What are the reporting requirements for employers regarding layoffs in Connecticut?

In Connecticut, employers must adhere to specific reporting requirements when it comes to layoffs or mass displacements. The primary law governing these requirements is the Worker Adjustment and Retraining Notification Act, commonly referred to as the WARN Act. This federal act, alongside its Connecticut counterpart, mandates that certain employers provide advance notice to employees and various state and local entities before conducting layoffs or plant closings. Specifically, employers that have one hundred or more employees are required to provide at least sixty days of written notice in advance of a layoff affecting either fifty or more employees at a single site of employment, or of a plant closing that will affect the same number of workers. This notice must be sent to affected employees, the state dislocated worker unit, and the local government where the layoff or closure occurs. It is important for employers to include specific information in their notification, such as the expected date of the layoffs or closing and the reasons for the action. Additionally, the Connecticut Department of Labor recommends that employers maintain open communication with employees during this process to minimize confusion and uncertainty. Employers should also be aware that failure to comply with these notification requirements can lead to significant penalties, including liability for back pay and benefits for the affected workers. For the most current and detailed information, including any updates on regulations and procedures, employers should refer to the website of the Connecticut Department of Labor.