b'Worker Adjustment and Retraining Notification Act (WARN)Who, What, Why . . . Who does it apply to: All employers with 100 or more full-timedoes not include part-time employees, individuals who have employees (not counting workers who have less than six monthsworked less than six months in the last 12 months, people who on the job and employees who work fewer than 20 hours perare contractors or understand that their position is temporary, week) or employ 100 or more employees that work 4,000 hoursstriking union employees, or employees who will be offered a per week combined.transfer (in certain circumstances). What is the purpose of the law: When a business covered by theWho gets notice and when: Deliver notice, timed to reach the Act is laying off a large number of people at a single worksite,following parties 60 days or more before the layoff:the Act requires the employer to give advance notice so that the Affected employees (meaning employees who have less employees can begin looking for other work.than six months on the job or who work fewer than 20 hours What circumstances trigger the notice requirement: Of course,per week, even though they are excluded for calculating itiscomplicated,butthefollowingrepresentmostofthetrigger levels);possibilities: Employees who may be laid off if seniority allows an affectedClosingafacilityoroperatingunitonatemporaryoremployee to bump another employee out (bumping);permanentbasisinawaythatwillaffect50ormoreThe Dislocated Worker Services Department at the Texas employees during a 30-day period;Workforce Solutions office for your region; Making a mass layoff during any 30-day period of at leastThehighestrankingelectedofficialatthelocallevelof 33 percent of employees at a single site of employment,government in which the site is located (probably the mayor unless the percentage affects less than 50 employees, or,or county commissioner); andat least 500 employees (not including part-time employees) Thechiefrepresentativeoftheunionorbargaining regardless of the percentage.A combination of a facility closing and mass layoff during aorganization for union employees.90-day period that would meet either threshold.What is the notice supposed to say: To affected employees, theSale of a business which will result in a facility closing and/ notice must explain whether the planned action is temporaryor mass layoff as part of or shortly after a sale. orpermanent,whethertheentirefacilitywillbeclosed,the Employers do not have to give notice when closing a facility orexpecteddatewhentheclosingorlayoffwillbeginand location due to completion of the project for which it was createdconclude, information about bumping rights (if any), and the (think construction site) if the facility was originally temporary orname of the company representative employees may contact in certain circumstances involving unions.for more information. To the other recipients listed above, the notice should include the items above, the address of the site, Who counts as an employee: Anyone who will be laid off for moreand what positions will be affected.than six months, whose hours will be reduced by 50 percent or more, or who has been temporarily laid off with an expectation toAre there exceptions to giving notice 60 days in advance: You be recalled that will no longer be recalled (including employeesstill have to give notice, but the notice may be shorter if the on workers comp, FMLA, or other leave). That said, employeelayoff is the result of a natural disaster, unforeseeable business 25'