Under New York’s WARN Act workers are entitled to 90 days’ notice prior to a plant closing, mass layoff, or relocation, where the federal statute provides for only 60 days’ notice. The New York WARN Act applies to private businesses (for-profit or not-for-profit) with 50 or more full-time employees within New York State. New York State amended its Worker Adjustment and Retraining Notification Act (“NY WARN Act”), effective November 11, 2020 (“Amendment”), to expand significantly the … * . The New York State Worker Adjustment and Retraining Notification Act protects workers by requiring that businesses give early warning of closing and layoffs. As a reminder, the NY WARN Act … For example, both New York and New Jersey now require 90 days of notice before a large layoff, with a threshold of only 25 job losses. Under the WARN Act, an employer may shut down a single site of employment (i.e., plant closure, single facility, or operating unit) prior to the expiration of the 60-day period if, at the time the notice would have been required, the employer was seeking financing which, if obtained, would have obviated the need for the closure. The WARN Act requires that the employer provide 60 days of written notice of the intention to lay off more than 50 employees during any 30-day period as part of a plant closing. New York State amended its Worker Adjustment and Retraining Notification Act (“NY WARN Act”), effective November 11, 2020 (“Amendment”), to expand significantly the governmental entities that must receive notice of a NY WARN Act triggering event, such as a mass layoff.. NYS WARN became law in August 2008 and took effect on February 1, 2009. 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 revised regulations replace the January 2009 WARN regulations and are effective immediately. The amendments would include covering more workers and providing increased notice (90 days), along with closing various loopholes that are exploited by corporations seeking to evade the Act's protections. Employers Subject to the Act; An employer is covered by the WARN Act if, among other things, it has (1) 100 or more employees (excluding certain part-time employees) or (2) 100 or more employees who in the aggregate work at least 4,000 hours per week (excluding overtime hours). On November 11, 2020, Governor Cuomo signed into law an amendment to the New York Worker Adjustment and Retraining Act (“NY WARN”), which significantly expands notification requirements for covered employers facing mass layoffs, plant closings, relocations, or other triggering employment losses. )NY WARN provides additional significant protections to New York employees beyond those provided under the federal Worker Adjustment and Retraining Notification Act ("Federal WARN"). The Worker Adjustment and Retraining Notification (WARN) Act helps ensure advance notice in cases of qualified plant closings and mass layoffs. 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