Indiana, unlike Illinois, does not have its own mini-WARN Act.

How much notice does the WARN Act require?

The California WARN Act (short for Worker Adjustment and Retraining Notification Act) is a regulation that requires employers to provide workers and local government officials with at least sixty (60) days notice before a mass layoff, a plant closure or a major relocation.

Who is covered under the WARN Act?

In general, employers are covered by WARN if they have 100 or more employees, not counting employees who have worked less than 6 months in the last 12 months and not counting employees who work an average of less than 20 hours a week.

What is a WARN notice in Indiana?

While Indiana has no layoff notice requirements of its own, state agencies assist in enforcing the requirements of the federal Worker Adjustment and Retraining Notification Act (WARN Act). The WARN Act requires employers to notify their state dislocated worker unit when layoffs occur.

What is a single site of employment under WARN?

The term “single site” of employment may refer to either: A single location or a group of contiguous locations. Contiguous buildings owned by the same employer which have separate management, produce different products, and have separate workforces are considered separate single sites of employment; or.

How does the WARN Act work?

Worker Adjustment and Retraining Notification Act (WARN) (29 USC 2100 et. seq.) – Protects workers, their families and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of plant closings and mass layoffs.

Does WARN Act apply to part-time employees?

Temporary employees are counted for purposes of WARN Act applicability, but are not entitled to WARN notice. Conversely, part-time employees are not counted for purposes of WARN Act applicability (except by aggregating their hours as noted above), but are entitled to receive WARN notice.

What is an employment loss under WARN?

According to the WARN Act, an “employment loss” means “(A) an employment termination, other than a discharge for cause, voluntary departure, or retirement; (B) a layoff exceeding 6 months; or (C) a reduction in hours of work of more than 50 percent during each month of any 6-month period.” 29 U.S.C. § 2101(a)(6).