Source: http://warnact.wiseadmin.biz/?p=5596
Timestamp: 2019-04-21 00:50:35+00:00

Document:
Covered employers must give written notice, at least 60 days before event, to affected employees, Employment Development Department, local workforce investment board, and chief elected official of city and county government.
Employer liability for back pay and value of benefits is same as under the federal WARN Act.
“Employer” – directly or indirectly owns, operates or has a controlling interest in covered establishment.
HRS §394B-1 et seq.; Hawaii Admin. Rules §12-506-1 et seq.
Covered employers must provide written notice, at least 60 days before event, to affected employees and to the Director of the Hawaii Department of Labor and Industrial Relations.
Affected employees who do not receive any supplemental unemployment compensation benefits as a result of any contractual agreement arrived at through a collective bargaining process are eligible for dislocated worker allowance payments from the employer, consisting of the difference between the employee’s average weekly wages prior to the covered event and the unemployment insurance weekly benefit amount. Upon receipt of a valid claim for such payment, the employer must pay the employee a dislocated worker allowance payment for a total of 4 weeks.
Covered employers who violate the notice requirements are subject to civil penalties available under Hawaii statutes.
I.C.A. § 84C.1 et seq.
Notice requirement may be reduced by the number of days for which severance payments or wages in lieu of notice are paid to the employee for work days occurring during the notice period. Such payments must be at least an amount equivalent to the regular pay the employee would earn for the work days occurring during the notice period.
Employer who fails to notify the Department of Workforce Development is subject to civil penalty of not more than $100 per day for each day of the violation.
Covered entities must apply to Kansas secretary of labor for authority to limit or cease operations, stating the reasons, and if such application is deemed to be in good faith and meritorious, the secretary shall grant authority to do so.
Covered employers must pay each affected employee severance pay at the rate of 1 week’s pay for each year of employment; severance pay shall be in addition to any final wage payment and shall be paid within 1 regular pay period after the last full day of work.
Employer must provide at least 60 days notice to the Director of the Bureau of Labor Standards, affected employees, and municipal officers of the municipality where the plant is located.
Employer must submit report to Director within 7 days of any mass layoff, reporting the expected duration and whether it is indefinite or definite.
Civil penalty for violation of notice requirement is same as under the federal WARN Act.
Employer who violates the severance pay requirement is subject to a civil penalty of not more than $1,000 per violation; each affected employee constitutes a separate violation.
MD Ann. Code § 11-301 et seq.
Mandatory notice requirement for closing of facility applies to any individual, corporation or other private business entity (except seasonal), which owns or operates a plant, factory, commercial business, hospital, institution or other place of employment within the Commonwealth for at least 1 year and which had 50 or more employees during any month in the preceding 6 months.
“Partial closing” – permanent cessation of a major discrete portion of the business conducted at a facility which results in the termination of a significant number of the employees of said facility and which affects workers and communities in a manner similar to that of plant closings.
“Plant closing” – permanent cessation or reduction of business at a facility which results or will result in the permanent separation of at least 90% of the employees of said facility within a period of 6 months prior to the actual or anticipated date of the closing.
Voluntary Standards of Corporate Behavior: recommend that covered employers make good-faith effort to provide affected employees with “longest practicable advance notice in cases where notice is possible and appropriate,” and maintenance of health insurance benefits. No specific minimum requirement for notice, but Commonwealth “expects” companies to provide at least 90 days or equivalent benefits whenever possible.
Covered entities shall notify the Commissioner of the Department of Career Services of the commencement or change of location of its operations within the Commonwealth of Massachusetts.
Covered employers who are closing a facility shall “promptly” report to the director of the department of labor and workforce development such information as may be necessary to determine an employee’s reemployment assistance benefits rights.
Employees who have been terminated as a result of a covered closing are eligible for reemployment assistance benefits in an amount equal to the difference between the weekly benefit amount and 75% of the employee’s average weekly wage, as well as a continuation of health benefits.
N.H. Rev. Stat. §275-F:1 et seq.
Covered employers must give written notice, at least 60 days prior to event, to all affected workers, representatives of affected employers, the Commissioner of Labor, the New Hampshire attorney general, and the chief elected official of each municipality in New Hampshire within which the plan closing or layoff occurs.
The New Hampshire Department of Labor has a lien on the business revenues and all real and personal property of the employer in the amount of the employer’s liability under this statute.
Any employer who fails to provide the required notice will be subject to a civil penalty of up to $2,500, plus a penalty of up to $100 per employee for each day of the violation.
N.J.S.A. § 34:21-1 et seq.
Covered employers must provide written notice, at least 60 days prior to the event, to the Commissioner of Labor and Workforce Development, the chief elected official of the municipality where the establishment is located, each affected employee and any collective bargaining units of employees at the establishment.
Any covered employer who fails to provide the required notice is liable to each affected employee for severance pay equal to one week of pay for each full year of employment. The rate of pay is calculated as the average regular rate of compensation received by the employee during the last 3 years of employment with the employer, or the final regular rate of compensation paid to the employee, whichever rate is higher.
Covered employers must provide written notice, at least 90 days before the event, to all affected employees and representatives of affected employees, the Department of Labor, and the Local Workforce Investment Boards for the locality in which the layoff, relocation or employment loss will occur.
Ohio Rev. Code Ann. § 122.13 et seq.
“Relocation” – removal of all or substantially all of the industrial or commercial operations in an establishment to a new location, inside or outside the State of Ohio, that is 100 or more miles from the original location.
No specific requirements placed on covered employers. Rather, gives Director of Development authority, upon the request of any individual/group of individuals/employees/organization of employees/local community affected by any closing or relocation of business establishment’s operations, to conduct an initial study of the feasibility of the employees of the business establishment to continue the operations or to operate another business and to provide any other needed assistance.
Oregon Rev. Stat. 285A.510 et seq.
T.C.A. § 50-1-601 et seq.
Upon notifying affected employees of a reduction in operations (no specific time requirement given), the employer shall then notify the Commissioner of Labor and Workforce Development by telephone and inform the Commissioner of the “circumstances” of the reduction and the number of employees affected.
Written notices required by the federal WARN Act should be sent to the official union representing the employees or each affected employee, the chief elected official of local government, and the Tennessee Department of Labor & Workplace Development’s Dislocated Worker Unit.
“Business closing” – permanent or temporary shutdown of employment site, or of one or more facilities or operating units at site or within a single municipality, affecting 25 or more employees, excluding “new” or “low hour” employees. New employees are those who have been employed by the employer for less than 6 of the 12 preceding months. Low hour employees are those that average fewer than 20 hours per week.
“Mass layoff” – reduction in employer’s work force that is not the result of a business closing and that affects at least 25% of the employer’s work force or 25 employees, whichever is greater, or at least 500 employees.
Covered employers must provide written notice, at least 60 days prior to event, to any affected employee, any collectiv3e bargaining representative, the highest official of any municipality in which the affected employment site is located, and the Department of Workforce Development. The employer shall also provide a copy of the required notice to the office of the Commissioner of Insurance.
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References: §394
 §12
 § 84
 § 11
 §275
 § 34
 § 122
 § 50