Dear Zenith Employee (copied from another post on here)
......This plan will help streamline the organization and make a greater share of our resources available for strengthening our student-facing activities. Unfortunately, the restructuring will also require significant workforce reductions at every level. In total, about 1,000 employees will be laid off....
Are they in violation of a federal law? Did anyone that was laid off get "60 days notice"?
General Provisions
WARN offers protection to workers, their families and communities by requiring employers to provide notice 60 days in advance of covered plant closings and covered mass layoffs. This notice must be provided to either affected workers or their representatives (e.g., a labor union); to the State dislocated worker unit; and to the appropriate unit of local government.
Mass Layoff: A covered employer must give notice if there is to be a mass layoff which does not result from a plant closing, but which will result in an employment loss at the employment site during any 30-day period for 500 or more employees, or for 50-499 employees if they make up at least 33% of the employer's active workforce. Again, this does not count employees who have worked less than 6 months in the last 12 months or employees who work an average of less than 20 hours a week for that employer. These latter groups, however, are entitled to notice (discussed later).
An employer also must give notice if the number of employment losses which occur during a 30-day period fails to meet the threshold requirements of a plant closing or mass layoff, but the number of employment losses for 2 or more groups of workers, each of which is less than the minimum number needed to trigger notice, reaches the threshold level, during any 90-day period, of either a plant closing or mass layoff. Job losses within any 90-day period will count together toward WARN threshold levels, unless the employer demonstrates that the employment losses during the 90-day period are the result of separate and distinct actions and causes.
http://www.doleta.gov/programs/factsht/warn.htm
I contacted an attorney and was told the first step was to contact the UNITED STATES DEPARTMENT OF LABOR
WARN Act Information Line
U.S. Department of Labor
Employment and Training Administration
Office of Policy Development and Research
Division of Policy, Legislation, and Regulations
200 Constitution Ave, NW
Room N5641
Washington, DC 20210
Telephone: (202) 693-3079
E-mail: Warn.Inquiries@dol.gov