SETTLEMENT APPROVED
Raisner Roupinian LLP filed a class action suit on September 16, 2020, against NS8 Inc. (“NS8”). We sought to recover 60 days’ wages and benefits for former employees under the Worker Adjustment and Retraining Notification (“the “WARN Act”). We contended NS8 ordered mass layoffs at its facilities on or about September 11, 2020, without providing its employees with 60 days’ advance written notice. The case was adjudicated in the United States District Court for the District of Delaware.
The Court, on August 23, 2022, granted our motion to certify the WARN case as a class action. In addition, the court appointed the Plaintiffs as class representatives, as well as, designating class counsel.
CLASS DEFINITION
The class is defined as Plaintiffs and all persons (i) who worked at Defendant’s Las Vegas Facility and/or who worked in Defendant’s sales or engineering departments, (ii) who were terminated without cause beginning on or about September 11, 2020, and within 30 days of that date, or were terminated without cause as the reasonably foreseeable consequence of the mass layoff and/or plant closing ordered by Defendant on or about September 11, 2020, (iii) who are affected employees within the meaning of 29 U.S.C. 2101(a)(5), and (iv) who have not filed a timely request to opt-out of the class.
On September 23, 2022, the settlement administrator mailed notice of the class action to class members.
On March 26, 2025, the Delaware Bankruptcy Court granted preliminary approval of a $2.1 million settlement of the WARN class action. The settlement administrator mailed notice of the terms of the settlement to class members on April 2, 2025.
Subsequently, the court granted final approval of the settlement on May 12, 2025. On May 30, 2025, the settlement administrator mailed individual settlement checks to class members.
WARN ACT
Raisner Roupinian LLP will provide you with information regarding your rights in this WARN class action. The federal WARN Act requires companies with 100+ full-time employees to provide them with 60 days’ written notice in advance of a mass layoff or plant closing. Additionally, certain states also have WARN Acts.
Without the required notice, an employer may be liable for 60 days’ wages and benefits to each affected employee.
CONTACT US
Please contact Raisner Roupinian LLP with any questions regarding this matter. Or, to update your address, email address, and/or telephone number.