New York WARN Act Attorney

80 Acres Urban Agriculture, Inc.

david goldstein — Fri, 07 Aug 2026 14:57:37 +0000

UPDATE 08/07/2026

CLASS ACTION FILED

Raisner Roupinian LLP filed a class action complaint on August 6, 2026, against 80 Acres Urban Agriculture, Inc. and 80 Acres Inc. (the “Defendants”). We seek to recover 60 days’ wages and benefits for former employees under the federal Worker Adjustment and Retraining Notification Act (“WARN”) Act.

We contend Defendants ordered mass layoffs and/or plant closings on August 3, 2026, and within 30 days of that date, without providing employees 60 days’ advance written notice as required by the federal WARN Act.

The case is pending in the United States District Court for the District of Delaware.

We will post additional information here as it becomes available.

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.

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The Wise Company, LLC

david goldstein — Sat, 01 Aug 2026 19:01:06 +0000

UPDATE 08/01/2026

CLASS ACTION AGAINST FILED

Raisner Roupinian LLP filed a class action complaint on August 1, 2026, against The Wise Company, LLC (Defendant). We seek to recover 60 days’ wages and benefits for former employees under the federal Worker Adjustment and Retraining Notification Act (“WARN”) Act.

We contend Defendant ordered mass layoffs and/or plant closings on July 30, 2026, at its Savannah, Tennessee facility without providing employees 60 days’ advance written notice as required by the federal WARN Act.

In addition, we seek to recover wages and penalties against Defendant under Tennessee state law and similar state laws for Defendant’s failure to pay employees their wages immediately upon discharge.

The case is pending in the United States District Court for the Western District of Tennessee Eastern Division.

We will post additional information here as it becomes available.

WARN ACT

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.

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Jack Raisner comments on Spirit Airlines bankruptcy and WARN Act in Bloomberg Law article

david goldstein — Wed, 01 Jul 2026 21:35:16 +0000

Jack Raisner comments on Spirit Airlines bankruptcy and WARN Act in Bloomberg Law article

Spirit Layoff Suit Puts Spotlight on Labor Rights in Bankruptcy

June 22, 2026

In this article, Bloomberg Law reporter Angelica Serrano-Román covers the “high-profile example of the legal hurdles terminated employees face…”

Serrano-Román writes that approximately 17,000 terminated employees are now asserting claims under the Worker Adjustment and Retraining Notification (WARN) Act. According to the article, “the WARN Act has emerged in more than a dozen bankruptcy suits since last spring…”

In this comprehensive article, Jack Raisner, a co-founder of Raisner Roupinian LLP, explains that “A company might refrain from issuing [WARN] notices to avoid mass departures amid concerns about closures” and, “That’s one of the most painful things…When the motivations of the timing of WARN are controlled by the company acting in its own best interest.”

Raisner also added that “In our economy, it takes an average of at least three to four months to find other employment. A person who gets a WARN notice isn’t leaving the next day.”

Emphasis above added by RRLLP. Please click here for the complete article from Bloomberg Law.

WARN ACT

Raisner Roupinian LLP will provide you with information regarding your rights in a potential WARN 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 Act laws.

Without the required notice, an employer may be liable for 60 days’ wages and benefits to each affected employee.

Contact RAISNER ROUPINIAN LLP:

Please contact us with questions about the federal and state WARN Acts and employees’ rights.

The post Jack Raisner comments on Spirit Airlines bankruptcy and WARN Act in Bloomberg Law article appeared first on New York WARN Act Attorney.

Remote Workers

david goldstein — Thu, 11 Jun 2026 21:49:38 +0000

Today’s workforce is increasingly remote, yet some employers have excluded remote workers from WARN calculations and protections. Consequently, whether remote employees are entitled to WARN notice and pay is often a significant and contested issue.

Your Rights as a Remote Worker

The attorneys at Raisner Roupinian LLP have long fought for WARN protections for remote employees. We have secured damages for remote employees who might otherwise have been denied them.

Whether you work from home, your car, or elsewhere outside your employer’s offices, we advocate for equal protection for you under the WARN Act

Below are links to representative industries involving remote workers:

Contact Us

Please contact us for more information or to schedule a free telephone consultation with an experienced lawyer.

