I asked HR some detailed questions about how WARN was applied for hybrid employees. They said remote locations didn’t meet the threshold, so they only provided 30 vs 60 days. I didn’t agree with how they explained it, but that was their final position. One thing I’d say is if you’re affected in a future RIF, don’t rush to sign anything. Ask how your work site was defined and how employees were counted, especially if you’re hybrid or remote. The lawyers do this by design. Severance is structured to neutralize WARN leverage. The release explicitly waives WARN and that’s intentional. If you’re hybrid or remote, WARN isn’t just about where you sit it’s about where you’re managed, assigned and counted.
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FYI for anyone wondering.
The WARN Act, or Worker Adjustment and Retraining Notification Act, is a U.S. federal law enacted in 1988 that requires most corporations with 100 or more employees to provide a 60-day advance written notice before a plant closing or mass layoff affecting 50 or more employees
Take all WARN challenges, they ate making billions dollar in profits and lawyers .......
You stand a chance ? Go ahead and try...we dont stand a chance.
All names were provided two levels up , if they were impacted next level names were asked.
#$OGTFO is the new reality...
You bringing in revenue or GTFO