2008年8月,州长戴维·帕特森(David Patterson)签署了《纽约州工人调整和再培训通知法》(S.8212)(“NY WARN Act”) into law. Although the 纽约州警告法, effective Feb. 1, 2009, imposes requirements on employers similar to those required by the federal Worker Adjustment and Retraining Notification Act (the “Federal Act”), 29 U.S.C. §§2101-2109,有一些重要的区别。 

联邦法通常要求拥有100名或以上全职雇员的雇主提供至少60天的工作时间’ advance written notice regarding 工厂关闭s or 大规模裁员s to the 受影响的员工’代表,如果没有,则代表受影响的员工本人。 《联邦法》还要求雇主通知州流离失所的工人部门和地方政府。 《纽约州警告法》要求拥有50名或以上雇员的纽约雇主提供90天的工作日’ advance written如果发生大规模裁员, relocation or 就业损失1 to the 受影响的员工, the representatives of the 受影响的员工, the New York State Department of Labor and the local workforce boards. 

与《纽约州法令》相比,《纽约州WARN法》还具有确定触发事件是否需要强制通知的最低门槛。 具体来说,《纽约州WARN法案》扩展了“mass layoff”包括影响以下方面的单一就业地点的就业损失: (1)至少有25名全职雇员(相对于《联邦法案》的最低50名雇员),只要他们占在职员工总数的至少33%;或(2)至少250名全职雇员(相对于《联邦法》的500名雇员起征点)。 

The 纽约州警告法 also requires如果发生工厂关闭 resulting in an 就业损失 affecting 25 full-time employees (as opposed to the 50 employees required pursuant to the 联邦法) during a 30-day period.2

受影响的雇员及其代表可以就违反《纽约州警告法案》的代表诉讼中的个人或成员身份向雇主提出索赔。 此类雇员可能有权向雇主偿还工资和福利成本’违反,最长为60天,如果没有,则为雇主雇用雇员的天数的一半。 雇主还可能每天被要求支付不超过500美元的民事罚款。 《纽约州WARN法案》还授予纽约州劳工部授权,以规定执行该法案所需的规则,并就违法行为和责任做出裁决。 根据《联邦法》支付的任何款项均构成《纽约州WARN法案》的支付,对于相同的违法行为,罚款不得超过联邦最高罚款。 

Both the 纽约州警告法 and the 联邦法 provide exemptions for employers from the notice requirements under certain limited circumstances, including good faith and active attempts to secure financing, strikes/lockouts, and unforeseeable business circumstances, such as natural disasters. The 纽约州警告法 provides additional exemptions for a “physical calamity” or “恐怖主义或战争行为。”


1      The 纽约州警告法 definition of “employment loss”可以解释为适用于单个终端,但是“employment loss”也定义为包括“mass layoff.” It is likely, therefore, that the 纽约州警告法 was not meant to apply to individual terminations, as this would negate the “mass layoff” language.

2    《纽约州警告法案》未具体包括“plant closing”作为需要90天的活动’预先通知,该术语也不包含在“employment loss.” 但是,《纽约州警告法案》似乎需要90天’如果发生“plant closing” because the term “affected employees”被定义为那些“who may reasonably be expected to experience an 就业损失 as a consequence of a proposed 工厂关闭 or 大规模裁员 by their employer.”