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What is Rapid Response?Rapid Response is a series of customized, confidential, and convenient services for businesses during downsizing and restructuring. It is a cooperative effort between the Workforce Investment Board (WIB), America’s Job Center of California, and the Employment Development Department (EDD) to enable affected workers to return to work as quickly as possible following a layoff, by connecting them to training and employment opportunities.
What is a Rapid Response Orientation?Under the Worker Adjustment and Retraining Notification (WARN) Act, employers in Tulare County must inform the WIB of layoffs and plant closures. Once the WIB receives a layoff notice from an employer, the Rapid Response team meets with the company and schedules a Rapid Response Orientation for the company’s affected workers. At the Orientation, the Rapid Response team presents information about resources available to help laid off workers. Resources may include information about Unemployment Insurance, services and resources at the Employment Connection, temporary rental and mortgage assistance, and health care insurance. During a Rapid Response Orientation, affected workers get the opportunity to learn about all of these resources from a team made up of dedicated experts. These presentations are typically held at the employer locations, but can be done at a nearby facility.
How does a Rapid Response Orientation benefit an employer?Providing Rapid Response services to your workers during layoffs or plant closures results in multiple benefits to employers, including: Higher productivity and worker morale, and lower absenteeism during layoff event due to reduced stress. Lower unemployment insurance costs as workers are re-employed more quickly when services begin prior to layoff. Decreased likelihood of sabotage or work disruptions. Better public relations for an employer. Rapid Response can work with the media to highlight services an employer is providing to its workers during a layoff period.
What is a WARN?A California Worker Adjustment and Retraining Notification (WARN) is a layoff notice from an employer. A WARN provides protection to employees, their families and communities by requiring employers to give affected employees and other state and local representatives notice 60 days in advance of a plant closing or mass layoff. Advance notice provides employees and their families time to transition and adjust to the prospective loss of employment, time to seek alternative jobs and, if necessary, time to obtain skills training to successfully compete in the job market. Please click here for an overview of the general parameters of the law.
When does an employer need to file a WARN?In California, employers must file a WARN if they are a “covered establishment” that employs 75 or more employees (part-time or full-time) during any 30-day period. Any plant closure or layoff that affects 50 or more workers within a 30-day period must be reported, regardless of the size of the company as a whole. Notification of layoffs and plant closures must occur at least 60 days in advance, or be subject to fines and worker compensation. Please click here for an overview of the general parameters of the law.
How does an employer file a WARN?An employer must first notify employees of the upcoming layoff. Then, the employer must submit a WARN to the local Workforce Development Board (Tulare County Workforce Investment Board), local elected officials (chief elected officials of the city and county governments in which the employer is located) and EDD. For a list of WARN recipients in Tulare County, click here. All notices must be submitted in writing to the EDD and the chief elected official of the local government, and must include the following:: Name and address of the employment site where the plant closing or mass layoff will occur. Name and phone number of a company official to contact for further information. Statement as to whether the planned action is expected to be permanent or temporary and, if the entire plant is to be closed. Expected date of the first separation, and the anticipated schedule for subsequent separations. Job titles of positions to be affected, and the number of employees to be laid off in each job classification. For multiple lay-off locations, provide a breakdown of the number of affected employees and their job titles by each lay-off location. Indication as to whether or not bumping rights exist. Name of each union representing affected employees. (if applicable) Name and address of the chief elected officer of each union. (if applicable) Click here to view a sample WARN notice.