Allegheny Pennsylvania Sample WARN Notification Letter — General Employee Notice Dear [Employee's Name], We regret to inform you that due to unforeseen circumstances, Allegheny Pennsylvania Industries will experience a workforce reduction within the next [number of days/weeks/months]. This is a formal notice as required by the Worker Adjustment and Retraining Notification (WARN) Act. Our company is legally obligated to provide you with at least [number of days/weeks/months] advance notice of a substantial layoff or plant closing. Please understand that this decision was not made lightly, and it is necessary for the long-term viability of our organization. The specific reasons for this reduction in our workforce include [provide brief details about the reasons, such as economic downturn, restructuring, loss of major contracts, etc.]. Despite our best efforts, we have been unable to secure the necessary resources to avoid this action. Affected employees will receive [number of days/weeks/months] of continued employment from the date of this notice. During this period, we encourage you to use the time to actively seek alternative employment opportunities and plan accordingly for the future. We acknowledge the impact this will have on both your professional and personal life. To mitigate the hardships, we will be providing severance packages to all affected employees. The exact terms of these packages will be discussed individually with each employee, taking into account factors such as length of service, position, and other applicable considerations. In addition to the severance package, we will also be offering support in the form of career counseling and job placement assistance. We understand that this transition can be challenging, and we want to assist you in finding new employment as smoothly as possible. We want to express our gratitude for your contributions to Allegheny Pennsylvania Industries during your tenure with us. Furthermore, we understand that this news may come as a shock, and we will do our best to assist you throughout this difficult time. If you have any questions or concerns, please do not hesitate to reach out to the Human Resources department. We will schedule individual meetings to discuss your specific situation and provide any necessary information. We truly regret that circumstances have necessitated this reduction, and we want to assure you that all decisions were made in accordance with legal requirements and after thorough consideration. Furthermore, we appreciate your understanding and cooperation during this challenging period. Sincerely, [Your Name] [Your Title] [Company Name]
Allegheny Pennsylvania Sample WARN Notification Letter - General Employee Notice
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FAQ
Overview of State Mini-WARN Law Pennsylvania has no mini- Worker Adjustment and Retraining Notification Act or other notice requirements for group layoffs.
Who is Covered by the OWBPA? The ADEA which includes the OWBPA applies to all employers with 20 or more total employees. Furthermore, in certain jurisdictions, some smaller companies may be covered by a similar state regulation. As for employees, the OWBPA covers employees who are 40 years old or older.
WARN. With the economic recovery, many employers "are out of practice" with the Worker Adjustment and Retraining Notification (WARN) Act and Older Workers Benefit Protection Act (OWBPA). Employers count to see whether they have 100 or more employees working 20 hours or more a week for at least six months.
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.
The WARN Act is triggered by: Plant closings. The shutdown of a single employment site, facility or operating unit, that results in a loss of at least 50 full-time employees, during a 30 day period or. Mass layoffs.
Letterhead Dear Employee: It is with regret that I inform you that you are being laid off from your position as effective . Lack of funds (and/or lack of work) necessitates this layoff. This layoff action is indefinite in duration and should be considered permanent.
The OWBPA is a federal law that requires employers to offer older workers (those who are at least 40 years old) benefits that are equal to or, in some cases, cost the employer as much as, the benefits it offers to younger workers.
Letterhead Dear Employee: It is with regret that I inform you that you are being laid off from your position as effective . Lack of funds (and/or lack of work) necessitates this layoff. This layoff action is indefinite in duration and should be considered permanent.
DO discuss layoffs in-person, respectfully.DO provide support or advice.DO include HR in every decision.DO hold exit interviews.DON'T delegate layoffs to managers or other employees.DON'T gossip about potential layoffs.DON'T forget to offer support and options.DON'T ignore concerns brought up during a layoff.
Under the federal WARN Act, employers are required to provide written advance notice in the event of either a plant closing or a mass layoff. Both of these events are specifically defined under the Act.
