New York State Amends WARN Act to Require Additional Notifications

Sheppard Mullin Richter & Hampton LLP

Sheppard Mullin Richter & Hampton LLP

[co-author: Jamie Moelis*]

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).

Sheppard Mullin is committed to providing employers with updated information regarding COVID-19 and its impact on the workplace.

*Jamie Moelis is a law clerk in the firm’s New York office.

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

© Sheppard Mullin Richter & Hampton LLP | Attorney Advertising

Written by:

Sheppard Mullin Richter & Hampton LLP

Sheppard Mullin Richter & Hampton LLP on:

Reporters on Deadline

"My best business intelligence, in one easy email…"

Your first step to building a free, personalized, morning email brief covering pertinent authors and topics on JD Supra:
*By using the service, you signify your acceptance of JD Supra's Privacy Policy.
Custom Email Digest
- hide
- hide

This website uses cookies to improve user experience, track anonymous site usage, store authorization tokens and permit sharing on social media networks. By continuing to browse this website you accept the use of cookies. Click here to read more about how we use cookies.