https://www.twc.texas.gov/businesses/worker-adjustment-and-retraining-notification-warn-notices
Has not been updated since the beginning of July it seems
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I've been told that Schwab gets around WARN notices by notifying you that you are laid off 60 days in advance of your last day. 60 days prior to your last day, you still collect a paycheck, but you don't work, and after 60 days the pay you severance.
The Texas one is super inaccurate. It doesn’t show any of the Tech layoffs that happened a couple months ago. Tesla, Oracle, Google. None of them are on those records even though they qualify.
If you work remotely and plan to remain remote in the future and/or live in a state that is not highly impacted, since you don't have a "worksite" that was largely impacted, do they still have to give 60 days WARN? It seems like some remote people in random locations may not apply for WARN status if they were approved to work from a location and area that was not largely impacted.
Based on this link it looks like they could get away without 60 days for some people: https://www.dol.gov/sites/dolgov/files/ETA/Layoff/pdfs/WARN%20FAQ%20for%20COVID19.pdf
"Am I covered by the WARN Act? The WARN Act requires employers with 100 or more full-time employees (not counting workers who have fewer than 6 months on the job) to provide at least 60 calendar days advance written notice of a worksite closing affecting 50 or more employees, or a mass layoff affecting at least 50 employees and 1/3 of the worksite’s total workforce or 500 or more employees at the single site of employment during any 90-day period. Not all dislocations require a 60-day notice; the WARN Act makes certain exceptions to the requirements when employers can show that layoffs or worksite closings occur due to faltering companies, unforeseen business circumstances, and natural disasters. In such instances, the WARN Act requires employers to provide as much notice to their employees as possible. "
You likely won't see that updated until people have already been informed they are laid off. They don't have to submit the WARN in advance, they just have to let the state know the day it happened to start the 60 day clock. It's also not quite this simple...there are nuances regarding the size of the employer and state differences, etc.
So on my state's WARN notices, for example, there are a number where the WARN date is one date and the date the state actually received the WARN notice is a few days later.