Minnesota Layoff laws & HR compliance analysis

Minnesota Layoff: What you need to know

While Minnesota has no mandatory layoff notice requirements of its own, the workforce development commissioner encourages businesses considering a plant closing, substantial layoff, or relocation of operations to give notice of that decision as early as possible. Notice should be provided to the commissioner, employees, any union representing the employees, and the local government where the business is located (MN Stat. Sec. 116L.976).
State agencies also assist in enforcing the requirements of the federal Worker Adjustment and Retraining Notification Act (WARN Act). The WARN Act imposes restrictions on the way layoffs are handled. It is designed to give employees advance notice of a layoff so they can find another job or seek training in a new occupation and to give the state adequate preparation to assist the affected workers.
Additional information regarding the WARN Act is available.
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The Minnesota Department of Employment and Economic Development has instituted a Shared Work Program. The Shared Work Program is an option for employers faced with a layoff. It allows an employer to divide available hours of work among a group of employees instead of a full layoff. Affected employees may then receive partial unemployment insurance benefits while working reduced hours. By participating in the Shared Work Program, an employer can maintain morale, productivity, and flexibility in the workplace.
For more information on the Shared Work Program, including how to obtain an application, visit https://mn.gov/deed/business/
The WARN Act requires employers to notify their state dislocated worker unit when layoffs occur. Employers in Minnesota should visit https://mn.gov/deed/business/

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