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.

The post Raisner Roupinian LLP Donates to Non-Profits Advancing Key Rights appeared first on New York WARN Act Attorney.

UPDATE 03/20/2026

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.

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 Act laws.

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.

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

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 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.

Raisner Roupinian LLP filed a class action against First Brands Group, LLC et al. 

(Traducción al español abajo)

MOTION FOR CLASS CERTIFICATION

On March 20, 2026, we filed a motion for class certification requesting the Court certify this case as a class action covering all affected employees terminated beginning on February 3, 2026, and within thirty days of that date, who did not receive 60 days’ written notice of termination from Defendants, appointing Raisner Roupinian LLP as Class Counsel, and the plaintiffs as Class Representatives.  Should the Court grant our request, we will mail notice of the class action to all affected employees.

PREVIOUS UPDATES

Raisner Roupinian LLP filed a Class Action Adversary Proceeding Complaint on February 13, 2026, against First Brands Group, LLC and Brake Parts Inc LLC (the “Defendants”). We seek to recover 60 days’ wages and benefits for terminated employees under the federal Worker Adjustment and Retraining Notification (“WARN”) Act.

Significantly, we contend that the Defendants terminated employees in California, Illinois, Michigan, Ohio, and Texas beginning on or about February 3, 2026 and within thirty days of that date, without providing 60 days’ advance written notice of their terminations, as required by the federal WARN Act.

The case is pending in United States Bankruptcy Court for the Southern District of Texas (Houston Division). The court where Defendants’ bankruptcy is pending.

On February 26, 2026, we amended our complaint filed on February 13, 2026.  The amended complaint includes employees terminated this week, in addition to those terminated on or about February 3, 2026.

The amended complaint now names 17 affiliated entities as defendants. Notably, those defendants are: FIRST BRANDS GROUP, LLC; BRAKE PARTS INC., LLC; CARDONE INDUSTRIES, INC; CARTER FUELS SYSTEMS, LLC; CARTER FUEL EXPORT, INC; CARTER CARBURETOR HOLDINGS, LLC; CHAMPION LABORATORIES, INC; FRAMAUTO HOLDINGS, LLC; FRAM GROUP OPERATIONS LLC; FRAM GROUP IP LLC; HOPKINS MANUFACTURING CORPORATION; JASPER ACQUISITION CORP; JASPER RUBBER PRODUCTS INC; TRICO TECHNOLOGIES CORPORATION; TRICO PRODUCTS CORPORATION; TRICO HOLDING CORPORATION; TOLEDO MOLDING & DIE, LLC; WALBRO MIDCO LLC; and WALBRO LLC.

WARN ACT

Raisner Roupinian LLP will provide you with information regarding your rights in this class action. For example, 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.

If an employer fails to give the required notice, then they 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.

ACTUALIZACIÓN 03/23/2026

Raisner Roupinian LLP presentó una demanda colectiva contra First Brands Group, LLC y otros.

SOLICITUD DE CERTIFICACIÓN DE DEMANDA COLECTIVA

El 20 de marzo de 2026, presentamos una moción de certificación de clase solicitando al Tribunal que certifique este caso como una demanda colectiva que abarque a todos los empleados afectados que fueron despedidos a partir del 3 de febrero de 2026, y dentro de los treinta días posteriores a esa fecha, y que no recibieron el aviso por escrito de 60 días de su despido por parte de los Demandados; asimismo, solicitamos que se designe a Raisner Roupinian LLP como abogados de la clase y a los demandantes como representantes de la clase. En caso de que el Tribunal conceda nuestra solicitud, enviaremos una notificación de la demanda colectiva a todos los empleados afectados.

ACTUALIZACIÓNES PREVIA

Raisner Roupinian LLP presentó una Demanda Colectiva en un Procedimiento Adversario contra First Brands Group, LLC y Brake Parts Inc LLC (los “Demandados”). Buscamos recuperar 60 días de salarios y beneficios para los empleados despedidos conforme a la Ley federal “WARN Act”.

Sostenemos que los Demandados despidieron empleados en California, Illinois, Michigan, Ohio y Texas en febrero de 2026 o posteriormente.  Ellos no proporcionaron el aviso escrito previo de 60 días sobre sus despidos, como exige la ley WARN.

El caso está pendiente ante el Tribunal de Quiebras de los Estados Unidos para el Distrito Sur de Texas.  Alla está pendiente la quiebra de los Demandados.

El 26 de febrero de 2026, enmendamos nuestra demanda presentada el 13 de febrero de 2026. La demanda enmendada incluye a empleados despedidos esta semana, además de aquellos despedidos el o alrededor del 3 de febrero de 2026.

