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Allan S. Bloom, a partner at Paul, Hastings, Janofsky & Walker, writes: Most employers planning or implementing large-scale reductions in force already are considering whether those actions potentially trigger liability under the U.S. WARN Act. The New York State WARN Act does not require a materially different legal analysis, but it will apply to a broader scope of force reductions. Both management-side counsel and practitioners representing individuals are well-advised to review the New York WARN Act and its emergency/proposed interpretive regulations.
March 23, 2009 at 12:00 AM
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