, employer policy, or other binding agreement. These rights are

often created through a seniority system.

Constructive Discharge:

In general, a constructive discharge is when a worker’s resignation or retire-

ment may be found to be involuntary because the employer has created a

hostile or intolerable work environment or has applied other forms of pres-

sure or coercion that forced the employee to quit or resign.

Employer:

The employer is any business enterprise that employs 100 or more full-time

workers or 100 or more full- and part-time workers who work at least a com-

bined 4,000 hours a week. Business enterprises include private for-profit and

not-for-profit entities as well as governmental or quasi-governmental organ-

izations that engage in business and are separately organized from the regu-

lar government.

Employment Loss:

The term "employment loss" means:

1. An employment termination, other than a discharge for cause, vol-

untary departure, or retirement;

2. A layoff exceeding 6 months; or

3. A reduction in hours of work of individual employees of more than 50%

during each month of any 6-month period.

An exception to this definition of employment loss is a case where a worker

is reassigned or transferred to employer-sponsored programs, such as

retraining or job search activities and the reassignment does not constitute

an involuntary termination or a constructive discharge, and the employee

continues to be paid.

Facility and Operating Unit:

A facility refers to a separate building or buildings. An operating unit refers

to an organizationally or operationally distinct product, operation, or specific

work function within or across facilities at the single site. Whether a specif-

ic unit within an employer’s organization is an operating unit depends on such

factors as collective bargaining agreements, the employer’s organizational

structure, and industry understandings about what constitutes separate work

functions.

Mass Layoff:

The term "mass layoff" means a reduction in force that:

1. Does not result from a plant closing; or

2. Results in an employment loss at the single site of employment during

any 30-day period for:

a. At least 50-499 employees if they represent at least 33% of the total

active workforce at a single site of employment, excluding any

part-time employees; or

b. 500 or more employees (excluding any part-time employees). In

this case, the 33% rule does not apply.

Part-Time Worker:

A part-time worker is an employee who averages less than 20 hours per week,

or who has been employed for fewer than 6 of the last 12 months.

GLOSSARY OF WARN TERMS (continued)

Plant Closing:

A plant closing means the permanent or temporary shutdown of a single site

of employment, or one or more facilities or operating units within a single site

of employment, if the shutdown results in an employment loss at the single

site of employment during any 30-day period for 50 or more employees,

excluding part-time employees. All of the employment losses do not have to

occur within the unit that is shut down. For example, if an employer closes its

accounting department and lays off 40 workers and the employer also lays off

10 clerical workers who provided support to the accounting department but

were not part of it, a covered plant closing has occurred.

Single Site of Employment:

The term "single site of employment" may refer to:

1. A single location or a group of contiguous locations. Groups of struc-

tures that form a campus or industrial park or separate facilities

across the street from one another may be considered a single site of

employment. Also, several single sites of employment may exist with-

in a single building if separate employers conduct activities within the

building;

2. Separate buildings or areas that are not directly connected but are in

reasonable proximity and that share staff and equipment; or

3. For workers who primarily travel:

• a home base from which work is assigned; or

• a home base to which workers report when:

- a worker’s primary duties require travel from point to point;

- the worker’s duties are outstationed; and

- the worker’s primary duties are outside any of the employer’s reg-

ular employment sites.

GLOSSARY OF WARN TERMS (continued)

State Rapid Response Dislocated Worker Unit:

A State Rapid Response Dislocated Worker Unit is a unit designated in each

state by the Governor under the Workforce Investment Act to arrange with

employers to provide on-site information to workers and employers about

retraining and employment services such as labor market information, job

search and placement assistance, on-the-job training, classroom training,

basic and remedial education, and entrepreneurial training to help partici-

pants find new jobs.

GLOSSARY OF WARN TERMS (continued)

DIRECTORY OF INFORMATION AND CONTACTS

The following links connect you to detailed explanations about the WARN

Act and other relevant information:

WARN Act Regulations:

www.dol.gov/dol/compliance/comp-warn.htm

WARN elaws Advisor:

www.dol.gov/elaws/

WARN Act Fact Sheet:

www.doleta.gov/programs/factsht/warn.htm

Workforce Investment Act Facts:

www.doleta.gov/usworkforce

Dislocated Worker Services:

www.doleta.gov/layoff

Employee Benefits Security

Administration:

www.dol.gov/ebsa

Employee Retirement and

Income Security Act (ERISA):

www.dol.gov/ebsa/regs

America’s Job Bank (AJB)

www.careeronestop.org

The following links connect you to contact information in your

state and local area:

State Rapid Response Dislocated Worker Units:

www.doleta.gov/layoff/e_sdwuc.asp

State Workforce Investment Act Liaisons:

www.doleta.gov/usworkforce/asp/statecon.cfm

One-Stop Career Centers in Your Area:

www.servicelocator.org

If you do not have Internet access, please call the National Toll-Free Help

Line at 1-877-US-2JOBS (TTY 1-877-889-5627) to receive state and local con-

tact information. You may also visit your local One-Stop Career Center to

use the Internet to find information and services to help you.

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200 Constitution Avenue, NW, Washington, DC