#sixtydaynotice

If Factset is a WARN company, shouldn’t they have announced layoffs? Last Sanoke dodged the question. Secondly, under WARN act shouldn’t Factset have given us the term date of 90 days later?

I have a question for any recently laid off Cisco employees regarding taking a position within the first sixty days after notification. I’m hearing rumors that if you accept a position outside of Cisco within the sixty day window that it’s classified as resignation and the severance package is forfeited. Is this true? Nothing I’m reading within the paperwork I’m expected to sign seems that that is the case, but I’m just checking with those who have been through this process before.

Anyone put in their resignation recently and we're told you'd have to abide by the 60 days? I can't imagine they'd make me stay. Anyone experience this?

Got laid off from the NY office a while back and only got 60 days notice. Apparently NY requires 90 days notice… has anyone experienced this ?

• More than 3,200 LAUSD employees would receive layoff notices under a proposal to be considered by the school board.
• The actual number lost is expected to be lower, but state law and union trigger notifications will cover all possible cutback scenarios.
• The pending decision has prompted criticism from union leaders.

https://www.latimes.com/california/story/2026-02-16/lausd-considers-sending-3200-notices-of-possible-layoffs

Dura-Shiloh will close its Goshen, Indiana plant by March 31st. This closure will result in 172 employee terminations. The company issued a WARN notice on February 2nd. A law firm is investigating an alleged WARN Act violation. The notice provided 57 days, which is less than the required 60 days

https://wsbt.com/news/local/goshen-dura-shiloh-plant-closure-to-lay-off-hundreds-as-shutdown-nears

Strauss Borrelli PLLC is investigating First Brands Group LLC. This concerns a potential mass layoff at its McHenry, Illinois facility. First Brands Group notified the state of its decision on February 3, 2026. The layoff affected 389 employees. The firm is investigating if the company failed to provide 60 days' notice under the WARN Act.

https://straussborrelli.com/2026/02/06/first-brands-group-illinois-warn-act-investigation/

A law firm is investigating Westlake Corporation. The investigation relates to a mass layoff in Lake Charles, Louisiana. Westlake informed Louisiana Workforce Development on December 15, 2025. It examines if Westlake failed to give 60 days' notice to 121 employees. Employees affected may receive 60 days of severance pay and benefits.

https://straussborrelli.com/2026/02/03/westlake-corporation-warn-act-investigation/

Officially?

Was displaced during Q4 and currently in the 60 days non-working. I can't seem to get a straight answer, but wondering if I will still receive a performance review for 2025?

I have seen a ton of posts where people simply cut and paste the Federal WARN procedeure, but nobody can seem to explain something simple. Note to self: Please do not cut and paste the WARN rules here and waste all of our time reading it again! Let me give you a scenario. I live and work in NC. Verizon has several large offices in the state. If Verizon lays off less than 500 people at any one location in NC will I receive 30 or 60 days on payroll with the WARN? I have heard it defaults back to the state law and supersedes the Federal and I have also heard that Verizon normally gives 60 days, unless you are in a state with mini-warn like NJ which is 90 days. Anybody know the answer or do I have to wait until 11/20 to find out.

In the next 6 months as the ai bubble will be in full affect

Had a typically early morning lay off meeting today but they said it was a warning that we will likely be laid off in 45-60 days. What does that mean? Is that a 60 working notice or in 45-60 days I’ll get an official notice?

Over the past several months, it’s clear the company has been consistently laying off employees — roughly the same number each month, almost like clockwork. While leadership has publicly acknowledged these reductions, there are a few things don’t fully add up.

Where’s the WARN Notice? So far, I haven’t found any WARN notice filings from our company — at either the federal or state level. This is unusual given the scope and repetition of the layoffs.

Why WARN Notices Matter
• Transparency: WARN notices are public and include specific details (locations, job roles, counts). Avoiding this filing prevents employees from having a full understanding of what’s happening.
• Rights & Pay: If WARN rules apply and weren’t followed, affected employees may be legally entitled to back pay and benefits for the 60-day notice period.
• Legal Risk: Staggering layoffs to avoid crossing the 50-person threshold may seem clever on paper, but courts can still view it as part of a broader layoff plan. That’s risky — for the company and for us.

