Posted on 11/07/2022 10:08:28 AM PST by allen592
It won’t work. We had a case just like this in CA several years ago. Lady couldn’t argue she was singled out for layoff when hundreds of others got the axe the same day.
Being laid off sucks, but the best thing is to put it behind you and spend that energy finding another job.
Gee I wonder if there are jobs opening up at twitter. Heck why not support a company that is doing the right thing with my sweat and hard work.
Probably all software. But they need servers, massive servers.
California courts are pretty bad. She might win which is sad.
She is acting like she has tenure at UC Berkeley!!
I had no idea Elon was six months pregnant.
Has he gone woke on us all of a sudden? Must be the estrogen.
Dismissed: Failure to state a claim upon which relief might be granted.
She got more than the statutory severance.
Then she’ll be become a Rat Politician, like everyone else who can’t hack it in the private sector.
So you can’t get laid off if your pregnant?......never heard that one before.
Must be one of the more obscure sections of the department of labor regulations. 🤔
You can bet that LoserGurl won't be turning that money down - even as she GibsMeDats in the courts...
There is generally COBRA, which allows you to continue health care coverage out of your own pocket.
These people have no idea what a business is or how to run one. No wonder Twitter was losing $4+ million a day.
Under Commie-fornia laws, anything is possible, no matter how insane it may seem to the rest of the country.
Hard to to claim she was discriminated against for being pregnant when she was part of a group of 1000 people laid off. But hey, might as well go for sweet sweet revenge I guess. Some lawyer will take the case on a contingency, no doubt.
Musk said no the liberal breeding programs on his dime.
Got no case.. AT WILL EMPLOYMENT given 4 months of pay and benefits... You will lose, even in California
Probably no case here. She says she thinks there’s “probably” discrimination going on here. Doubtful.
CONTENTS OF THE NOTICE TO EMPLOYEES WHEN NOT REPRESENTED
Notice to individual employees must be written in clear and specific language that employees can easily understand and must contain at a minimum the following requirements:
• A statement as to whether the planned action is expected to be permanent or temporary and, if the entire plant is to be closed, a statement to that effect;
• The expected date when the plant closing or mass layoff will commence and the expected date when the individual employee will be separated;
• An indication as to whether or not bumping rights (see FAQs) exist; and
• The name and telephone number of a company official to contact for further information.
The notice may include additional information useful to the employees such as available dislocated worker assistance, and, if the planned action is expected to be temporary, the estimated duration, if known.
CONTENTS OF NOTICE TO THE DISLOCATED WORKER UNIT AND
THE LOCAL CHIEF ELECTED OFFICIAL
Advance notice should be given to the State Rapid Response Dislocated Worker Unit as well as to the chief elected official of the local government where the closing or mass layoff is to occur. If there is more than one such unit, the “tiebreaker” is the local government to which the employer paid the most taxes in the preceding year. However, if many affected employees live in nearby local government jurisdictions, it is also helpful to provide notice to
those additional local governments so that coordinated planning of services for those employees to be laid off may begin quickly.
Notice to the State Rapid Response Dislocated Worker Unit and the localchief elected official must contain at a minimum:
• The name and address where the mass layoff or plant closing is to occur, along with the name and telephone number of a company contact person who can provide additional information;
• An explanation of whether the employment loss will be temporary or permanent, and whether the entire plant is being closed;
• The expected date of the first job losses, along with a schedule of any further employment reductions;
• The job titles of positions that will be affected and the number of affected employees in each job category;
• A statement of bumping rights, if any exist; and
• The name of each union/employee representative and the name and address of the chief elected officer of each union.
The WARN regulations also allow employers to provide alternative notice to the State Rapid Response Dislocated Worker Unit and the chief local elected official. The alternative form must be a written notice that provides the following information:
• The name and address of the employment site where the plant closing or mass layoff will occur;
• The name and telephone number of a company official to contact for further information;
• The expected date of separation; and
• The number of affected employees.
Employers who choose to provide the alternative form of notice must keep accessible all other information outlined above and provide it to the State Rapid Response Dislocated Worker Unit and local government upon request.
Any failure to provide this additional information will be deemed a failure to give required WARN notice.
https://www.dol.gov/sites/dolgov/files/ETA/Layoff/pdfs/_EmployerWARN2003.pdf
Good point. I was using the term loosely...too loosely.
Gee, That’s a shame.
After you drop another zombie wash dishes at night.
So pregnancy is a force field protecting against lay offs…who knew…
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