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WeDriveU, Inc., a/k/a Diamond Transportation Services, Inc.

david goldstein — Tue, 19 May 2026 17:02:59 +0000

WARN CLASS ACTION COMPLAINT–COURT CHANGE

UPDATE 08/11/2026

On August 8, 2026, we sent a confidential attorney-client email to our retained clients. If you completed our retainer agreement and did not receive this email, please contact us.

PREVIOUS UPDATES

Raisner Roupinian LLP filed a class action complaint on May 18, 2026, against WeDriveU, Inc., a/k/a Diamond Transportation Services, Inc. (Defendant) seeking to recover 60 days’ wages and benefits for former employees under the federal Worker Adjustment and Retraining Notification Act (“WARN”) Act.

We contend Defendant ordered mass layoffs on or about May 12, 2026, and within 30 days of that date without providing employees 60 days’ advance written notice of their terminations as required by the federal WARN Act.

On 07/23/2026, Raisner Roupinian LLP filed to have the case transferred from the Northern District of California San Francisco Division and opened in the District of Maryland.

We will post additional information here as it becomes available.

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 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.

The post WeDriveU, Inc., a/k/a Diamond Transportation Services, Inc. appeared first on New York WARN Act Attorney.

The Tendit Group | Osceola Capital Management

david goldstein — Tue, 05 May 2026 18:39:19 +0000

THE TENDIT GROUP | OSCEOLA CAPITAL MANAGEMENT – WARN CLASS ACTION FILED

UPDATE 04/29/2026

Raisner Roupinian LLP filed a class action complaint on April 29, 2026, against The Tendit Group, LLC and Osceola Capital Management LLC (the “Defendants”) seeking to recover 60 days’ wages and benefits for terminated employees under the federal Worker Adjustment and Retraining Notification Act (“WARN Act”).

We contend the Defendants ordered a mass layoff or plant closing beginning on or about April 29, 2026, and within 30 days of that date, without providing 60 days’ advance written notice as required by the WARN Act.

The case is pending in the United States District Court for the District of Colorado. We will post additional information here as it becomes available.

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.

The post The Tendit Group | Osceola Capital Management appeared first on New York WARN Act Attorney.

California WARN Act

david goldstein — Wed, 22 Apr 2026 20:52:55 +0000

California enacted its own Worker Adjustment and Retraining Notification (WARN) Act in 2003. In many ways, its protections are stronger than the federal WARN Act upon which it was based.

Your Rights Under the California WARN Act

The California WARN Act (CA WARN) requires at least 60 days’ notice before certain mass layoffs and shutdowns at any facility with at least 75 employees.

In the case of a partial layoff (when only some employees are let go), CA WARN requires a WARN notice when 50 or more employees are laid off within a 30-day period at any facility.

Specific features of the CA WARN Act:

Notice before a reduction in force is required for any business with 75 or more employees: Part-time employees are included in the headcount because the California law does not distinguish between full-time and part-time employees.
Broadened Employer Definition: The definition of an “employer” includes individuals, partnerships, corporations, or any person or group acting on behalf of an employer in relation to an employee. So, parent companies, owners, and non-owner individuals like executives who make decisions about terminations, layoffs, or furloughs may be sued for not giving 60 days’ notice.
Broader definition of mass layoff: The threshold for what is considered a mass layoff is at least 50 employees within a 30-day period at any of the employer’s locations in the state.
Relocation: Employees may have legal protection if a substantial amount or all industrial / commercial operations are relocated more than 100 miles away from the current location.
2026 WARN Notice Requirements: WARN notices must include a functioning email and telephone number for the employer. In addition, the notice must include details on CalFresh (California’s food assistance program). Also, whether the employer plans to coordinate rapid response services with the Local Workforce Development Board (LWDB).
Limited Exceptions: The “faltering company” exception is narrower than the federal law. Employers must first obtain a statement from the California Department of Industrial Relations (DIR) before a shutdown–if they were actively seeking financing to avoid a closure – before ordering a shutdown.

Let Our California WARN Practice Benefit You:

Raisner Roupinian LLP serves employees across California from our offices in Westlake Village in Los Angeles County. In fact, we have decades of experience litigating the CA WARN Act.

Notably, Raisner Roupinian LLP recently obtained $20 million WARN settlement for former employees of Fresno-based BitWise Industries. (Prior results do not guarantee a similar outcome.)

