Bottom Line Screening
Client Login
  • Home
  • About Us
    • Background Check Value
    • Why Work With Us?
    • Testimonials
  • Background Screenings
    • Industries Served
    • Employment Screenings
    • Tenant Screening
    • Legal Resources
  • Drug & Alcohol Testing
    • Workplace Drug Testing
    • Drug Testing Products Store
  • Integrity & Aptitude Assessments
    • The Science
    • The Value
  • From our Blog
    • Industry Standards
    • Human Resources
    • COVID-19
    • Why Background Screening
    • Drug Abuse
    • Drug Testing
    • Integrity Testing
    • Affiliations
    • Ban the Box
    • FCRA Compliance
    • Why Background Screening

Category Archives: Uncategorized

The WARN Act Basics: Notifications, Circumstances, and Employer Penalties

Posted on August 12, 2020 by Sheri Lash

The Worker Adjustment and Retraining Notification (WARN) Act helps ensure advance notice in cases of plant closings and mass layoffs. It was passed in 1988 to provide workers with sufficient time to prepare for the transition between the jobs they currently hold and new jobs. This might include retraining opportunities before they lose their current jobs or the providing of information about where new jobs may be found.

It is important for employers to understand their obligations under WARN, especially in relation to decisions being made in 2020.

WARN Notification Requirements

The WARN Act requires employers to provide written notice at least 60 calendar days in advance of covered plant closings and mass layoffs. Covered plant closings include employment loss at a single site during any 30-day period of more than 50 employees. Mass layoffs do not result from a plant closing but also result in employment loss at a single site for at least 50-499 employees if they represent at least 33% of the total active workforce, or 500 or more employees.

A WARN notice is required when a business with 100 or more full-time employees is laying off at least 50 people at a single site of employment; or if a business employs 100 or more workers who work at least a combined 4,000 hours per week, and is a private for-profit business, a private non-profit organization, or quasi-public entity separately organized from regular government.

Circumstances That Can Trigger WARN

WARN can be triggered under multiple situations. If an employer closes a facility or discontinues an operating unit permanently or temporary, when this act affects at least 50 employees, WARN is triggered.

If an employer lays off 500 or more employers at a single site of employment during a 30-day period, or lays off 50-499 workers and these layoffs constitute 33% of the employer’s total active workforce at the single site of employment, WARN is triggered.

If an employer announces a temporary layoff of less than 6 months that meets either of these criteria and then extends the layoff for more than 6 months, WARN is triggered. If the extension occurs for reasons that were not reasonably foreseeable at the time the layoff was originally announced, notice need only be given when the need for the extension becomes known. Any other case is treated as if notice was required for the original layoff.

If an employer reduces the hours of work for 50 or more workers by 50% or more for each month in any 6-month period, WARN is triggered.

It is important to notice that a plant closing or mass layoff need not be permanent in order to trigger WARN.

Penalties for Violating WARN

An employer who violates WARN is liable to each affected employee for an amount equal to back pay and benefits for the period of violation, up to 60 days. An employer who fails to provide notice as required to a unit of local government is subject to a civil penalty not to exceed $500 for each day of violation.

WARN is enforced through the U.S. District Courts. Workers, their representatives, and units of local government may bring individual or class action suits against employers believed to be in violation of the Act.

It is important for employers to keep up with their responsibilities and requirements as outlined in the WARN Act during the Coronavirus pandemic. The U.S. Department of Labor has more information regarding employers’ responsibilities toward their workers and employees’ rights.

Posted in Uncategorized |

4th of July Safety

Posted on June 30, 2020 by Sheri Lash

Thank you for your interest in staying safe over the holiday. To download the printable pdf, click here. I hope you find that it has useful information.
Have a safe and Happy 4th of July!

Posted in Uncategorized |

Paternity Testing

Posted on January 7, 2020 by Sheri Lash

Consider this: Paternity testing is needed for :
• Obtaining child support
• Gaining visitation rights or child custody
• Proving family relationships for immigration cases
• Having peace of mind from knowing the true father
• Establishing Social Security and military benefits
• Protecting one’s estate from illegitimate claims
• Proving Native American ancestry for tribal rights
• Confirming the biological relationship between an
adoptee and birth parents or other possible relatives
• Resolving adoption disputes

We are partnered with DDC to give you accurate, reliable, affordable, confidential and fast results. Best of all We Can Come To You!

Posted in Uncategorized |

Michigan unemployment benefits regarding Medical Marijuana

Posted on December 20, 2019 by Sheri Lash

The Michigan Medical Marijuana Act (MMMA) grants qualified medical marijuana users who are using marijuana in accordance with the MMMA immunity from “arrest, prosecution, or penalty in any manner.” This includes Unemployment benefits, but some clarification needed to be done. The Michigan Unemployment Insurance Agency has issued guidelines for this scenario:

1. A positive drug test for marijuana was caused by the ingestion of marijuana at the workplace;
2. Discharge is based on the fact that the employee was under the influence of marijuana at the workplace; or
3. The employee is unable to demonstrate that he or she is a qualifying patient who has been issued and possesses a registry identification card under the MMMA.

If a person applying for benefits has stated they have a medical card, the agency will request a copy of the card for validity.

Posted in Human Resources, Uncategorized |

Non-smokers earn six more paid time off days

Posted on December 10, 2019 by Sheri Lash

A Japanese company giving non-smoking employees six extra days of paid time off per year to offset the time spent during cigarette breaks by smoking employees has had a tremendous amount of views that I wanted to throw this thought out as there was a mention of companies insurance rates. Here is the article. https://www.fox13news.com/news/company-offers-non-smoking-employees-6-extra-days-off-to-make-up-for-cigarette-breaks

It is possible to implement this into your workplace policies and conduct random instant nicotine testing to ensure the employees are following company policy. These instant tests have a detection time of 1-4 days depending on the type of test, oral or urine.

Posted in Uncategorized |

Seasonal workers

Posted on November 5, 2019 by Sheri Lash

As we are approaching the holiday season, it’s important not to let your guard down when hiring seasonal workers. Although these workers are temporary, they still become part of the company. Thefts and hacking into customer’s financial accounts have become a big issue. Knowing their past history can prevent your company from becoming a statistic to this and costing more money in the end.
Call or email today to find out what searches are available to you!
269-214-0697 or sheri@bottomlinescreening.com

Posted in Uncategorized |

Contact Us

Bottom Line Screening
South Haven, Michigan 49090

Office: 269-214-0697
info@BottomLineScreening.com

Hours of Operation: Monday - Friday 9am - 5pm

Contact Us

Bottom Line Screening
South Haven, Michigan 49090

Office: 269-214-0697
info@BottomLineScreening.com

Hours of Operation: Monday - Friday 9am - 5pm

  • Privacy Policy
© Copyright 2016. BSA 512. All Rights Reserved.

© Copyright 2023. Bottom Line Screening. All Rights Reserved.

Developed & hosted by Sensible Websites