All employees at the workplace who are subject to the reduction in operations, including employees working on average fewer than 20 hours per week and individuals who have worked for the employer for less than six months in the immediately preceding 12-month period (even though these employees are not counted for the 50-employee threshold, they must still receive written notice); Each exclusive representative or bargaining agency that represents employees at the workplace who are subject to the reduction in operations; The Maryland Workforce Development's Dislocated Worker Unit; and. Notice obligations under the Amended Act are triggered when a covered employer implements a "reduction in operations," which is defined as: "Workplace" includes a factory, plant, office, or other facility where employees produce goods or provide services. -Relocating -Shutdown that reduces number of employees by at least 25% or 15 employees, whichever is greater, over any three-month period. Under the Amended Act, once notice obligations are triggered, a covered employer must provide at least 60 days' advance written notice of the reduction in operations to the following: The mandatory written notice must include the following information: Unless any regulations that may be forthcoming provide for exceptions to the 60-day notice requirement, unlike the federal WARN Act, the Amended Act has no unforeseeable business circumstances, natural disaster, or faltering company exceptions to the notice requirements. Maryland Layoff Laws The federal WARN Act gives Maryland employees the right to advance notice of large layoffs. Federal, local, or municipal law may impose additional or different requirements. The employer's history of prior violations of the Amended Act. Maryland Economic Stabilization Act — Revisions to Maryland’s mini-WARN Act will require employers to follow several mandatory guidelines when facing a reduction in operations. Maryland Toughens Mini-WARN Act for Employers. Importantly, employers who also are covered by the WARN Act must be sure to comply with both laws, which have different requirements regarding notice, coverage, triggering events, and employee thresholds. Like the federal Workers Adjustment and Retraining Notification (WARN) Act, Maryland’s mini-WARN law provides for written notifications to employees in cases where an … House Bill 1018/Senate Bill 780 revises the Economic Stabilization Act, which provides guidelines that Maryland employers can voluntarily adopt in order to give advanced notice of workforce reductions. Mandatory WARN Act (HB1018/SB0780). All elected officials in the jurisdiction where the workplace that is subject to the reduction in operations is located. Maryland's new mandatory law thus has a lower threshold to trigger notice requirements than the federal WARN Act (i.e., under Maryland mini-WARN law, a reduction of at least 25 percent or 15 employees, whichever is greater, versus 33 percent and 50 employees under federal law). The expected date and time when the reduction in operations will begin. Notably, along with the Amended Act, the state has enacted a number of other laws that impact employers operating in Maryland, such as a new salary history ban effective October 1, 2020. Significant Changes for Maryland Employers ‒ Protective Hairstyles, Wage History and Wage Range Law, Mandatory WARN Requirements and More. Senate Bill 780 takes effect Oct. 1, 2020. Maryland: “Maryland's version of WARN, the Maryland Economic Stabilization Act, is voluntary and applies to employers in the industrial, commercial, and business industries with 50 or more employees. 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