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The WARN Act (The Worker Adjustment and Retraining Notification Act) requires that most employers give 60 days advanced notice about layoffs in cases of plant closings and mass layoffs. This law is meant to protect families by allowing them time to make adjustments and search for other jobs.

The Budget Control Act of 2011 requires spending cuts in 2013, resulting in mass layoffs by defense contractors.

It just so happens that if these defense contractors follow the WARN Act, those layoff notices will need to be sent out on Friday, Nov. 2nd, a few days before the election.

Obviously this little inconvenience has made Obama a little nervous, so he responded by encouraging these defense contractors to ignore federal law and disobey the WARN Act by not issuing layoff notices until conveniently after the election.

He has even offered to pay for any lawsuits which might be held against these companies for breaking the law. Guess who will be footing the bill for Obama's illegal reelection scheme. That's right, the taxpayers will.

Memo sent from Obama's Office of Management and Budget
...any resulting employee compensation costs for WARN Act liability as determined by a court, as well as attorneys' fees and other litigation costs (irrespective of litigation outcome), would qualify as allowable costs and be covered by the contracting agency, if otherwise reasonable and allocable.


Lockheed Martin has already agreed to follow Obama's advice and not issue the layoff notices.
Wadzworth929
The WARN Act (The Worker Adjustment and Retraining Notification Act) requires that most employers give 60 days advanced notice about layoffs in cases of plant closings and mass layoffs. This law is meant to protect families by allowing them time to make adjustments and search for other jobs.

The Budget Control Act of 2011 requires spending cuts in 2013, resulting in mass layoffs by defense contractors.

It just so happens that if these defense contractors follow the WARN Act, those layoff notices will need to be sent out on Friday, Nov. 2nd, a few days before the election.

Obviously this little inconvenience has made Obama a little nervous, so he responded by encouraging these defense contractors to ignore federal law and disobey the WARN Act by not issuing layoff notices until conveniently after the election.

He has even offered to pay for any lawsuits which might be held against these companies for breaking the law. Guess who will be footing the bill for Obama's illegal reelection scheme. That's right, the taxpayers will.

Memo sent from Obama's Office of Management and Budget
...any resulting employee compensation costs for WARN Act liability as determined by a court, as well as attorneys' fees and other litigation costs (irrespective of litigation outcome), would qualify as allowable costs and be covered by the contracting agency, if otherwise reasonable and allocable.


Lockheed Martin has already agreed to follow Obama's advice and not issue the layoff notices.


McCain has actually came out and did something I like for a change, which, considering it is McCain is like finding a dollar in a toilet. He's vowed any bill that is presented by the WH or anyone else to foot the bill for a company violating federal law for political purposes (such as this) will be fought tooth and nail, as it is NOT the taxpayers responsibility to pay for partisan crap.
Noogie's avatar

Liberal Bloodsucker

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They should have thought about that before they started defending America.
I notice you don't have a source. Please provide one.
1) source of Obama's act
2) Source of layoffs guaranteed

3) Show that the layoffs (speculated) meet the requirements of WARN


i.e. prove your allegations
Old Blue Collar Joe
Wadzworth929
The WARN Act (The Worker Adjustment and Retraining Notification Act) requires that most employers give 60 days advanced notice about layoffs in cases of plant closings and mass layoffs. This law is meant to protect families by allowing them time to make adjustments and search for other jobs.

The Budget Control Act of 2011 requires spending cuts in 2013, resulting in mass layoffs by defense contractors.

It just so happens that if these defense contractors follow the WARN Act, those layoff notices will need to be sent out on Friday, Nov. 2nd, a few days before the election.

Obviously this little inconvenience has made Obama a little nervous, so he responded by encouraging these defense contractors to ignore federal law and disobey the WARN Act by not issuing layoff notices until conveniently after the election.

He has even offered to pay for any lawsuits which might be held against these companies for breaking the law. Guess who will be footing the bill for Obama's illegal reelection scheme. That's right, the taxpayers will.

Memo sent from Obama's Office of Management and Budget
...any resulting employee compensation costs for WARN Act liability as determined by a court, as well as attorneys' fees and other litigation costs (irrespective of litigation outcome), would qualify as allowable costs and be covered by the contracting agency, if otherwise reasonable and allocable.


Lockheed Martin has already agreed to follow Obama's advice and not issue the layoff notices.


McCain has actually came out and did something I like for a change, which, considering it is McCain is like finding a dollar in a toilet. He's vowed any bill that is presented by the WH or anyone else to foot the bill for a company violating federal law for political purposes (such as this) will be fought tooth and nail, as it is NOT the taxpayers responsibility to pay for partisan crap.


It was Graham I thought - which fits his normal mode of respect for the office/position regardless of party (remember his ranting about how Obama should have SCOTUS nominees approved)
Demon Kagerou's avatar

Sparkly Hunter

DOL
OVERVIEW

The Worker Adjustment and Retraining Notification Act (WARN) protects workers, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of plant closings and mass layoffs.

Employee entitled to notice under WARN include managers and supervisors, as well as hourly and salaried workers. WARN requires that notice also be given to employees' representatives, the local chief elected official, and the state dislocated worker unit.

