Final answer:
The claim that the WARN Act responded to employers giving less than 14 days of notice is false; it mandates a 60-day notice. This act is part of U.S. labor legislation history, including other acts that protect workers' rights.
Step-by-step explanation:
The statement that the Worker Adjustment and Retraining Notification Act of 1988 (WARN) was a response to employers shutting down or laying off large numbers of employees with less than 14 days notice is false. The WARN Act actually requires employers with more than 100 employees to provide written notice 60 days before plant closings or large layoffs.
This legislation was enacted to give workers and their families time to plan and adjust to the loss of employment, seek out retraining opportunities, or find other jobs. While reflecting labor policies of that time, the WARN Act was part of a historical continuum of labor laws aimed at balancing the power between employers and employees, including the Wagner Act and the Taft-Hartley Act, which addressed collective bargaining and labor disputes, respectively. These laws cumulatively shaped the labor relationships and negotiations seen in the 20th and 21st centuries.