Termination, Layoffs, and Plant Closings
Labor and Employment | Workforce ChangesWe advise employers on individual terminations, reductions in force, and facility closings, ensuring compliance with WARN Act requirements and minimizing litigation risk.
Overview
Managing Workforce Transitions
Workforce reductions involve significant legal requirements and litigation risk. MC Law's practice helps employers conduct terminations, layoffs, and plant closings in compliance with law while minimizing exposure.
Individual Terminations
We advise on individual termination decisions. We review termination documentation, assess litigation risk, and advise on compliant separation processes.
Reductions in Force RIFs require careful planning. We advise on selection criteria, disparate impact analysis, OWBPA compliance for releases, and notification requirements. WARN Act Compliance The Worker Adjustment and Retraining Notification Act imposes notice requirements for large layoffs and plant closings. We advise on WARN coverage, notice requirements, and exceptions. Severance Programs Severance programs support workforce transitions. We design severance programs, draft release agreements, and ensure OWBPA compliance for age-based releases. Post-Termination Issues Terminations create ongoing obligations. We advise on reference policies, COBRA administration, and post-termination benefits. Litigation Avoidance Proper planning reduces termination litigation. We review termination decisions to identify risk factors and recommend approaches that minimize exposure.Our Services
labor_and_employment
Federal registration and validity opinions
discrimination
Federal registration and validity opinions
employment_litigation
Federal registration and validity opinions
Licensing & Transactions
Negotiate and draft license agreements
DMCA Services
Takedown notices and counter-notices
Enforcement
Cease and desist through litigation
Fair Use Analysis
Evaluate fair use defenses and risks
Music & Entertainment
Industry-specific copyright matters
Frequently Asked Questions
The Worker Adjustment and Retraining Notification Act requires employers with 100 or more employees to provide 60 days' advance notice of plant closings and mass layoffs affecting specified numbers of employees. Many states have mini-WARN acts with lower thresholds and longer notice periods.
RIF planning should include identifying legitimate business reasons, developing objective selection criteria, performing adverse impact analysis on protected groups, preparing WARN Act compliance, drafting separation agreements with proper releases, and planning communication strategy.
Risks include wrongful discharge claims, discrimination claims if the termination disproportionately affects protected groups, retaliation claims, breach of contract claims, and defamation claims. Thorough documentation and legal review before termination minimize exposure.
Key provisions include the severance payment amount and schedule, a general release of claims, OWBPA-compliant age discrimination waivers for employees over 40, confidentiality and non-disparagement clauses, return of company property, and cooperation obligations.
Use objective, job-related criteria such as skills, performance ratings, and seniority. Apply criteria consistently and conduct statistical adverse impact analysis across protected categories before finalizing selections. Document the selection process and business rationale thoroughly.
Fair use is a defense that permits limited use of copyrighted material without permission. Courts consider four factors: the purpose and character of use (commercial vs. educational, transformative vs. copying), the nature of the copyrighted work, the amount used, and the effect on the market. Fair use is highly fact-specific.
For works created today by individual authors, copyright lasts for the life of the author plus 70 years. Works made for hire and anonymous/pseudonymous works are protected for 95 years from publication or 120 years from creation, whichever is shorter. Older works may have different terms.
Yes, software code is protected by copyright as a literary work. Both source code and object code can be registered. However, copyright protects the expression of ideas, not the underlying functionality—patent protection may be more appropriate for novel methods and processes implemented in software.
Our virtual legal services offer streamlined, cost-effective solutions for common copyright needs. Services like copyright registration, assignment agreements, and DMCA takedowns are available online with fixed, transparent pricing. You get the quality of a top IP firm with the convenience of digital delivery.
Related Matters
Represented streaming platform in landmark DMCA safe harbor case. Successfully defended client's safe harbor status while obtaining injunctive relief against repeat infringers, resulting in dismissal of $500M damages claim.
Prosecuted copyright infringement claims on behalf of professional photographers whose work was used without authorization. Secured significant damages award and implementation of improved licensing procedures.
Enforced copyright and trade dress rights in mobile game against clone applications. Obtained preliminary injunction and permanent removal of infringing apps from major app stores worldwide.
Cutting-edge case addressing use of copyrighted music in AI training datasets. Negotiated comprehensive licensing framework that allows continued AI development while protecting rightsholders' interests.
Prosecuted claims against former executive who copied proprietary source code to competitor. Established ownership under work-for-hire doctrine and obtained injunction plus damages for willful infringement.
Represented academic publisher in enforcement action against site hosting pirated textbooks. Implemented systematic takedown program and pursued contributory infringement claims against operators.
Get in Touch
Connect with our copyright team to discuss your matter