Thread regarding ConocoPhillips layoffs

Watching the TX and OK WARN Websites - Links

So far, no postings. Based on WARN Act terms, it seems that COP should be required to give 60-day written notice to each state for 500+ layoffs that occur within 90 days in that state. (So April layoffs won't count). Chevron's recent notices are posted. The Texas website seems to update slowly. Sometimes the media have fresher info than what is shown, so the reporters must know who to call.

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That is correct, The HR VP was laid off . I understand that it was because she didn't agree with the employee performance rating system.

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The standard severance package is not 60 days. The standard severance package is 4 weeks. No ConocoPhillips has not met the requirements of the WARN act via the enhanced severance package due to the do not sue letter and associated signature.

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If you are uncertain about your rights regarding being let go as part of a mass layoff, we encourage you to call our New York City based law firm at . You can also fill out the form on our contact us page.

Your Rights Under the WARN Act

The WARN Act generally requires that employees, or their union representative, receive 60 days advance notice of a plant closing, mass layoff, or relocation of a job duty to an overseas location. Congress passed the WARN Act in 1988 in an effort to ensure employees receive advance notice of a mass layoff.

The right to a 60 day notice.

The right to recover pay and benefits.

The right to receive adequate warning. This adequate warning gives individuals time to look for and find a new job.

The right to an explanation if you don't receive 60 days notice.

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If I lay you off today and give you 60 days of pay, separate you officially 60 days from today and file a WARN today, haven't I satisfied the requirement?

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VP of HR left earlier this year after three years service - it certainly looks like she didn't agree with what was planned for 2015. ConocoPhillips do not treat empliyees right ... remeber that for the upturn when it comes.

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The severance package does not address the 60 requirements associated with WARN. Employees with concerns with WARN requirements are welcome to file an inquiry with the associated state department of labor.

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One advantage of the shared services in Bartlesville, Oklahoma. (Bartlesville is considered an employment site.) ConocoPhillips would need to lay off 500 workers at an employment site or 33% of the workers at an employment site to file via WARN in Houston or Bartlesville. ConocoPhillips is not known for abiding by labor laws, regardless. Weak HR.

What does WARN require?

WARN requires that employers with 100 or more full-time workers give employees 60 days notice in advance of plant closings and mass layoffs if they:

Close a facility of 50 or more workers

Discontinue an operating unit of 50 or more workers

Lay off 50 to 499 workers, and these layoffs constitute 33% of the total work force at a single employment site

Lay off 500 or more workers at a single employment site

(Although some businesses are exempt from WARN, the law encourages all employers to give workers sufficient notice, to the extent possible)

Who must receive notice?

Notice must be given to: Each employee to be laid off, or The employee's union representative, if represented by a union or unions, and; Chief elected official of the unit of local government where the closing is occurring, and; The state's Dislocated Worker Unit:

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Not so fast buddy. Here is how it works. They call you in a conf room. Tell you to pack up and leave. They give you 60 days severance (let's assume this, it'll be more than 60, but let's assume 60) and health covered from the same 60 days. Now you have no work, but you are in effect paid for +60 days and covered from the health perspective. As far as the state is concerned they are in compliance here if they file on the same day (if required). I hope this makes sense.

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Unless the company is exempt. How they earn that status is beyond me but it does state that on the WARN website.

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