UPDATE 09/01/2025
MEYER BURGER WARN SETTLEMENT PRELIMINARILY APPROVED
On August 10, 2026, the Court certified the WARN case as a class action and granted preliminary approval of a settlement. The court also appointed the Plaintiff as the class representative and Raisner Roupinian LLP as Class Counsel.
The settlement administrator mailed notice of the settlement to class members on August 31, 2026.
The certified class is defined as all persons who worked at or reported to the Facility located at 1685 S. Litchfield Road, Goodyear, Arizona, who were terminated without cause on May 28, 2025, and within 90 days of that date, or as the reasonably foreseeable consequence of the mass layoff and/or plant closing ordered by Defendants on or about May 28, 2025.
The preliminary approval is subject to a final approval hearing scheduled for October 13, 2026. We will post more information here as it becomes available.
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PREVIOUS UPDATE
Raisner Roupinian LLP filed a class action complaint on June 2, 2025, against Meyer Burger (Americas) Ltd. (Defendant), seeking to recover 60 days’ wages and benefits for terminated employees under the federal Worker Adjustment and Retraining Notification (“WARN”) Act.
We contend Defendant suddenly terminated employees who worked at, reported to, or received assignments from its factory in Goodyear, Arizona, on or about May 28, 2025, without providing 60 days’ written notice as required by the WARN Act.
The case is pending in the United States District Court for the District of Arizona.
In response to Meyer Burger’s Chapter 11 bankruptcy filing, on June 25, 2025, Raisner Roupinian LLP transferred our class action complaint and expanded the list of defendants against whom the complaint is filed to include Meyer Burger (Americas) Ltd., Meyer Burger (Arizona) LLC, and Meyer Burger (Holding) Corp. (“Defendants” or “Meyer Burger” ), to the United States Bankruptcy Court for the District of Delaware where the bankruptcy is pending.
WARN ACT
Raisner Roupinian LLP will provide you with information regarding your rights in this case. The federal WARN Act requires companies with at least 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.