- Apr 5, 2004
- 28
- 0
Well I believe its been aproximately 16 months since the Tampa Hangar was abruptly closed with less than a four hour notice to the three hundred employees that worked there. :down:
Does anyone know of the companies position concerning this issue and the disregard for the Code of Federal Regulations Pertaining to ETA???? Primarily the WARN ACT.
I heard a rumour that the company was going to say something after their postponement of this issue to the 31st of March 2004...still haven't heard anything.
Question for the board;
Should the company compensate the employees who were misplaced so abruptly, if not, will the company do this again in the future if they are not required to compensate the employees?
http://www.dol.gov/dol/allcfr/ETA/Title_20...art_639/toc.htm
(a) Purpose of WARN. The Worker Adjustment and Retraining
Notification Act (WARN or the Act) provides protection to workers, their
families and communities by requiring employers to provide notification
60 calendar days in advance of plant closings and mass layoffs. Advance
notice provides workers and their families some transition time to
adjust to the prospective loss of employment, to seek and obtain
alternative jobs and, if necessary, to enter skill training or
retraining that will allow these workers to successfully compete in the
job market. WARN also provides for notice to State dislocated worker
units so that dislocated worker assistance can be promptly provided.
(B) Scope of these regulations. These regulations establish basic
definitions and rules for giving notice, implementing the provisions of
WARN. The Department's objective is to establish clear principles and
broad guidelines which can be applied in specific circumstances.
However, the Department recognizes that Federal rulemaking cannot
address the multitude of industry and company-specific situations in
which advance notice will be given.
© Notice encouraged where not required. Section 7 of the Act
states:
It is the sense of Congress that an employer who is not required to
comply with the notice requirements of section 3 should, to the
extent possible, provide notice to its employees about a proposal to
close a plant or permanently reduce its workforce.
Does anyone know of the companies position concerning this issue and the disregard for the Code of Federal Regulations Pertaining to ETA???? Primarily the WARN ACT.
I heard a rumour that the company was going to say something after their postponement of this issue to the 31st of March 2004...still haven't heard anything.
Question for the board;
Should the company compensate the employees who were misplaced so abruptly, if not, will the company do this again in the future if they are not required to compensate the employees?
http://www.dol.gov/dol/allcfr/ETA/Title_20...art_639/toc.htm
(a) Purpose of WARN. The Worker Adjustment and Retraining
Notification Act (WARN or the Act) provides protection to workers, their
families and communities by requiring employers to provide notification
60 calendar days in advance of plant closings and mass layoffs. Advance
notice provides workers and their families some transition time to
adjust to the prospective loss of employment, to seek and obtain
alternative jobs and, if necessary, to enter skill training or
retraining that will allow these workers to successfully compete in the
job market. WARN also provides for notice to State dislocated worker
units so that dislocated worker assistance can be promptly provided.
(B) Scope of these regulations. These regulations establish basic
definitions and rules for giving notice, implementing the provisions of
WARN. The Department's objective is to establish clear principles and
broad guidelines which can be applied in specific circumstances.
However, the Department recognizes that Federal rulemaking cannot
address the multitude of industry and company-specific situations in
which advance notice will be given.
© Notice encouraged where not required. Section 7 of the Act
states:
It is the sense of Congress that an employer who is not required to
comply with the notice requirements of section 3 should, to the
extent possible, provide notice to its employees about a proposal to
close a plant or permanently reduce its workforce.
He sure hasn't dissapointed me since the one on one with second shift in the TPA breakroom. 
