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The Worker Adjustment and Retraining Notification Act of 1988 (the "WARN Act") is a U.S. labor law that protects employees, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of planned closings and mass layoffs of employees. [1]
The Fair Labor Standards Act of 1938 requires a federal minimum wage, currently $7.25 but higher in 29 states and D.C., and discourages working weeks over 40 hours through time-and-a-half overtime pay. There are no federal laws, and few state laws, requiring paid holidays or paid family leave.
For instance, under the Age Discrimination in Employment Act (ADEA), employees over the age of forty (40) are entitled to 21 days to review and sign their severance offer. [4] If an employer requires an employee over 40 to review and sign a severance offer in less than the compliant 21 days, they must allow employees more time to review. [5]
A new study shows employees would be willing to take drastic pay cuts to save their jobs, potentially avoiding almost 30% of layoffs.
Between December 2007 (when the recession officially began) and last month, more than 8 million Americans have lost their jobs, according to the government. Of those job losses, 700,000 stem from ...
The Los Angeles Times said it planned to lay off at least 115 employees — more than 20% of the newsroom — starting Tuesday, one of the largest staff cuts in the newspaper's 143-year history.
Traditionally, layoffs directly affect the employee. However, the employee terminated is not alone in this. Layoffs affect the workplace environment and the economy as well as the employee. Layoffs have a widespread effect and the three main components of layoff effects are in the workplace, to the employee, and effects to the economy.
Translation: For a Canadian purchasing software company, reducing an employee’s 40-hour work week by 8 hours, with a 20% pay cut, equaled one job saved. That clever equation added up to another ...