COVID-19 and WARN Act Obligations

COVID-19 has triggered an economic downturn that in turn has led to a historic number of layoffs and unemployment claims. Previous economic downturns that led to layoffs and increased unemployment, and RIF’s have resulted in allegations of WARN Act violations and amendments intended to bolster discrimination and wage and hour laws.

Admittedly, under the Coronavirus, Aid, Relief and Economic Security (CARES) Act, there are some relief provisions related to employers and employees, however, it says nothing about the suspension of the WARN Act. The result: employers are left with myriad issues related to RIFs, dealing with employee issues, and in protecting the company from liability.

Session Highlights:

• WARN Act
• Reduction in force: historical trends
• Best practices for avoiding lawsuits:

1. Document the business justifications for the reduction
2. Determine whether proposed termination decisions have a disparate impact on legally-protected groups
3. Determine whether the WARN Act applies
4. Determine wage and hour implications
5. Decide whether to seek release agreements from terminated employees

• Best practices for defending lawsuits

Why You Should Attend:

In this webinar, we will cover an employer’s obligations and practical strategies to limit liability arising out of COVID-related RIF’s and furloughs.

Understanding the WARN Act requirements and what is required by employers to take advantage of CARES Act provisions is key.

Who Should Attend:

• HR Directors
• All HR Professionals
• VP, HR
• Senior Managers
• CEO
• Benefits Administrators
• CFO’s
• Controllers
• HR Generalists
• EEO practitioners
• Business Owners

Ask your question directly from our expert during the Q&A session following the live event.

**Recorded Version: Unlimited viewing for 365 days ( Access information will be emailed 36 hours after the completion of live webinar).