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https://www.foxrothschild.com/publications/layoffs-temporary-closings-and-reduced-hours-may-trigger-duties-under-ca-and-us-warn-laws/#:~:text=A%20reduction%20in%20work%20hours%20is%20not%20a,held%20that%20a%20temporary%20closure%20may%20trigger%20Cal-WARN.
https://www.doleta.gov/programs/factsht/WARN_Fact_Sheet_updated_03.06.2019.pdf
average of less than 20 hours a week) on the date/time of the sale become, for purposes of WARN, employees of the buyer immediately following the sale. This provision preserves the notice rights of the employees of a business that has been sold. Employment Loss The term "employment loss" means:
https://www.businessmanagementdaily.com/9624/reduced-hours-and-warn-are-we-liable/
Its 60% hour reduction will occur in each month of a six-month period The hour reduction affects enough employees to constitute a “plant closing” or “mass layoff” under WARN.
https://www.mintz.com/insights-center/viewpoints/2226/2020-04-02-warn-act-and-covid-19-what-are-employers-obligated-do
Reduction in Hours: A reduction in work hours for 50 or more full-time workers by 50% or more for each month in any 6-month period. Again, the event need not be permanent to trigger WARN. Again, the event need not be permanent to trigger WARN.
https://dol.ny.gov/worker-adjustment-and-retraining-notification-warn
Certain other relocations and covered reductions in work hours; This means that covered businesses must provide all employees with notice 90 days prior to a: Plant closing; Mass layoff; Relocation; Other covered reduction in work hours; Businesses that do not provide notice may be required to: Pay back wages and benefits to employees; Pay a civil penalty
https://www.fisherphillips.com/news-insights/a-warn-act-refresher-course.html
a reduction in hours of work of an individual employee of more than 50 percent during each month of a six-month period. Employees who volunteer for layoff or early retirement are not considered to have been involuntarily terminated, and so do not count against the "employment loss" numbers.
https://www.bsk.com/news-events-videos/labor-employment-new-york-warn-act-takes-effect-employers-that-planning
Employers familiar with US WARN will recognize that a reduction in hours of work of more than 50% during each month of any six month period constitutes an employment loss for purposes of US WARN and advance notice must be provided, as long as the other requirements for a plant closing or mass layoff are met.
https://www.law.cornell.edu/uscode/text/29/2101
subject to subsection (b), the term “ employment loss ” means (A) an employment termination, other than a discharge for cause, voluntary departure, or retirement, (B) a layoff exceeding 6 months, or (C) a reduction in hours of work of more than 50 percent during each month of any 6-month period; (7)
https://www.law.cornell.edu/cfr/text/20/639.3
(1) The term “employment loss” means (i) an employment termination, other than a discharge for cause, voluntary departure, or retirement, (ii) a layoff exceeding 6 months, or (iii) a reduction in hours of work of individual employees of more than 50% during each month of …
https://sbshrs.adpinfo.com/blog/what-you-need-to-know-about-reducing-employees-hours
What You Need to Know about Reducing Employees’ Hours. To lower costs and avoid layoffs, some employers choose to reduce employees' regular work hours. A reduction in hours can affect wage and hour law compliance, unemployment insurance costs, benefit eligibility, and morale. Here are some factors to consider before reducing employees' hours.
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