Description
When approached by employer clients about the possibility of RIFs or layoffs, one of the first things employment attorneys should consider is whether the WARN Act applies—not only the federal law but also any potential state mini-WARN laws and how they may expand employer obligations. Failure to comply could result in hefty penalties for employers.
The WARN Act requires covered employers to provide 60 days' advance notice of certain plant closings or mass layoffs. Counsel should understand, among other things, which employers are covered, events that trigger WARN's notice requirements, the type of notice required, and potential penalties for WARN violations. Counsel should also be able to advise employer clients on how to evaluate who to let go to avoid unlawful discrimination claims.
Listen as our expert panel provides new employment attorneys with an overview of WARN requirements and offers best practices for guiding employer clients through the layoff process when WARN applies.
Presented By
Mr. Prokott advises businesses regarding complex workplace matters. He represents employers of all sizes, including multinational public and private companies, established and emerging private businesses, and nonprofit organizations. Mr. Prokott advises employers on: hiring practices, including issues related to non-discrimination, non-competition, pre-employment testing, background checks and state law compliance; reviewing and drafting offer-of-employment letters and employee handbooks; preparing executive and sales compensation agreements; preparing non-competition, non-solicitation and confidentiality agreements, and advising on the enforceability of these types of agreements; and best practices for managing and implementing employee restructurings and voluntary and involuntary workforce reductions, including release requirements under the Age Discrimination in Employment Act and Older Workers Benefits Protection Act, and compliance with the Worker Adjustment and Retraining Notification Act, among other matters.
Since 2002, Ms. Roupinian has devoted her practice to the litigation of federal and state Worker Adjustment and Retraining Notification (WARN) Act cases and related claims, representing tens of thousands of employees terminated without sufficient notice. Ms. Roupinian’s practice is national and a majority of her cases are initiated as class actions and frequently filed in bankruptcy court as adversary proceedings. She has litigated more than 200 WARN Act cases and recovered more than $100 million in settlements and judgments. In 2017, Ms. Roupinian and her partner won a landmark U.S. Supreme Court decision on behalf of 1,800 terminated truck drivers. Czyzewski v. Jevic Holding Corp., 137 S. Ct. 973, 977, 197 L. Ed. 2d 398 (2017). The decision has been hailed as one of the top ten most important decisions in bankruptcy law.
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This 60-minute webinar is eligible in most states for 1.0 CLE credits.
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Date + Time
- event
Wednesday, October 15, 2025
- schedule
1:00 p.m. ET./10:00 a.m. PT
I. Introduction
II. WARN Act overview
A. Purpose
B. Covered employers
C. Affected employees
D. Triggering events
E. Notice requirements and exceptions
F. Enforcement/penalties
III. State mini-WARN law considerations
IV. Pointers on evaluating who to let go
V. Best practices for guiding employers through the layoff process
The panel will review these and other key considerations:
- Which employers are covered by the WARN Act?
- What types of layoffs trigger WARN notice requirements?
- What are the WARN Act's notice requirements? Are there any exceptions?
- What are best practices for guiding clients through the layoff process when WARN applies?
