Energy

Perhaps no sector has been more volatile than energy. The fluctuations of price, preferences and regulations have prompted sudden spikes and drops in the demand for oil, gas, coal, shale, nuclear, solar, and new forms of green energy generation and storage. With these shifts have come enormous displacements of workers. As these companies expand and shrink, many on shore and off shore worksites suddenly come and go, often without WARN notice. The WARN Act is a federal law that requires employers to give 60 days' advance written notice before a mass layoff or plant shutdown. Unfortunately, many energy companies violate this law by not providing enough advance notice, leaving their employees without jobs or enough time to seek other employment.

An employer that violates the WARN Act may be liable to pay you and each laid-off co-worker up to two months of pay and benefits, depending on the state where you live. During the difficult period after a layoff, Outten & Golden LLP can help vindicate your rights.

The attorneys at Outten & Golden LLP have years of experience representing employees of transportation companies, including almost 1,000 workers of Solyndra (solar panels), ClearEdge Power (portable battery generation), Alevo (battery), Westinghouse (nuclear reactors), Fluor (nuclear energy); CS Mining, Blackhawk Mining, Fortress Resources, FNX Mining, and Aquion Energy,

We Work to Protect the Rights of Employees

If you are part of a layoff affecting at least 50 employees who work at, report to, are based out of, or receive assignments from a single site of employment such as a rig, well, installation, station, mine, command center, or central headquarters, your employer may be required to give 60 days' written notice to you and your co-workers prior to the layoff. If you and at least 50 of your co-workers from a single site are downsized as part of a plant shutdown, the WARN Act attorneys at Outten & Golden can help.

Our WARN Practice Group brings lawsuits against employers who either refuse to comply with the WARN Act or use creative ways to avoid providing 60 days' advanced notice to their employees. An employer that violates the law may be liable to pay you and each laid-off co-worker up to two months of pay and benefits, depending on the state where you live. During the difficult period after a layoff, Outten & Golden LLP can help vindicate your rights.

In cases where the employer files for bankruptcy and lays off employees, the timing of events can have a significant impact on what employees may be able to recover. A bankrupt company usually lacks the means to pay all its creditors in full. In such cases, you may want to consult with the experienced attorneys at Outten & Golden to discuss the best way to pursue legal remedies. In some cases, Outten & Golden will bring a lawsuit against a non-bankrupt parent company to obtain recover for laid-off employees.

Contact Us

If you experience job loss in a mass layoff, furlough or shutdown, or you and others suffer the reduction of more than 50 percent of your work hours during a six-month period, you may have a WARN Act claim and should contact Outten & Golden LLP.