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The Worker Adjustment and Retraining Notification Act (WARN Act) is a United States labor law which protects employees, their families, and communities by requiring most employers with 100 or more employees to provide 60 calendar-day advance notification of plant closings and mass layoffs of employees, as defined in the Act. In 2001, there were about 2,000 mass layoffs and plant closures which were subject to WARN advance notice requirements and which affected about 660,000 employees.〔(The Worker Adjustment and Retraining Notification Act: Revising the Act and Educational Materials Could Clarify Employer Responsibilities and Employee Rights: Report to Congressional Requesters ), U.S. Government Accountability Office. GAO-03-1003. Washington, D.C.: 2003. 45 pages.〕 Employees entitled to notice under the WARN Act include managers and supervisors, hourly wage, and salaried workers. The WARN Act requires that notice also be given to employees' representatives (i.e., a labor union), the local chief elected official (i.e. the mayor), and the state dislocated worker unit. The advance notice is intended to give workers and their families transition time to adjust to the prospective loss of employment, to seek and to obtain other employment, and, if necessary, to enter skill training or retraining programs that will allow these workers to successfully compete in the job market. ==Covered workers== Generally, the WARN Act covers employers with 100 or more employees, not counting those who have worked fewer than six months in the last twelve-month work period, and those who work an average of less than twenty hours a week. Employees entitled to advance notice under the WARN Act include managers, supervisors, hourly-wage, and salaried workers. Often, WARN Act problems arise when employers are acquired by other companies. Employees unprotected by the WARN Act include: * workers participating in strike actions, or workers who have been locked out in a labor dispute; * workers employed on temporary projects or the work facilities of the business who clearly understand the temporary nature of the work when hired; * business partners, consultants, and contract employees assigned to the closing business, but who have a separate employment relationship with another, second employer and who are paid by that other, second employer, and those business partners, consultants, and contract employees who are self-employed; and * regular federal, state, and local government employees. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Worker Adjustment and Retraining Notification Act」の詳細全文を読む スポンサード リンク
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