WARN offers protection to workers, their families, and the community by requiring most employers with over 100 employees to provide at least 60 calendar days notice to employees prior to plant closures and mass layoffs.
Typically, before a plant can even cut jobs, it is required to negotiate with the union, under the terms of their collective bargaining agreement. Often times, companies will prepare a strike contingency plan prior to negotiations with a focus on security and protection at the plant during that process.
The threat of a work stoppage is possible if management and labor cannot come to an amicable agreement during the lay-off process as a result of a plant closure. Many organizations fail to effectively plan for the continuation of their operations while they are in the middle of a restructuring plan. More so, they have to confront potential negative issues that may arise with the union at other plants that are not closed.
MADI, over the past 27 years, has consulted with corporations throughout the United States, in developing contingency plans that carefully take into account the operational risks associated with a plant closure. Even in the face of lay-offs as a result of plant closures, organizations turn to MADI’s Executive Team to help plan for work stoppage issues that may arise during the negotiating process with unions affected by a plant closing. We can proudly attest that our services have contributed to strike avoidance by increasing our clients’ leverage at the negotiating table.
We Have the Expertise to Assist
Despite the fall-out of a plant closure, organizations have the benefit of MADI’s expertise to assist in ensuring that any threats to the continuation of their business operations are dealt with professionally and strategically. Learn more about our executive security services here.