La demanda enmendada ahora nombra a 17 entidades afiliadas como demandadas. En particular, esas demandadas son: FIRST BRANDS GROUP, LLC; BRAKE PARTS INC., LLC; CARDONE INDUSTRIES, INC; CARTER FUELS SYSTEMS, LLC; CARTER FUEL EXPORT, INC; CARTER CARBURETOR HOLDINGS, LLC; CHAMPION LABORATORIES, INC; FRAMAUTO HOLDINGS, LLC; FRAM GROUP OPERATIONS LLC; FRAM GROUP IP LLC; HOPKINS MANUFACTURING CORPORATION; JASPER ACQUISITION CORP; JASPER RUBBER PRODUCTS INC; TRICO TECHNOLOGIES CORPORATION; TRICO PRODUCTS CORPORATION; TRICO HOLDING CORPORATION; TOLEDO MOLDING & DIE, LLC; WALBRO MIDCO LLC; and WALBRO LLC.

LEY WARN

Raisner Roupinian LLP le proporcionará información sobre sus derechos en esta demanda colectiva contra First Brands.  WARN exige que las empresas con al menos 100 empleados les proporcionen un aviso escrito con 60 días de anticipación antes de un despido masivo o el cierre de una planta. Además, ciertos estados también tienen leyes WARN estatales.

Si un empleador no proporciona el aviso, puede ser responsable de pagar hasta 60 días de salarios y beneficios a cada empleado.

CONTÁCTENOS

Por favor, comuníquese con Raisner Roupinian LLP si tiene alguna pregunta sobre este asunto.

O bien, para actualizar su dirección, correo electrónico y/o número de teléfono.

The post First Brands Group, LLC et al. appeared first on New York WARN Act Attorney.

The new legislation is explained in a January 24, 2023, article in Law360.  A summary of the article is included below:

How NJ Employers Should Plan for State WARN Act Overhaul

By Kathryn Brown, Michael Futterman and Patrice LeTourneau (January 24, 2023, 5:29 PM EST)

On Jan. 21, 2020, months before the COVID-19 pandemic emerged in the United States, New Jersey Gov. Phil Murphy signed into law… significant amendments to the Millville Dallas Airmotive Plant Job Loss Notification Act, or the New Jersey WARN Act, New Jersey’s state law counterpart to the federal WARN Act. Almost three years later, the state has determined an effective date of April 10, 2023. The amendments were originally set to take effect in July 2020. Changes were put on an extended pause due to the pandemic.

***

Garden State employers should be mindful of the significant changes coming to the state’s WARN Act and the dramatically different landscape they will face once the amendments take effect.

In lengthening the required notice period, expanding the scope of coverage and mandating severance pay even when adequate notice is given, the amendments make New Jersey’s mini-WARN law among the nation’s broadest and most expensive to implement. The amendments will widen the gap between the federal WARN Act and the New Jersey WARN Act, making compliance with both laws a more challenging proposition.

We summarize below the key changes to the New Jersey WARN Act:

Expanded Scope of Covered Employers

Currently, the New Jersey WARN Act applies to employers with 100 or more full-time employees. As amended, the 100-employee threshold for coverage applies whether the employees are employed full time or part-time.

Expanded Scope of “Mass Layoff” Triggering Notice

The current state WARN Act defines “mass layoff” only with respect to employment losses within any 30-day period affecting a threshold number of full-time employees who work at an “establishment.” As amended, a mass layoff triggering notice occurs if an employer terminates, within any 30-day period, 50 or more employees, regardless of their full- or part-time status and whether they work at or merely report to any establishment.

Aggregation of Worksites Across New Jersey

Further expanding the scope of a mass layoff, the amendments to the New Jersey WARN Act change the definition of an “establishment.”

The current state WARN Act defines an “establishment” as a single location or group of contiguous locations. The amended New Jersey WARN Act defines “establishment” to include multiple locations within the Garden State, regardless of how far apart they are. Therefore, when counting employment losses to determine if a mass layoff has occurred, New Jersey employers must consider what is happening at all worksites within the state.

Increased Notice Period

The amendments increase the notice period from 60 days — the length of time required under the federal WARN Act — to 90 days. With this change, New Jersey will join New York and Maine as the only other states that have imposed a 90-day notice period for covered events under a mini-WARN law.

