; or (2) the employer offers to transfer the employee to any other site of employment regardless of distance with no more than a 90-day break in employment, and the employee accepts within 30 days of the offer or of the site closing or mass layoff, whichever is later. 3. Notice required before site closings and mass layoffs (a) Notice to employees, state dislocated worker units, and local governments Except as provided in subsection (c), an employer shall not order a site closing or mass layoff until 90 calendar days after the date on which the employer has served written notice of such an order to— (1) (A) each representative of the affected employees as of the time of the notice; or (B) each affected employee; (2) the Secretary and the Governor of the State where the site closing or mass layoff is to occur; (3) the State or entity designated by the State to carry out rapid response activities under section 134(a)(2)(A) of the Workforce Innovation and Opportunity Act ( 29 U.S.C. 3174(a)(2)(A) ); and (4) the chief elected official of the unit of local government within which such closing or layoff is to occur. (b) Duties upon receipt of notice A State or designated entity that receives a notice under subsection (a)(3) shall— (1) make the information in the notice publicly available within the jurisdiction of the local government involved; (2) transmit a copy of the notice to each affected local area (as defined in section 3 of the Workforce Innovation and Opportunity Act ( 29 U.S.C. 3102 )), so that the information in the notice can be distributed through activities under section 134(c)(2)(A)(iv)(I)(aa) of that Act (29 U.S.C. 3174(c)(2)(A)(iv)(I)(aa)); and (3) ensure that— (A) an appropriate labor-management committee described in section 3(51)(C) of the Workforce Innovation and Opportunity Act ( 29 U.S.C. 3102(51)(C) ) has been established or is established not later than 20 days after receipt of the notice