Practice Contact(s)
- Richard (Dick) F. Kane
(Charlotte) - Karin M. McGinnis
(Charlotte) - Bruce E. Miller
(Charleston) - Paul J. Peralta
(Charlotte) - John A. Zaloom
(Research Triangle)
Practice Group
- Employment & Labor
- Employment & Noncompetition Agreements & Trade Secrets Protection
- Employment Discrimination & Retaliation Law
- FMLA, ADA, & Employee Leave
- General Workplace Issues
- Government Contractors/ Affirmative Action
- Labor Relations
- Layoffs, Terminations, & Reductions in Force
- Sarbanes-Oxley, Whistleblower, & Internal Investigations
- Wage & Hour Compliance & Litigation
- Workers Compensation & Workplace Safety
Layoffs, Terminations, & Reductions in Force
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Moore & Van Allen’s Employment and Labor Attorneys often assist our clients in navigating the Worker Adjustment and Retraining Notification Act (WARN) and avoiding its potential traps. From partial plant closings to complete shutdowns, regulations can often be complex in terms of timing of layoffs and the linkage with historical terminations. Further, some states have additional requirements relating to shutdowns and mass layoffs. Moore and Van Allen’s Employment and Labor team is available to guide employers through the legal maze of regulations triggered by a reduction-in-force or plant shutdown, and we can assist in crafting reduction-in-force plans and severance packages when desired.
Our attorneys also assist employers in obtaining well written and comprehensive releases of claims in exchange for severance payments.
news
- Litigator Gwaltney Speaks About Defendant Class Actions
- McGinnis Published in Labor & Employment Book
- Employment Seminar Covers Hot Topics
Publications
- Workplace Violence Prevention Act
An employee receives an actual threat of workplace violence—what do you do? Effective December 1, 2004, North Carolina employers have another tool to help prevent workplace violence. The recently enacted Workplace Violence Prevention Act allows employers to seek a civil no-contact order on behalf of an employee who has been threatened with or actually suffered physical harm as a result of an individual’s action.
- Fair Credit Reporting Act and Third Party Investigations
An employee commits an alleged act of misconduct. You, the employer, decide to have an outside firm investigate. The investigation should be conducted in accordance with the safe harbor provisions of the Fair Credit Reporting Act (FCRA) to avoid the advance consent and disclosure requirements of FCRA.