Day Pitney remains committed to providing quality legal counsel, while protecting our clients and employees, and transforming our communities into more just, equal and equitable spaces. For more information, please visit our COVID-19 Resource Center | Racial Justice and Equity Task Force.
On April 17, New York Governor Andrew Cuomo signed Executive Order No. 202.19, which eases the notification requirements under New York's Worker Adjustment and Retraining Notification Act (NY WARN). Under NY WARN, employers generally must give employees and government officials 90 days' advance notice prior to conducting mass layoffs. The executive order relaxes those requirements for employers that previously laid off employees and then rehired them after receiving federal Paycheck Protection Program (PPP) funding. Now, if employers must lay off those employees a second time after receiving PPP funding, they may provide less than the full 90 days' notice required by NY WARN, as long as they still provide as much notice as practicable. Further, to take advantage of this exception, employers must also have complied with NY WARN prior to their initial layoffs.
New York is not the only state to amend its WARN Act notification requirements in light of the COVID-19 pandemic. As we previously reported here, New Jersey delayed several amendments that would have expanded its WARN Act significantly. It also clarified that employers conducting mass layoffs may claim a complete exemption from the state's notice requirement if the layoffs are conducted as a result of certain specified reasons, including a natural disaster or national emergency.
For more Day Pitney alerts and articles related to the impact of COVID-19, as well as information from other reliable sources, please visit our COVID-19 Resource Center.
COVID-19 DISCLAIMER: As you are aware, as a result of the COVID-19 pandemic, things are changing quickly and the effect, enforceability and interpretation of laws may be affected by future events. The material set forth in this document is not an unequivocal statement of law, but instead represents our best interpretation of where things stand as of the date of first publication. We have not attempted to address the potential impacts of all local, state and federal orders that may have been issued in response to the COVID-19 pandemic.
On August 24, Day Pitney Employment and Labor Attorney James Leva will be a panelist at the webinar, "Part II: The Aftermath of a Crisis," hosted by the Employment Law Alliance.
Day Pitney Employment and Labor Attorney James Leva was a guest speaker on the Employment Law Alliance's Employment Matters – Travel Tuesdays Podcast, where he discussed need-to-know items for doing business in Connecticut, including the hottest industries and employment laws regulating CT businesses.
Day Pitney Alert
Day Pitney Alert
Day Pitney Advisory "HIPAA Considerations When An Employee Tests Positive for COVID-19," was featured on a syndicated Verify This TV segment.
Day Pitney Employment and Labor Partner Rachel Gonzalez was featured in the New Jersey Law Journal’s After Hours column for being a recipient of the Executive Women of New Jersey Salute to the Policy Makers Award.
Day Pitney Press Release
Employment and Labor Partner Glenn Dowd was quoted in the article, "Will CT Employers Embrace a 4-Day Workweek Amid Tight Labor Market? Jury is Still Out," in the Hartford Business Journal.
Day Pitney Employment and Labor Partner Rachel Gonzalez was featured in the Diverse Lawyers Network newsletter for being a recipient of the Executive Women of New Jersey Salute to the Policy Makers Award.
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This website may use cookies, pixel tags and other passive tracking technologies, including Google Analytics, to improve functionality and performance. For more information, see our Privacy Policy. By using our website, you are consenting to our use of these tracking technologies. You can alter the configuration of your browser to refuse to accept cookies, but if you do so, it is possible that some areas of web sites that use cookies will not function properly when you view them. To learn more about how to delete and manage cookies, refer to the support instructions for each browser (e.g., see AllAboutCookies.org). You may locate Google Analytics' currently available opt-outs for the web here.