As more people head back to the office after a long period of working from home, some companies are facing the reality that it’s time to downsize. As the manager, the burden of laying off employees falls to you.
Knowing that you have to give pink slips to the people you’ve worked with (and possibly befriended) for years is bound to be traumatic and painful. In addition to emotional issues, it is important to know what legal obligations are attendant to layoffs.
Tips for dealing with layoffs
California Workers’ Adjustment and Retraining Notification Act (“WARN”) puts certain obligations on qualifying employers that must be followed:
- WARN requires employers to give employees 60 days’ notice when they are going to be laid off if the company has 75 or more employees who have been employed for a minimum of six months.
- If the plant is closing, WARN requires management to give all their employees notice within 30 days.
- If the plant is relocating at least 100 miles away, all employees should be told regardless of the number of people who are currently employed.
Being the person who must lay off other employees is difficult. Following your company’s termination policy and WARN can help you avoid a wrongful termination suit.