COVID-19 and Obligations Under the WARN Act

COVID-19 has triggered an economic downturn, which 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 protecting the company from liability.

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

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.

Areas Covered

• WARN Act
• Reduction in force: historical trends
• Best practices for avoiding lawsuits
  • Document the business justifications for the reduction
  • Determine whether proposed termination decisions have a disparate impact on legally-protected groups
  • Determine whether the WARN Act applies
  • Determine wage and hour implications
  • Decide whether to seek release agreements from terminated employees
• Best practices for defending lawsuits

Who Should Attend

• HR Managers,
• HR Directors;
• Senior Management;
• CEO’s;
• Business Owners;
• Middle Management;
• CFO’s;
• Controllers

Speaker(s)

Janette Levey Frisch

Janette Levey Frisch, founder of The EmpLAWyerologist Firm, is an employment/HR attorney with over 20 year's legal experience. Ms. Frisch is a legal wellness professional for employment practices and workforce challenges. She works with employers to craft solid employment practices wellness plans tailored to address an organization’s needs and concerns. As a consultant, she offers legal services on virtually all federal and NJ and NY state employment law issues.

CEUs

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Credits: 1.5

Compliance Prime is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org

Credits: 1.5

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