The Worker Adjustment and Retraining Notification Act (known appropriately as "WARN"), 29 U.S.C. 2101, was enacted by Congress in 1988 to provide employees with advance notice of a plant closing or mass layoff at their company. The WARN Act requires employers who are planning a plant closing or a mass layoff to give affected employees at least 60 days notice prior to any employment action.
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one of the anonymous posters is correct in that if you received severance covering you for more than sixty days after the layoff, you are not covered by the Warn Act, anyone that did not recieve notice or at least sixty days severance would be covered, if you fall into the later group, no or little severance I can help you.
You're nothing but a leach. Go away.
Blanton v Baker Hughes, Incorporated --- Filed: February 9, 2015 as 4:2015cv00365 --- Cause Of Action: WARN ACT --- Plaintiff: Frank Blanton (Represented by: Lance Clinton Blankenship), Presiding Judge: Kenneth M. Hoyt, Cause of Action: 29:2104 --- Court: Fifth Circuit › Texas › Texas Southern District Court, see more here: http://dockets.justia.com/docket/texas/txsdce/4:2015cv00365/1240457
Google Baker Hughes law suites...
I'm sure BH has a team of legal experts in place to make sure that they did not break any laws. Good luck with a lawsuit...waste of time.
This is such old news. There is a lot of old threads talking about the WARN act several months ago when layoffs started. I'm from a closed yard that experienced layoffs to a majority of the employees there. Part of the severance was an extra 60 day pay to compensate the violation. If you've been laid off you probably signed paperwork stating you will not due in return for the severance.
Only if they plan on laying off 30 percent or more at one given time. If they offer relocation or job transfer that does not go against the 30 percent.
Mac - can you help us? If not, do you know an attorney who might want to take our case?