Advance notice gives workers and their families some transition time to adjust to the prospective loss of employment, to seek and obtain other jobs, and, if necessary, to enter skill training or retraining that will allow these workers to compete successfully in the job market.

  • Generally, WARN covers employers with 100 or more employees, not counting those who have worked less than six months in the last 12 months and those who work an average of less than 20 hours a week.
  • Employees entitled to advance notice under WARN include managers and supervisors as well as hourly and salaried workers.
  • Regular federal, state, and local government entities that provide public services are not covered by WARN.

The Department of Labor's (DOL) Employment and Training Administration (ETA) administers WARN at the federal level, and some states have plant closure laws of their own. A State Dislocated Worker Unit Coordinator can provide more information on notice requirements in a specific area.

DOL has no enforcement role in seeking damages for workers who did not receive adequate notice of a layoff or received no notice at all. However, they can assist workers in finding a new job or learning about training opportunities that are available.


Sauce
Demon Kagerou
DOL
OVERVIEW

The Worker Adjustment and Retraining Notification Act (WARN) protects workers, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of plant closings and mass layoffs.

Employee entitled to notice under WARN include managers and supervisors, as well as hourly and salaried workers. WARN requires that notice also be given to employees' representatives, the local chief elected official, and the state dislocated worker unit.

Advance notice gives workers and their families some transition time to adjust to the prospective loss of employment, to seek and obtain other jobs, and, if necessary, to enter skill training or retraining that will allow these workers to compete successfully in the job market.

  • Generally, WARN covers employers with 100 or more employees, not counting those who have worked less than six months in the last 12 months and those who work an average of less than 20 hours a week.
  • Employees entitled to advance notice under WARN include managers and supervisors as well as hourly and salaried workers.
  • Regular federal, state, and local government entities that provide public services are not covered by WARN.

The Department of Labor's (DOL) Employment and Training Administration (ETA) administers WARN at the federal level, and some states have plant closure laws of their own. A State Dislocated Worker Unit Coordinator can provide more information on notice requirements in a specific area.

DOL has no enforcement role in seeking damages for workers who did not receive adequate notice of a layoff or received no notice at all. However, they can assist workers in finding a new job or learning about training opportunities that are available.


Sauce


These are civilian firms, not government.
Demon Kagerou
DOL
OVERVIEW

The Worker Adjustment and Retraining Notification Act (WARN) protects workers, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of plant closings and mass layoffs.

Employee entitled to notice under WARN include managers and supervisors, as well as hourly and salaried workers. WARN requires that notice also be given to employees' representatives, the local chief elected official, and the state dislocated worker unit.

Advance notice gives workers and their families some transition time to adjust to the prospective loss of employment, to seek and obtain other jobs, and, if necessary, to enter skill training or retraining that will allow these workers to compete successfully in the job market.

  • Generally, WARN covers employers with 100 or more employees, not counting those who have worked less than six months in the last 12 months and those who work an average of less than 20 hours a week.
  • Employees entitled to advance notice under WARN include managers and supervisors as well as hourly and salaried workers.
  • Regular federal, state, and local government entities that provide public services are not covered by WARN.

The Department of Labor's (DOL) Employment and Training Administration (ETA) administers WARN at the federal level, and some states have plant closure laws of their own. A State Dislocated Worker Unit Coordinator can provide more information on notice requirements in a specific area.

DOL has no enforcement role in seeking damages for workers who did not receive adequate notice of a layoff or received no notice at all. However, they can assist workers in finding a new job or learning about training opportunities that are available.


Sauce


the law itself
I'll defend the act once it is shown that my three requests are met
Mei tsuki7
I notice you don't have a source. Please provide one.


agrab0ekim
1) source of Obama's act
2) Source of layoffs guaranteed

3) Show that the layoffs (speculated) meet the requirements of WARN


i.e. prove your allegations


http://www.federaltimes.com/article/20121001/AGENCY04/310010003/White-House-aims-suppress-contractor-layoff-notices

http://www.humanevents.com/2012/10/01/obama-would-spend-tax-dollars-to-keep-sequester-layoffs-from-hurting-his-election/

http://thehill.com/blogs/defcon-hill/industry/259431-lockheed-martin-wont-issue-layoff-notices-this-year

The Memo itself:
http://www.whitehouse.gov/sites/default/files/omb/memoranda/2012/m-12-19.pdf

The layoffs meet the requirements of WARN because were are talking about private defense contractors, such as Lockheed Martin.
Demon Kagerou
DOL
OVERVIEW

The Worker Adjustment and Retraining Notification Act (WARN) protects workers, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of plant closings and mass layoffs.

Employee entitled to notice under WARN include managers and supervisors, as well as hourly and salaried workers. WARN requires that notice also be given to employees' representatives, the local chief elected official, and the state dislocated worker unit.

Advance notice gives workers and their families some transition time to adjust to the prospective loss of employment, to seek and obtain other jobs, and, if necessary, to enter skill training or retraining that will allow these workers to compete successfully in the job market.