200 Employees Terminated Per Month — For Two Years
Internal data and broader reporting indicate that roughly 200 employees have been leaving the company every month for the last two years. That adds up to 4,800+ departures.

Some of this may be natural attrition — but this figure closely matches reports of involuntary terminations, suggesting it’s not just people quitting on their own.

Additionally, the company rolled out a voluntary severance program — which about 600 employees accepted — under conditions that felt like “quit now or risk being laid off later.”

Meanwhile, many departments have been offshored, with knowledge transfer efforts happening in parallel.

What the DOL and Courts Say About “Voluntary” Severance
According to the U.S. Department of Labor:
“Voluntary departures, retirements, or resignations generally do not count, unless the employee departure is caused by the employer and qualifies as an employment loss.”

Source: DOL WARM Act FAQ
Regulations: 20 CFR: 693.3(f)

So if it was implied that employees were to “Take the package now or be on the next layoff list,”
That may legally count as a layoff, not a voluntary exit. And if those numbers weren’t included in WARN reporting? That’s a serious issue.

Staggered Layoffs = WARN Evasion?
Federal law also explicitly prohibits breaking up layoffs to avoid WARN thresholds. According to 20 CFR § 639.5(a)(2):

“An employer may not evade the purpose of the Act by staggering terminations… if they are part of a common layoff plan.”

If 200 employees are being terminated monthly — even across departments or locations — and no WARN notices are being filed, that strongly suggests a strategy designed to stay just under the legal reporting threshold.

For Reporters or Watchdogs Monitoring This Forum:
How has no one picked up this story?!?
This situation potentially involves:
• Thousands of U.S. terminations over 24 months
• A “voluntary” severance program used to disguise layoffs
• No public WARN filings (despite the scale)
• A clear pattern of offshoring and workforce consolidation
• Potential WARN Act non-compliance through structuring and timing.
• Oh and don’t forget the philanthropic award the company won a few years ago for committing to increasing local jobs in St.Louis by 10%.

Yes it’s coming soo

Assuming that the much rumored Citi Tampa layoffs for September will trigger the Warn Act, do you get a 60 day non working notice and then severance (in my case 3 months) or just 30 days severance plus unused vacation. TIA.

My manger said people are getting 60 days. Is this in addition to the 2 weeks per year or just the minimum? Also, if you quickly find a job, is WF cutting off the severance or paying out to end? Love working here and hope I don’t get displaced.

• GM is cutting 750 jobs at its Oshawa Assembly Plant due to U.S. tariffs, moving from three shifts to two starting this fall.
• The plant currently employs around 3,000 people, and the change could ripple across the supply chain, affecting another 1,500 workers.
• Unifor union president Lana Payne condemned the decision, calling it reckless and accusing GM of trying to gain favor with Donald Trump.
• GM confirmed 700 workers will be impacted, but avoided using the term "layoffs," saying it will support affected employees through the transition.
• The cuts are linked to a 25% tariff imposed by President Trump on all vehicle imports to the U.S.
• GM says the move is based on forecasted demand & trade conditions, and the plant will refocus on building trucks for Canadian customers.
• The Oshawa facility builds Chevrolet Silverado trucks, which are also produced in the U.S. & Mexico.
• Payne said GM is required to provide six months' notice and that the union will fight the decision during that period.
• Prime Minister Mark Carney expressed sympathy & warned of consequences for companies not acting as partners in protecting Canadian jobs.
• Payne called GM’s timing premature, given that Carney & Trump are scheduled to meet soon for trade talks.
• Unifor urged the government to reconsider GM’s tariff-exempt status under Canada's remission framework.
• Ontario Premier Doug Ford called the news “extremely tough” but said GM reaffirmed its long-term commitment to the Oshawa plant.
• The Windsor Stellantis plant is also shutting down temporarily, though no connection to tariffs was made.
• A recent update clarified that CUSMA-compliant auto parts are exempt from the 25% tariff, but Payne says this does nothing to help Canadian assembly plants.
• The union believes GM will reduce exports to the U.S. & shift Oshawa’s focus to the Canadian market, which may not match American demand levels.