We know the challenges presented when companies shut down or reduce their workforce; when employees are locked out, walked out, or informed by email or text that their job has been eliminated, or their employer is going out of business. Our practice focuses on obtaining justice for employees in the wake of such difficult transitions.
Practice Areas
WARN Act
The WARN Act (Worker Adjustment and Retraining Notification Act) became federal law in 1988. It requires 60 days written notice for certain employees in certain mass layoffs.
When the required notice is not given, however, the WARN Act mandates up to 60 days of pay and benefits to each affected employee. Even when a company files for bankruptcy on the heels of a mass layoff, the WARN Act’s obligations remain intact.
Wages, Severance & Benefits
Every company wants the benefits of their employees’ loyalty and hard work. Employees who know the business inside and out increase their employer’s bottom line.
But employers often don’t raise the salaries or wages of these essential employees.They don’t give them bonuses. To keep these employees from leaving without touching the company’s profits, they defer the higher pay that long-term employees have earned and deserve.