California WARN Act

Unfortunately, mass layoffs happen. Although California’s labor laws cannot save a financially distressed company, the state has put into place important regulations to help protect some vulnerable employees. 

The California WARN Act — the Worker Adjustment and Retraining Notification Act — requires many mid-sized and large companies that are planning mass layoffs to give sufficient notice to the affected workers.

The California WARN Act expands the protections granted under the federal WARN Act. It is a complicated law and navigating your rights under the WARN Act can be challenging. 

We want to ensure that all employees in California have the information needed to protect their rights. Here, our Los Angeles wrongful termination attorneys provide an overview of the most important things that you need to know about the California WARN Act.

Overview of the California WARN Act

The primary purpose of the WARN Act California is to ensure that employees subject to mass layoffs are provided notice. It applies to most large employers that have substantial commercial or industrial operations within the state.

Companies will be subject to the WARN Act if they employed at least 75 people within the last 12 months. It should be noted that both full-time and part-time workers count towards the total.

What are the Requirements for Employers?

As a general matter, California an at-will employment state. Without an employment agreement in place, employers typically have the authority to eliminate a worker’s position, as long as they are not doing so for an illegal reason such as gender discrimination or whistleblower retaliation.

However, in the context of mass layoffs, there is an exception: California’s WARN Act puts some additional legal obligations on companies. Specifically, employers that are covered by California layoff law must comply with the following key legal requirement:

Provide at least 60 days’ notice to both employees and the government when conducting mass layoffs, relocating a facility, or terminating workers as a result of a plant closure.

Within this requirement, there are a number of different terms that must be defined.

To start, the California WARN Act defines a mass layoff as the elimination of at least 50 jobs within a 30-day period.

Next, state law defines a relocation as the moving of substantial business operations at least 100 miles away from the previous site.

Finally, a plant closure is the cessation or suspension of most or all of a company’s operations within a specific facility.

WARN Notice California: What Should Be Included?

To be legally valid, a WARN Act notice must meet certain basic requirements. Among other things, California law requires employers to include the following information within a mass layoff notice:

●  Details about the layoff, including the site that is closing;

●  A description of the company’s future plans for the implicated positions, including whether the layoff is expected to be permanent or temporary;

●  The date that layoffs are scheduled to begin as well as a basic schedule for the layoffs;

●  An overview of the jobs being affected by the layoffs, including job titles and number of workers being let go; and

●  Contact information for a company official who can be reached to provide employees additional information.

California WARN Act Cases: A Few Recent Examples

In 2017, NASSCO, a San Diego, CA-based shipyard company, was ordered to pay workers more than $200,000 in compensation for back pay and loss of benefits.

The company laid off 90 employees, though it tried to argue that it was not truly a layoff because it initially planned for the layoffs to be a ‘temporary furlough’. The California courts disagreed with the argument — ruling the company improperly failed to give notice under the WARN Act.

 In 2018, a WARN Act lawsuit was filed against a California-based video game maker. The company laid off nearly 250 of approximately 275 total workers. Soon after, several affected employees filed a WARN Act lawsuit in Northern California court

The plaintiffs filed both a federal WARN Act claim and a California WARN Act claim. Notably, California state law offers much broader protections to workers.

What Are Employees Entitled to If Employers Have Violated These Rights?

 Employers that violate WARN Act notice requirements in California are subject to strict penalties. As a starting point, state regulators have the authority to fine the company for each day of the violation.

More importantly for affected workers, an employee has the right to receive back pay and employment benefits for each day of the violation.

If you believe that your labor law rights were violated under the California WARN Act, you should speak to an experienced employment law attorney right away. Our Los Angeles WARN Act attorneys can protect your rights.

Are There Any Exceptions to This Law?

Yes — there are some limited exceptions to the California WARN Act. Employees should check to make sure that their company is covered by the law. Remember, the WARN act does not apply to most small-sized firms.

Beyond that, there are certain industry-based exceptions. When employees work in the motion picture industry, construction industry, drilling, logging, or mining, and they were hired with a fundamental understanding that their term of employment was inherently limited, then the company may be excused from WARN Act regulations.

Finally, California law also grants some exceptions for serious disasters or calamities. For example, if a major natural disaster hit Los Angeles, an employer that was forced to make mass layoffs as a direct result of that tragic event may be excused from the Warn Act’s notice requirements.

Speak to Our Los Angeles Wrongful Termination Lawyers Today

At Workplace Rights Law Group LLP, our California employment law attorneys have extensive experience handling the complete range of wrongful termination claims, including WARN Act cases.

If you have any specific questions or concerns about the California layoff laws, we are available to help.

To schedule a free, no-obligation initial consultation, please contact our law firm right away. From our office locations in Glendale and Riverside, we serve communities throughout Southern California, including Los Angeles, Anaheim, Long Beach, Pasadena, Inglewood, Compton, and San Bernardino. 

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