Sample WARN Notification Letter — to Individual Employee in San Bernardino, California [Your Company Name] [Address] [City, State, ZIP] [Phone Number] [Email Address] [Date] [Employee's Full Name] [Employee's Address] [City, State, ZIP] Dear [Employee's Name], Re: WARN Notification — Temporary Layoff We regret to inform you that due to unforeseen circumstances, we are required to implement a temporary layoff at [Your Company Name] starting from [Effective Date]. It is with great regret that we have to take this step, but we want to assure you that it is necessary to maintain the long-term stability and growth of our business. The temporary layoff will last for a period of [Duration], during which you will not be required to report to work. Your employment status during this period will be classified as "temporary layoff" without pay. We understand the impact this may have on your personal and financial situation, and we sincerely apologize for any inconveniences caused. We will continue to provide health insurance coverage during your temporary layoff period, as required by the Worker Adjustment and Retraining Notification (WARN) Act. However, as your employment will be temporarily suspended, you will not receive any salary or benefits during this time. In accordance with the WARN Act, we are providing you with at least 60 calendar days' advance notice of the layoff. This notice period allows you to plan for the temporary loss of income and explore potential retraining or employment opportunities during this time. During the layoff period, we encourage you to consider utilizing available resources such as unemployment benefits, job training programs, and career counseling services provided by the state of California. The San Bernardino County Employment Resource Center (ERC) is an excellent local resource that can offer assistance and support in finding alternative employment opportunities, job fairs, and reemployment services. While we anticipate the layoff to be temporary, we cannot guarantee the exact duration at this time. We will keep you informed of any updates or changes regarding your employment status through regular updates, primarily through email and the company's official communication channels. Please note that this layoff is not related to your performance, and it is not a reflection of your skills or abilities. This is a decision made in response to unforeseen circumstances beyond our control. We understand the challenges you may face during this period and are committed to providing support where possible. If you have any questions or concerns about the layoff or need assistance with accessing available resources, please do not hesitate to contact our Human Resources department at [HR Contact Information]. We are here to assist you in any way we can. We value your contributions to our company and hope to have the opportunity to welcome you back to work when the temporary layoff period ends. Furthermore, we will make every effort to retain your position and will prioritize your reemployment based on applicable laws and business need. Thank you for your understanding and cooperation during this difficult time. We wish you all the best in your future endeavors. Please take care of yourself and your loved ones. Sincerely, [Your Name] [Your Position] [Your Company Name]
San Bernardino California Sample WARN Notification Letter - to Individual Employee
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FAQ
Under federal WARN Act, an employer must provide written notice 60 days prior to a plant closing or mass layoff to employees or their representative and the state dislocated worker unit (in California, the Employment Development Department, Workforce Services Division).
Generally speaking, the California WARN Act, Labor Code 1400 et seq., applies to all California employees of whom both of the following are true: The employee has been employed by the employer for at least six (6) of the twelve (12) months preceding the date on which notification would be required; and.
California's Worker Adjustment and Retraining Notification (WARN) Act expands on the requirements of the federal WARN Act and provides protection to employees, their families and communities by requiring employers to give affected employees and other state and local representatives notice 60 days in advance of a plant
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.
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.
WARN protects employees, their families, and communities by requiring employers to give a 60-day notice to the affected employees and both state and local representatives before a plant closing or mass layoff.
The following states or territories have their own versions of the WARN Act that expand on the protections of the federal law, by covering small layoffs or by having fewer exceptions: California, Hawaii, Illinois, Iowa, Maine, New Hampshire, New Jersey, New York, Tennessee, Wisconsin and the Virgin Islands.
Dear Recipient Name: We regret to inform you that circumstances will force Employer Name to conduct layoffs or close our facility/one of our facilities. As required by the Worker Adjustment and Retraining Notification Act of 1988, this letter serves to give you 60 days' advance notice of the layoffs/closing.
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.
The Executive Order does not suspend the California WARN Act in its entirety, nor does it suspend the law for all covered employers. The Executive Order only suspends the California WARN Act's 60-day notice requirement for those employers that satisfy the Order's specific conditions.
