Not a bad topic to bring up during a debate.
When Ubama leaves office in January, he better hop on AF1 one last time and have it drop him and Eric off in a non-extraditable country.
Laws mean nothing to Obama.
They don’t even slow him down. If he REALLY doesn’t like one he writes an Executive Order and changes it.
I think we should close Congress , we don’t need them with Obma making the laws,and they don’t seem to mind , they don’t even try to stop him.
Maybe if this story gets reported enough and individuals spread the word, enough will REALIZE their heads may be on the chopping block, no matter what Bath-House Barry wants.
Obama doesn’t give any thought to the possibility that employed people facing the possibility of termination might want to start thinking about their options?
I hear one large company is planning to mail “you could be laid off” slips to every single employee on Nov 2 (four days before election day).
Strange - my daughter says at the FAA research facility where she works there are several big-screen TV’s which are constantly scrowling the latest news, including stories about expected mass cuts in jobs in their department following the election -she says you have to keep reading the small print to see that the cuts will be by retirement and attrition and a lot of people are upset that their jobs may go - the inference, although apparently not stated directly, is that Romney is going to be doing the cutting for smaller government......
http://www.dol.gov/compliance/laws/comp-warn.htm
The Worker Adjustment and Retraining Notification Act (WARN) protects workers, their families, and communities by requiring most employers with 100 or more employees to provide notification 60 calendar days in advance of plant closings and mass layoffs.
Employee entitled to notice under WARN include managers and supervisors, as well as hourly and salaried workers. WARN requires that notice also be given to employees’ representatives, the local chief elected official, and the state dislocated worker unit.
Advance notice gives workers and their families some transition time to adjust to the prospective loss of employment, to seek and obtain other jobs, and, if necessary, to enter skill training or retraining that will allow these workers to compete successfully in the job market.
Generally, WARN covers employers with 100 or more employees, not counting those who have worked less than six months in the last 12 months and those who work an average of less than 20 hours a week.
Employees entitled to advance notice under WARN include managers and supervisors as well as hourly and salaried workers.
Regular federal, state, and local government entities that provide public services are not covered by WARN.
The Department of Labor’s (DOL) Employment and Training Administration (ETA) administers WARN at the federal level, and some states have plant closure laws of their own. A State Dislocated Worker Unit Coordinator can provide more information on notice requirements in a specific area.
DOL has no enforcement role in seeking damages for workers who did not receive adequate notice of a layoff or received no notice at all. However, they can assist workers in finding a new job or learning about training opportunities that are available.
At least not until after the election.