Washington D.C. Warn Act Lawyers

The Washington D.C. Worker Adjustment and Retraining Notification (WARN) Act is a critical piece of legislation designed to protect employees in the event of mass layoffs or significant business closures. At Goodley McCarthy LLC, we specialize in employment law, including providing expert guidance on the WARN Act’s requirements, ensuring compliance, and protecting employee rights.

Understanding the Washington D.C. WARN Act

The Washington D.C. WARN Act is a local extension of the federal WARN Act. It requires employers to provide advance notice to affected employees, unions, and local government authorities in the event of:

1. Mass layoffs: The termination of 50 or more employees within a 30-day period.

2. Plant closures: The shutdown of a facility resulting in the loss of employment for a significant number of employees.

The notice period is intended to give employees time to prepare for the loss of employment, seek alternative jobs, or pursue retraining opportunities.

Key Provisions of the Washington D.C. WARN Act

1. Notification Requirements:

   • Employers must provide at least 60 days’ written notice.

   • Notices must be issued to employees, their union representatives (if applicable), and the District’s Department of Employment Services.

2. Coverage Criteria:

   • Applies to businesses with 100 or more employees.

   • Includes both full-time and part-time employees in calculating the total workforce.

3. Exceptions:

   • Faltering Company Exception: If providing notice jeopardizes efforts to obtain financing or investments.

   • Unforeseeable Business Circumstances: Situations like natural disasters or unexpected market conditions.

4. Penalties for Non-Compliance:

   • Employers may be required to pay back wages and benefits to affected employees for the violation period.

   • Civil penalties may also apply.

How Goodley McCarthy LLC Can Help

Navigating the complexities of the Washington D.C. WARN Act can be challenging for both employers and employees. Our experienced legal team provides comprehensive support, including:

• Employer Compliance: Assisting businesses in crafting legally compliant notifications and advising on strategies to mitigate potential liabilities.

• Employee Advocacy: Representing employees to ensure they receive the notice, wages, and benefits they are entitled to under the law.

• Litigation Support: Providing representation in disputes related to WARN Act violations.

Our goal is to ensure transparency, fairness, and legal compliance in all matters related to workforce adjustments.

Frequently Asked Questions (FAQ)

Q: Who is covered under the Washington D.C. WARN Act? A: The Act applies to employers with 100 or more employees, including both full-time and part-time workers. Employees affected by mass layoffs or plant closures are entitled to advance notice.

Q: What happens if my employer fails to provide WARN Act notice? A: Employers who fail to comply may be required to compensate affected employees with back pay and benefits for up to 60 days.

Q: Can employers reduce the 60-day notice period? A: In some cases, such as unforeseeable business circumstances or natural disasters, employers may reduce the notice period. However, they must still provide as much notice as possible.

Q: How can employees verify if their rights under the WARN Act have been violated? A: Employees can consult with legal professionals, like those at Goodley McCarthy LLC, to review the details of their termination and determine if their rights have been infringed.

Q: Are there protections for part-time employees? A: Yes, part-time employees are included in the total workforce count, and they are entitled to notice if their employment is terminated due to covered circumstances.

Q: What are the employer’s obligations in notifying unions? A: Employers must provide written notice to union representatives, outlining the reasons for the layoffs or closures, the expected date of termination, and any available resources for employees.

Contact Goodley McCarthy LLC

If you’re facing challenges related to the Washington D.C. WARN Act, Goodley McCarthy LLC is here to help. Whether you’re an employer seeking compliance assistance or an employee needing advocacy, our team has the expertise to guide you. Contact us today for a consultation.

w that mandates employers to notify their workforce at least 60 days in advance of a mass layoff or plant closure. This legislation is particularly relevant for employers with 100 or more full-time employees, where at least 50 workers are laid off at a single location. If an employer fails to provide this notice, they may be liable for up to 60 days of compensation, including wages and benefits.

At Goodley McCarthy LLC, we are dedicated to representing workers in Philadelphia who have been wronged by their employers. Our team has successfully handled numerous cases involving wage and hour violations, wrongful termination, and other employment law matters. Our Philadelphia WARN Act attorneys possess the expertise and resources necessary to advocate for your rights following a sudden layoff or job site closure without proper notification.

If you believe your employer has violated the WARN Act, it is vital to take action to protect your rights and secure your future. Contact us at {{F:P:Sub:Phone}} or reach out online for a free consultation.

## Understanding WARN Act Violations in Philadelphia

While the federal WARN Act establishes a minimum standard for worker protections, Pennsylvania has its own set of laws that may provide additional safeguards. In Pennsylvania, the WARN Act is triggered when at least 500 employees are laid off simultaneously, or at least 50 employees if they represent one-third of the workforce. The Pennsylvania WARN Act applies to any employer with more than 100 active employees, although part-time workers (those working less than 20 hours a week or employed for less than six months in the past year) are not included in the employee count.

## Why You Need a Philadelphia WARN Act Attorney

The intricacies of federal and state WARN acts can be complex, and employers may try to exploit these nuances. Therefore, it is essential to consult with an attorney who specializes in WARN Act violation claims. At Goodley McCarthy LLC, our experienced attorneys can evaluate your situation, determine if you are entitled to compensation, and outline your options for recovering what you deserve.

## Common Questions About the WARN Act in Philadelphia

**What constitutes a mass layoff under the WARN Act?**

A mass layoff is defined as a reduction in force that results in employment loss at a single site for 50 or more employees, provided they account for at least one-third of the workforce.

**Are there exceptions to the WARN Act notice requirements?**

Yes, there are exceptions, including unforeseeable business circumstances, natural disasters, and faltering companies. However, these exceptions are strictly interpreted, and employers are expected to provide as much notice as possible under the circumstances.

**How can a Philadelphia WARN Act attorney assist me?**

An attorney can review your case, assess whether your employer has violated the WARN Act, and help you pursue compensation for lost wages and benefits.

## Contact Goodley McCarthy LLC for a Free Consultation Today

Our firm is committed to safeguarding the rights of workers in Philadelphia. With extensive experience in employment law, we strive to ensure that you receive the compensation you are entitled to. Whether you are facing a plant closure or a mass layoff, our knowledgeable attorneys are here to help you navigate the complexities of the WARN Act.

If you suspect your employer has violated the WARN Act, seeking legal advice promptly is crucial. Reach out to Goodley McCarthy LLC to learn more about your rights under the WARN Act and how our firm can support you. Call us at {{F:P:Sub:Phone}} today to schedule a free consultation.

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