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A mass layoff occurs under the WARN Act when: at least 50 employees are laid off during a 30-day period, if the laid-off employees made up at least one third of the workforce; 500 employees are laid off during a 30-day period, no matter how large the workforce; or.

The period of the WARN Act violation is the smaller of the following: The period of time between 60 days before you lost your job, and the day you were actually notified you were losing your job in the mass layoff, relocation or plant closure; or. One-half of the number of days you were employed by the employer.

The Worker Adjustment and Retraining Notification ("WARN") Ace was enacted by Congress in 1988 to provide limited protections to workers whose jobs are suddenly and permanently terminated.

Worker Adjustment and Retraining Notification Act (WARN) (29 USC 2100 et. seq.) - Protects workers, their families and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of plant closings and mass layoffs.

A layoff of any 50 or more employees, full or part-time, at a covered establishment triggers California WARN notice requirements.

Not all dislocations require a 60-day notice; the WARN Act makes certain exceptions to the requirements when employers can show that layoffs or worksite closings occur due to faltering companies, unforeseen business circumstances, and natural disasters.

The Worker Adjustment and Retraining Notification (WARN) Act helps ensure advance notice in cases of qualified plant closings and mass layoffs. The U.S. Department of Labor has compliance assistance materials to help workers and employers understand their rights and responsibilities under the provisions of WARN.