  • Generally, WARN covers employers with 100 or more employees, not counting those who have worked less than six months in the last 12 months and those who work an average of less than 20 hours a week.
  • Employees entitled to advance notice under WARN include managers and supervisors as well as hourly and salaried workers.
  • Regular federal, state, and local government entities that provide public services are not covered by WARN.

The Department of Labor's (DOL) Employment and Training Administration (ETA) administers WARN at the federal level, and some states have plant closure laws of their own. A State Dislocated Worker Unit Coordinator can provide more information on notice requirements in a specific area.

DOL has no enforcement role in seeking damages for workers who did not receive adequate notice of a layoff or received no notice at all. However, they can assist workers in finding a new job or learning about training opportunities that are available.


Sauce
I'm not sure what point you were trying to make, but the companies were are referring to do in fact fall under the WARN act. Read my first post again, and look for the phrase "defense contractors".
agrab0ekim
Demon Kagerou
DOL
OVERVIEW

The Worker Adjustment and Retraining Notification Act (WARN) protects workers, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of plant closings and mass layoffs.

Employee entitled to notice under WARN include managers and supervisors, as well as hourly and salaried workers. WARN requires that notice also be given to employees' representatives, the local chief elected official, and the state dislocated worker unit.

Advance notice gives workers and their families some transition time to adjust to the prospective loss of employment, to seek and obtain other jobs, and, if necessary, to enter skill training or retraining that will allow these workers to compete successfully in the job market.

  • Generally, WARN covers employers with 100 or more employees, not counting those who have worked less than six months in the last 12 months and those who work an average of less than 20 hours a week.
  • Employees entitled to advance notice under WARN include managers and supervisors as well as hourly and salaried workers.
  • Regular federal, state, and local government entities that provide public services are not covered by WARN.

The Department of Labor's (DOL) Employment and Training Administration (ETA) administers WARN at the federal level, and some states have plant closure laws of their own. A State Dislocated Worker Unit Coordinator can provide more information on notice requirements in a specific area.

DOL has no enforcement role in seeking damages for workers who did not receive adequate notice of a layoff or received no notice at all. However, they can assist workers in finding a new job or learning about training opportunities that are available.


Sauce


the law itself
I'll defend the act once it is shown that my three requests are met


Here ya go, Ag. We can provide more, but this does, definitely, meet all the requirements.
I also find it funny that, once again, the law takes second place to him getting what he wants.
Wadzworth929
Source: Meets act

Old Blue Collar Joe
Source: Meets act


thanks for those you guys. Now, according to the law (posted above), LM is indeed a regulated employee, and any reasonably forseeable layoff should be covered. Now there is the rub, Congress has always acted properly when it comes to these issues (drive to the cliff, but not off) - so, you're telling me that it is reasonable to expect the OPPOSITE?

No, LM has no duty to warn for layoffs that are unreasonably expected, and expecting a specific action from congress, when it is so clearly split, is not reasonable. Thus, they are not covered, and Obama is right.
agrab0ekim
Wadzworth929
Source: Meets act

Old Blue Collar Joe
Source: Meets act


thanks for those you guys. Now, according to the law (posted above), LM is indeed a regulated employee, and any reasonably forseeable layoff should be covered. Now there is the rub, Congress has always acted properly when it comes to these issues (drive to the cliff, but not off) - so, you're telling me that it is reasonable to expect the OPPOSITE?

No, LM has no duty to warn for layoffs that are unreasonably expected, and expecting a specific action from congress, when it is so clearly split, is not reasonable. Thus, they are not covered, and Obama is right.


You're wrong. There is a very real possibility that they don't get a budget done. If they don't, those jobs go away on the 2nd. It is reasonable and practical, if they don't have a budget by 02 Nov, to expect the layoffs.
So...send out the warnings as per law.
The law is set up like this to prevent exactly what he's doing, which is attempting to make political points off VIOLATING a law.
Old Blue Collar Joe
agrab0ekim
Wadzworth929
Source: Meets act

Old Blue Collar Joe
Source: Meets act


thanks for those you guys. Now, according to the law (posted above), LM is indeed a regulated employee, and any reasonably forseeable layoff should be covered. Now there is the rub, Congress has always acted properly when it comes to these issues (drive to the cliff, but not off) - so, you're telling me that it is reasonable to expect the OPPOSITE?

No, LM has no duty to warn for layoffs that are unreasonably expected, and expecting a specific action from congress, when it is so clearly split, is not reasonable. Thus, they are not covered, and Obama is right.


You're wrong. There is a very real possibility that they don't get a budget done. If they don't, those jobs go away on the 2nd. It is reasonable and practical, if they don't have a budget by 02 Nov, to expect the layoffs.
So...send out the warnings as per law.
The law is set up like this to prevent exactly what he's doing, which is attempting to make political points off VIOLATING a law.


No court will ever find that a third-parties actions, when not based on a schedule or some such device, created a reasonably forseeable layoff. Joe, think about what you are arguing - that Congressional posturing creates reasonability, WHEN THE CONGRESS ITSELF IS UP FOR ELECTION
a judge would laugh you out of his Court

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