A sample layoff letter will ensure you cover important areas and
stay within the layoff law.
Here is key information you should include in a sample layoff letter:
* Company name and address of the layoff site
* Name of company contact person as well as phone number
* Whether the layoff is temporary or permanent
* Date of first separation
* Dates for layoff dates
* Job titles which you will lay off
* Information about severance packages
* Explanation for the reasons of the layoff
Sample Layoff Letter Requirements for WARN
Under certain circumstances employers must provide notice about
a possible layoff within a certain time frame. Under the Federal
Worker Adjustment and Retraining Notification Act, commonly known
as WARN, you must provide advance notice of mass layoffs and plant
closings to employees within 60 days of the layoff. You must provide
the WARN announcement to affected workers or their representatives,
such as a labor union. In addition, you must provide a notice to
a suitable unit of local government and the State dislocated worker
Here are exceptions.
For WARN to affect a business, there must be 100 or more employees.
This does not include employees who have worked at the location for
fewer than 6 months in the last 12 months. Employees who work an
average of fewer than 20 hours a week are also not covered.
When your business must comply with WARN, employers should provide
notice if a site will be shutdown and that shutdown will result in
an employment loss of 50 or more employees during a 30-day period.
WARN considers a mass layoff to be an employment loss during any
30-day period of 500 or more covered employees.
The law requires specific content if a layoff triggers a WARN notice.
So, it can be helpful to use a sample layoff letter. This letter
can guide you through the procedure of making the proper notices
about the closure or mass layoff.
Besides the requirements listed above for a layoff letter, you should
* Whether union bumping rights exist
* Name of unions representing affected employees
* Name and address of the chief elected officer for each union
fairly for both your business & the employees. Our recommended