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Laid off employees may have rights under WARN and other employment laws

above-the-bar-logo-no12.jpgAccording to the United States Department of Labor, in March of 2010, New York State employees were affected by 60 mass layoffs or plant closings. In these layoffs, over 6,000 New York employees lost their jobs. From January to March 2010, over 40,000 New York workers have lost their jobs in a mass layoff. These terminated employees may have a claims against their employers and should be careful before signing any severance agreements.

The following is a partial list of the mass layoffs affecting New Yorkers in 2010:

  • St. Vincent’s Hospital Manhattan laid off over 1,000 workers.
  • New York City’s Off-Track Betting Corporation (OTB) let go over 1,000 workers.
  • Albany’s School District laid off over 300 employees.
  • Westchester County may layoff upto 1,600 employees.
  • New York City MTA may layoff approximately 1,000 employees.
  • New York City Library System lays off over 200 workers.
  • New York Police Department may lay off over 1,300 employees.

Employees who lose their jobs as a result of a mass layoff may have rights under The Worker Adjustment and Retraining Notification Act (WARN ACT) and/or the The New York State Workers Adjustment and Retraining Notification (NY WARN ACT). Employees let go in a layoff are sometimes targeted for their age, for compensation reasons, or based upon some protected category. Although New York law does not require employers to provide severance pay to its employees, employees may have claims for severance based on an employer’s past practices and policies or the reason for the inclusion in the mass reduction-in-force. Our New York employment law attorneys have helped clients secure severance packages and negotiate additional compensation in severance agreements. In these difficult times, it is important for employees to speak with an experienced New York employment lawyer who can advise them about their rightss before signing a severance agreement which generally will prevent them from filing any complaint against their former employer. The employee’s former employer is represented by its attorney – employees should be represented as well.

If you, your friends or loved ones were affected by a layoff, reduction-in-force or termination and wish to discuss the circumstances surrounding the termination, the experienced New York Employment Law Attorneys at Villanueva & Sanchala can help you. Call us now at (800) 893-9645 for a free initial telephone consultation.

Thank you for visiting our Blog. This blog provides general information and thoughts about various employment law issues primarily in the New York Tri-State area and occasionally in other areas. You are welcome to read the posts. However, do not construe any content on this blog as legal advice or the creation of an attorney-client relationship. Again, we provide the content only for informational purposes. You should not make decisions based information on our blog since the application of the law depends on the facts and each situation may be different. In addition, the law in most jurisdictions is different and changes constantly and we make no representations that any information on our blog has been updated. The Blog should not be used as a substitute for competent legal advice from an experienced employment law attorney in your state or jurisdiction.

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