Please click the links below to see examples of our many cases in California; across a wide range of industries:

**California employees, please contact us if you were recently laid off, furloughed, or terminated without sufficient notice. Learn more about your WARN rights under the California WARN Act.**

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Raisner Roupinian LLP Donates to Non-Profits Advancing Key Rights

david goldstein — Fri, 03 Apr 2026 16:47:25 +0000

Support for workers’ rights and legal groups

Posted: April 2, 2026

Raisner Roupinian LLP wrapped up 2025 with substantial donations to organizations that secure justice and fairness for employees in the workplace. Including, Make the Road New York, Georgia Legal Services Program, and Democracy Forward.

Make the Road New York, serves working-class and low-income people in four northeastern states and Nevada, by advocating and protecting their jobs and rights, supporting immigrant and civil rights; environmental and housing justice; and voting rights.

Georgia Legal Services Program is a non-profit law firm with ten regional offices throughout the state offering free civil legal services to low income Georgians who reside outside metro Atlanta (where most lawyers in the state are based) — in 154 of the state’s 159 counties.

Democracy Forward is a national legal organization providing free legal representation and expert counsel to people and communities. Besides, challenging the massive firings of federal workers, and leading the fight in the courts to halt the erosion of democracy in America.

In addition, Raisner Roupinian proudly seeks court permission to route unclaimed funds from its class action settlements to cy pres recipients. Including Towards Justice, a Colorado based organization focused on achieving economic justice in the workplace and similar groups that advocate for workers’ rights.

The contributions are part of the commitment by Raisner Roupinian LLP to donate to organizations that represent the best in non-profit service to workers and underserved communities. As

René Roupinian said, “These are trying times and there is an acute need to assist the grass roots organizations and programs that help people. Especially the people who too often do not have access to the tools and opportunities that many of us take for granted.”

Contact RAISNER ROUPINIAN LLP:

Please contact us for more information about employees’ rights.

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Cree Lighting USA, LLC

david goldstein — Fri, 20 Mar 2026 16:28:22 +0000

RAISNER ROUPINIAN LLP APPOINTED INTERIM CLASS COUNSEL

UPDATE 08/20/2026

On August 14, 2026, the Court granted our request to be appointed interim class counsel on behalf of the putative class of affected Cree employees who were furloughed on October 1, 2025, and never recalled, in addition to those employees terminated without cause on or about March 13, 2026.

We will post additional information here as it becomes available.

PREVIOUS UPDATE

Raisner Roupinian LLP filed a class action complaint on March 19, 2026, against Cree Lighting USA, LLC (Defendant) seeking to recover 60 days’ back pay and benefits for former employees under the federal Worker Adjustment and Retraining Notification Act and (the WARN Act).

We contend Defendant terminated employees who worked at or reported to Defendant’s facility located at 9201 Washington Avenue, Racine, Wisconsin, without providing employees with 60 days’ advance written notice as required by the federal WARN Act. The case is pending in the United States District Court for the Eastern District of Wisconsin.

WARN ACT

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.

The post Cree Lighting USA, LLC appeared first on New York WARN Act Attorney.

USA Today article on mass layoffs quotes Raisner Roupinian LLP partner Jack Raisner

david goldstein — Fri, 20 Mar 2026 14:35:51 +0000

Abundance of WARN notices signals trouble

March 19, 2026

According to the article written by Dian Zhang and Yoonserk Pyun, Hundreds of thousands of American workers are set to lose their jobs in the coming weeks.

Significantly, layoffs last year in the United States reached their highest level since the unprecedented pandemic year of 2020…

The article provides an analysis of WARN notices filed in 44 states.

Jack Raisner, co-founder of Raisner Roupinian LLP, opines in the article that, “The abrupt termination of a job is one of the most traumatic experiences a person can have.” Furthermore, “Employees are very, very thankful and appreciative when they get notice,” Raisner said, “If they didn’t, somebody brings a case to protect their rights.”

Emphasis above added by RRLLP. Please click here for the complete article from USA Today.

WARN ACT

Without the required notice, an employer may be liable for 60 days’ wages and benefits to each affected employee.

Contact RAISNER ROUPINIAN LLP:

Please contact us with questions about this WARN class action. Accordingly, contact us for more information about employees’ rights.

The post USA Today article on mass layoffs quotes Raisner Roupinian LLP partner Jack Raisner appeared first on New York WARN Act Attorney.