Compliance Stuff

As more layoffs are announced across the country, employers operating in Ohio must make sure they understand their obligations under the state’s “mini-WARN” law that just rolled out last fall . The new law expands employer requirements related to advance notices of mass layoffs and plant closings, while federal rules still set the floor. We’ll explain everything you need to know and offer four practical takeaways for your business. Quick Background Ohio’s long-anticipated  mini-WARN Act  took effect Sept. 29, making Ohio the fifteenth state to supplement the federal Worker Adjustment and Retraining Notification Act (federal WARN Act) with state-level notice obligations . Although Ohio’s law incorporates much of the federal WARN framework, it also adds notice requirements and procedural nuances that employers must understand to navigate compliance effectively. For more on the federal WARN Act, check out this recent FP insight:  Warning! The Warn Act is More Complicated Tha...

With layoffs trending upward in industries like manufacturing, business services, and transportation, it’s important to be aware of the legal requirements surrounding mass business closures or worker terminations. The Worker Adjustment and Retraining Notification (WARN) Act requires employers to provide advance notice to employees of certain plant closings and mass layoffs with limited exceptions. But the law has very specific requirements about the information you need to provide, when to provide it, and which employees you need to notify when engaging in major workforce reductions. Here’s everything that may surprise you when it comes to plant closures and large-scale terminations – and your 4-step plan to comply with the WARN Act. Does WARN Apply to My Business? The WARN Act can be triggered in several ways based on the number of impacted employees and under certain conditions. Generally, the law requires that during any 90-day period, private businesses with more than 100 full-time...