If a Connecticut employer downsizes, conducts a mass layoff, closes a facility, or otherwise cuts a significant number of jobs, employees have certain rights. Unfortunately, employees don’t have a legal entitlement to keep their jobs, nor to be hired into open positions with the company or be considered for rehire. Employers are not prohibited from letting go off workers when financial times get tough.
However, employees do have the right to a certain amount of notice before a plant closing or large-scale layoff. If the employer fails to give proper notice, employees are entitled to damages.
The federal Worker Adjustment and Retraining Notification (WARN) Act gives employees these rights. Almost half of the states have similar laws. Although Connecticut doesn’t have a WARN-type law, it requires certain employers to continue paying for employee health insurance following certain layoffs.
This article provides information on the rights of Connecticut employees under the federal WARN Act and Connecticut law. See the articles at our Losing or Leaving Your Job page for information on your other rights when you are laid off, including when you should receive your final paycheck, how to continue your health benefits, and more.
WARN require certain larger employers to give advance notice of mass layoffs or plant closings that will result in a certain number or percentage of employees losing their jobs.
Under federal law, employers are covered only if they have at least 100 full-time employees or at least 100 employees who work a combined 4,000 hours or more per week. (Full-time employees are defined as those who work at least 20 hours a week and have been employed for at least six of the 12 months ending on the date when notice must be given under WARN.)
Under Connecticut law, employers are covered if they own an industrial, commercial, or business facility that employs at least 100 employees at any time during the 12 months preceding the job losses.
Not every layoff or plant closing is covered by federal or state law.
WARN applies only to plant closings and mass layoffs.
WARN also applies to plant closings or mass layoffs that occur in stages over 90 days. This rule is intended to prevent employers from getting around WARN’s notice requirements by conducting a series of smaller layoffs over time.
Connecticut law applies only if the employer permanently shuts down its facility or relocates its facility out of state.
If a layoff or plant closing is covered by WARN employees who will lose their jobs are entitled to notice 60 days in advance. (Employees who are union members need not receive individual notice; instead, the employer must notify their bargaining reps, who are expected to pass the information along to the affected employees.)
The notice must provide specified information about the planned layoffs, including whether they are expected to be temporary or permanent, the expected date when the layoffs will begin and when the employee will receive a termination letter, and whether the employee will have bumping rights.
Connecticut’s plant closing law doesn’t give employees any additional notice rights.
In some situations, an employer either does not have to give notice at all or can give less than 60 days’ notice.
WARN does not apply to temporary or seasonal employees or to temporary projects that are completed, as long as the employees knew when hired that the jobs were for a limited time. It also doesn’t apply to job losses occasioned by strikes or lockouts.
Under the federal WARN Act, employers may comply with WARN by giving as much notice as they can (even if they give less than 60 days’ notice) in a few situations. If an employer relies on one of these exceptions, it must give as much notice as possible and must state (as part of the written notice requirement) why it couldn’t give the full 60 days that would otherwise be required.
In addition to the notice entitlement under WARN, Connecticut employees covered by the state’s law also have the right to health insurance continuation. If an employer permanently shuts down its Connecticut facility or moves it out of state, the employer must pay to continue existing group health coverage for terminated employees and their dependents for 120 days or until the employee becomes eligible for other group coverage, whichever is earlier.
Employers are not required to continue health insurance if their Connecticut facility shuts down because of bankruptcy or natural disaster.
An employer who violates the federal WARN law may be ordered to pay all affected workers for all pay and benefits they lost for the period of the WARN violation, up to the full 60 days WARN requires. This amount is reduced by any wages earned or severance payments the employer made voluntarily during that time. For example, if an employer should have given 60 days’ notice, but gave notice only 30 days in advance of a layoff, employees would be entitled to 30 additional days of pay and benefits, unless the employer paid them severance covering that extra time.
Employers may also be ordered to pay the attorney fees and court costs of affected workers who sue and win. Employers who don’t give proper notice to the state may also have to pay fines, but this money goes to the state, not to employees.
If you believe your WARN rights have been violated, you should consult with an experienced Connecticut employment lawyer. WARN includes the right to attorney fees if you win, so it provides an incentive for lawyers to take strong cases. However, the damages available to any one employee are relatively low. Therefore, a lawyer may advise either trying to negotiate a settlement or going forward on behalf of all affected employees, as part of a class action lawsuit.