Legal Intelligencer
(By Stephen A. Antonelli)
Is the country heading toward a recession? Are we already there? If so, for how long will it last? Or, will we narrowly avoid a recession and instead see a mere economic slowdown as we (hopefully) put the global pandemic in our collective rearview mirror?
The answers to these questions are unclear. Inflation and interest rates are rising, yet the economy added 528,000 new jobs in July and unemployment is at a pre-pandemic level of 3.5 percent. Moreover, by the time you read this, the Inflation Reduction Act may have been signed into law. As a result, the opinions of actual economists and other experts in the field differ as to the likelihood, timing, and duration of a recession. I will therefore certainly not attempt to offer a prediction of my own. I will, however, note that employers of all sizes must be mindful of the law if and when they are forced to make the difficult decision of reducing their workforce.
The Worker Adjustment and Retraining Notification (WARN) Act is one such law. The WARN Act was enacted in 1988 in an effort to ensure advance notice to employees in cases of qualified plant closings and mass layoffs, thereby providing employees with sufficient time to prepare for the transition into a new job. It requires larger private employers to give advanced notice of plant closings or mass layoffs to their employees (or their unions, if applicable) as well as to state agencies that assist impacted workers and the local government of the impacted area. Specifically, the Act requires employers with 100 or more full-time employees (or 100 or more full- and part-time employees who work a combined 4,000 hours per week) to provide written notice 60 days in advance of a facility or plant closure or a mass layoff. …