January 27, 2021

Volume XI, Number 27

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New York State Amends WARN Act to Require Additional Notifications

On November 11, 2020, Governor Cuomo signed an amendment (the “Amendment”) to the New York State Worker Adjustment and Retraining Notification Act (“NY-WARN Act”).  The Amendment significantly expands the governmental entities that an employer must notify concerning a NY-WARN triggering event, such as a mass layoff, plant closing, reduction in hours, or relocation.

Prior to the Amendment, covered employers were required to provide 90-days’ advance notice of a triggering event to:

  • Affected employees and the union representatives of affected employees;

  • The New York State Department of Labor; and

  • The local workforce investment board.

Following this Amendment, employers must also provide 90-days’ advance notice to:

  • The chief elected official of the unit or units of local government and the school district or districts in which the mass layoff, relocation, or employment loss will occur; and

  • Each locality which provides police, firefighting, emergency medical or ambulance services, or other emergency services to the site of employment subject to the mass layoff, relocation, or employment loss, as applicable.

The Amendment does not specify the information that must be included in these new notice obligations.  Until this ambiguity is clarified, employers should, at a minimum, provide the content required under federal WARN for notices to local government entities because the NY-WARN Act is generally coextensive with the federal WARN requirements.

In light of COVID-19, many businesses have been forced to take significant actions to restructure their workforce.  In the event a business in New York is considering plans to restructure its workforce, it is important that employers work with experienced counsel to ensure that these measures are implemented in compliance with federal WARN and the NY-WARN Act.  Detailed information concerning WARN and NY-WARN requirements can be found in Chapter 5 of the Employer’s Guide to COVID-19 and Emerging Workplace Issues (Castle Publications, 2020).

This post was written by Jamie Moelis.

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Copyright © 2020, Sheppard Mullin Richter & Hampton LLP.National Law Review, Volume X, Number 336
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About this Author

Brian D. Murphy, Labor and Employment Legal Specialist, Sheppard Mulllin
Attorney

Brian D. Murphy is an associate in the Labor & Employment practice group in the firm's New York office.

Areas of Practice

Mr. Murphy has extensive experience in all areas of labor and employment law, including discrimination and wrongful discharge cases, wage and hour cases, restrictive covenant and non-competition agreements, breach of contact cases, arbitrations and collective bargaining. Mr. Murphy has also focused on class and collective wage and hour litigation in New York and California federal and state courts. He also advises clients on matters...

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