The WARN Act in California: What You Need to Know
The Worker Adjustment and Retraining Notification (WARN) Act is a federal law that requires employers with 100 or more full-time employees to provide advance notice to affected employees and government officials in the event of a plant closing or mass layoff. California has its own version of the WARN Act, which provides additional protections and requirements for employers. In this article, we will explore the WARN Act in California, including its requirements, exemptions, and penalties.
The WARN Act in California was enacted in 1983 and is codified in California Labor Code Section 1400 et seq. The law requires employers to provide written notice to affected employees and government officials at least 60 days prior to a plant closing or mass layoff. The notice must include the following information:
1. The date of the plant closing or mass layoff
2. The reason for the plant closing or mass layoff
3. The number of employees affected
4. The location of the plant or facility
5. The name and title of the person providing the notice
The WARN Act in California applies to employers with 50 or more full-time employees, which is lower than the federal threshold of 100 employees. The law also covers temporary employees, seasonal employees, and employees who have been on layoff for less than six months.
There are certain exemptions to the WARN Act in California, including:
1. Natural disasters: If a plant closing or mass layoff is caused by a natural disaster, such as an earthquake or flood, the employer is not required to provide notice.
2. Unforeseen business circumstances: If a plant closing or mass layoff is caused by unforeseen business circumstances, such as a sudden and unexpected decline in business, the employer is not required to provide notice.
3. Bankruptcy: If an employer files for bankruptcy, the WARN Act does not apply.
The WARN Act in California provides penalties for employers who fail to provide notice. The penalties can include:
1. Civil penalties: The California Labor Commissioner can impose civil penalties of up to $1,000 per day for each day that notice is not provided.
2. Criminal penalties: Employers who willfully fail to provide notice can be fined up to $5,000 and/or imprisoned for up to one year.
3. Damages: Affected employees can also bring a civil lawsuit against the employer to recover damages for any losses they suffer as a result of the failure to provide notice.
In addition to the penalties, the WARN Act in California also provides for a number of other remedies, including:
1. Back pay: Affected employees are entitled to back pay for the period of time between the date of the plant closing or mass layoff and the date of the notice.
2. Front pay: Affected employees are entitled to front pay for the period of time between the date of the notice and the date of the plant closing or mass layoff.
3. Reinstatement: Affected employees have the right to be reinstated to their former position if the employer decides to rehire.
The WARN Act in California is an important law that provides protections for employees in the event of a plant closing or mass layoff. Employers who are subject to the law must provide advance notice to affected employees and government officials, and failure to do so can result in significant penalties and damages.
