It is no secret that the economy is not at its best. And during these time employers must make hard decisions as to its workforce and the amount of people it can afford to stay in business. As a result, layoffs become a sad reality for many working Americans. However, even though employers may legally carry out large layoffs, they still must adhere to certain mandates regarding their practices.
If you were fired as part of large layoff it is vital to get informed and know your rights as an Employee to ensure your legal rights are protected. Here’s a section of my book “The Employee Rights Handbook” that deals with just that.
Fired as Part of a Large Layoff
If you are part of a massive layoff and not given at least 60 days’ notice or 60 days’ severance pay, this is a violation under the federal Worker Adjustment and Retraining Notification Act (WARN). This law prohibits employers from ordering a plant closing or massive layoffs until 60 days after the employer has given written notice of this to affected employees or their representatives, the state dislocated-worker unit, and the chief elected official of the unit of local government where the closing or layoff is to occur. If you are fired suddenly and are part of a massive layoff, consult a lawyer immediately to discuss your rights and options under WARN.
STRATEGY: This claim does not only apply to union employees working at plants. As noted earlier, it can be asserted when a private employer lays off hundreds of executives at one time or when a company discharges large numbers of secretaries or dismantles an accounting, business, or financial department due to a reorganization.
For a full depth analysis on this topic and many more, visit http://legalstrategiespublishing.com/ to purchase “The Employee Rights Handbook” today!
