Does anyone know if this would be a WARN Act violation? I don't see a WARN notice and I would think this applies. Spouse works for Belk and knows several people already laid off in just the past couple of weeks and we know they are doing three rounds of layoffs.
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Don’t think it qualifies. For layoffs it needs to be either 500 people or 1/3 of the workforce. This was neither. The 50 number that is quoted is for plants
Here are the 2025 NC WARN notifications- https://www.google.com/url?sa=t&source=web&rct=j&opi=89978449&url=https://www.commerce.nc.gov/data-tools-reports/labor-market-data-tools/workforce-warn-reports/report-workforce-warn-listings-2025/open&ved=2ahUKEwjv3NvjrP2LAxUf78kDHc0nJHYQjBB6BAgqEAQ&usg=AOvVaw23o82D2LhJ2eU9bhK1ztVU
I'll warn you now big retail will go the same way as the buggy whip bo-m. Times are a changing. People are getting too fat and lazy to park and walk the distance needed to go shopping in a mall. They don't even want to vote in person anymore.
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Sure seems like a warn act violation!
In North Carolina, the WARN Act requires employers with 100 or more employees to provide 60 days' advance notice to employees before a plant closure or mass layoff affecting 50 or more workers, meaning they must notify employees about upcoming job losses well in advance; this notice must include details about the closure date, reason, and whether the job loss is temporary or permanent.
I looked it up and I think the WARN act isn’t applied unless layoffs affect 1/3 of the company’s workforce.
I think the federal WARN act applies when there are 50 people laid off within 30 days ??
And the company supposed to give 60 days notice.
Does anyone know how that applies when a company has multiple stores in different states?
"It's concerning to hear about the layoffs at Belk, especially if there are multiple rounds happening without a WARN notice. The WARN Act typically requires employers to provide advance notice of mass layoffs, so if this situation applies, it could be a potential violation. It might be worth looking into the specific circumstances and consulting with someone knowledgeable about employment law to get clarity on whether this situation meets the criteria for a WARN notice. It’s crucial for affected employees to be informed of their rights." But I do know that in South Carolina it’s a right to work state.