Whether due to funding cuts, government shutdowns, recompetition, or other operational reasons, at some point a Community Action Agency (CAA) may need to consider restructuring or downsizing its workforce. Terminating employees, shuttering locations, or implementing cost-saving measures trigger significant obligations for employers. When such an occurrence becomes a CAA’s reality, it should consider whether it has responsibilities under the federal Worker Adjustment and Retraining Notification Act (WARN Act or “Act”). The WARN Act generally requires certain employers to provide at least 60 calendar days’ notice prior to closing a work site or conducting a mass layoff. However, the Act only applies to certain employers who conduct specific types and sizes of employment actions. This article provides information to help CAAs determine if and when the WARN Act applies, and what to consider with regard to compliance.
New EEOC Technical Assistance on DEI in the Workplace
On March 19, 2025, the Equal Employment Opportunity Commission (EEOC) released two technical assistance documents that address the scope of protections under Title VII of the Civil Rights Act of 1964 as they relate to an employer’s diversity, equity, and inclusion (DEI)...