Thread regarding U.S. Bank layoffs

Were you laid off? WARN Act

The WARN Act requires an employer to notify employees, in writing, 60 days before a layoff, and pay the employee for those 60 days, in addition to any severance the employee may be entitled to. Unfortunately, some employers attempt to circumvent the law. If your employer did not provide you the 60 days’ notice (and pay you for those 60 days), please contact the Federal Department of Labor (DOL) or your state’s WARN office for help.

The original Worker Adjustment and Retraining Notification Act (WARN) was a Federal law that applied to all 50 states. Since the Federal WARN law was passed, most states have enacted a state WARN Act.

Among other things, the state WARN acts require employers to report layoff statistics to a state office. In fact, an employer may report the number of employees they intend to layoff, by location, before the layoff and report that information to a state WARN act office that may be available on a state web site.

Therefore, assuming the employer complied with state law, you might be able to learn about the number of employees an employer intends to layoff, by location, before the layoff. Otherwise, you can determine the number of employees that were laid off after the layoff.

If your employer laid off employees and you don’t find the layoff statistics on your state’s WARN Web site, you may anonymously report this to your state’s office responsible for the WARN act, and they will instruct the employer to report the statistics

The Worker Adjustment & Retraining Notification ACT (WARN) is a Federal law that applies to all 50 states
Review Workers' Guide
Send specific questions to:

If you’d like to learn more about the WARN Act and whether your employer is complying with this Federal and State law, please review these articles. Please copy this info to your desktop and share this information with your co-workers

WARN Act Class Action Lawsuits

The WARN Act and Twitter

Great article on the WARN Act


General Dynamics Workers Win Class Cert. In WARN Act Suit

WARN Act Ruling Potential Cause of Concern for Larger Employers

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Post ID: @OP+1kVDX1eB

4 replies (most recent on top)

This is real. Look at some of the fines given in Minnesota over this…..

Post ID: @cbgj+1kVDX1eB

You are not being laid off if they "eliminate" your position. It is legal hairsplitting and USBank is well-oiled in the ways to prevent lawsuits. And yes, they stay under the thresholds written in the WARN Act. The legal department has done its due diligence and trying to wangle a few thousand dollars for 30 or 60 days of back pay will cost you more than it's worth, even if you have a legitimate grievance.

Post ID: @4lvk+1kVDX1eB

If I recall, there is a provision that they have to notify if more than 500 people are laid off in a location. If they lay off 1,000 people but the most in a specific location is 499 or less, unless there is a state version with a lower threshold, then WARN wouldn't apply.

I only remember this from the article when former employees attempted to sue Twitter.

Post ID: @1cug+1kVDX1eB

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