��������Ƶ

WARN Act: Federal Worker Adjustment and Retraining Notification Act requires employers with 100+ employees to provide 60 days advance notice of mass layoffs or plant closings. Includes specific notification requirements for qualifying events.

State WARN Acts: State-level versions of WARN Act ('mini-WARN' acts) that may have additional requirements, different employee thresholds, and varying notice periods. May apply to smaller businesses than federal WARN Act.

Fair Labor Standards Act (FLSA): Federal law governing final wage payments, overtime compensation, unused vacation time payment, and timing requirements for final paychecks.

COBRA: Consolidated Omnibus Budget Reconciliation Act requires employers to provide notification about healthcare coverage continuation options and maintain health benefits for a specified period.

ERISA: Employee Retirement Income Security Act governs requirements regarding pension and retirement benefits, including notice requirements for benefit plan changes during business closure.

State Labor Laws: State-specific regulations governing final paycheck requirements, severance pay, and unemployment insurance information that must be provided to terminated employees.

National Labor Relations Act: Federal law requiring consideration of collective bargaining agreements for unionized workforces and specific notice requirements to unions during business closure.

Equal Employment Opportunity Laws: Federal and state laws ensuring business closure decisions and processes don't discriminate against protected classes and consider equal impact across different employee groups.