Mandatory Severance Pay Even When Proper Notice Is Given

Currently, the New Jersey WARN Act requires employers to pay severance only to full-time employees affected by a notice-triggering event, and only in the event that 60 days’ notice is not given. In its amended form, the state WARN Act makes the right to severance pay automatic, even when affected employees receive the full 90 days’ notice to which they are entitled. Employees affected by a notice-triggering event under the amended New Jersey WARN Act are entitled to one week of severance pay for each completed year of service, regardless of their full- or part-time status. However, union-represented employees with a right to severance pay under a collective bargaining agreement are not entitled to receive additional severance pay under the state WARN Act, as amended.

In making the right to severance pay automatic, the Garden State will stand alone as the only state requiring severance pay in addition to adequate notice under a mini-WARN law. Like New Jersey’s current state WARN Act, Hawaii and Maine require severance pay under their mini-WARN laws only if a covered employer fails to give adequate notice. The federal WARN Act has no severance pay obligation.

Exceptions to the New Severance Pay Obligation

The amended New Jersey WARN Act changes the definition of “mass layoff” under the as-modified state WARN Act to exclude “national emergencies” and certain other events from triggering the severance obligations. These changes make clear that mass layoffs resulting from the COVID-19 pandemic, a national emergency, did not trigger the new severance obligations. These exceptions actually stem from…a second amendment to the New Jersey WARN Act, effective April 14, 2020.

Bar on Private Releases

Affected employees are entitled to severance pay without any requirement of a release under the amended New Jersey WARN Act. In fact, the amendments provide that a release of claims under the state WARN Act is enforceable only if the New Jersey Department of Labor and Workforce Development or a court approves the release.

Accordingly, Garden State employers accustomed to providing severance pay only in exchange for a release agreement will need to change their practice to comply with the changes.

No New Obligations in a Change of Control

Originally, the amendments were set to include an entirely new set of obligations that would apply in the event of a change of control.  This is defined as “any material change in ownership of an employer” or “any filing seeking bankruptcy protection.” The final version of the amendments drops the “change of control” requirements. Accordingly, the New Jersey WARN Act will continue to require notice only in the event of a mass layoff, termination of operations or transfer.

Potential for Individual Liability of Decision Makers

The amendments to the New Jersey WARN Act broaden the definition of a covered “employer” to include individuals acting “in the interest of an employer” and persons making the decisions that give rise to a mass layoff-triggering notice. In effect, the amended state WARN Act makes owners, executives and business leaders involved in the decision-making process of a reduction in force vulnerable to liability in their individual capacities for violations of the New Jersey WARN Act.

What This Means for Employers

The changes to the New Jersey WARN Act underscore the need for Garden State employers to plan far in advance when implementing any business changes that trigger notice under the act, as amended. For example, the combined effect of the expanded definitions of “mass layoff” and “establishment” will make many more reductions in force of New Jersey employees subject to the strict requirements of the state WARN Act.

Further, employers should account for the new expense of mandatory severance pay when planning the budgetary and operational effects of a business change resulting in employment losses. Noncompliance with the New Jersey WARN Act may be costly to employers, not only because of the new severance pay requirements, but also because it gives employees a right to pursue claims in court, including potential class action claims and the possible negative publicity that accompanies litigation.

Complicating matters is the need for Garden State employers to ensure compliance with both the New Jersey WARN Act and the federal WARN Act in the event that a business change triggers notice under both laws. There are many distinctions between the federal and state statutory schemes: the amount of notice required, the events triggering notice, the exceptions to the notice requirement, and the penalties for violations. New Jersey employers should review their severance pay policies and practices, as well as any employment agreements, collective bargaining agreements and Employee Retirement Income Security Act plans addressing severance, before the amendments take effect to ensure compliance with the state WARN Act.

New Jersey employers contemplating a reduction in force, plant shutdown or transfer, M&A transaction or bankruptcy filing will need to navigate their obligations under the New Jersey WARN Act and manage the employee relations issues that come with any major business change.

Contact Raisner Roupinian LLP

Reach our staff via our contact us form for questions about the New Jersey “Mini WARN Act.”   Additionally, contact us for more information about employees’ rights.

The post Raisner Roupinian LLP Partner Jack Raisner Helped Draft New Jersey’s Landmark WARN and Severance Law Revisions. appeared first on New York WARN Act Attorney.

Raisner Roupinian LLP Jevic decision in the U.S. Supreme Court becomes the guardrail against future attempts to manipulate the bankruptcy code to the detriment of creditors, in this article from the Loan Syndications and Trading Association (LSTA).

Read the full LSTA article.

Contact RAISNER ROUPINIAN LLP:

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

The post Landmark Raisner Roupinian LLP Supreme Court Decision Cited in Purdue Pharma District Court Decision appeared first on New York WARN Act Attorney.

UPDATE 02/05/2026

Raisner Roupinian LLP filed a class action complaint on February 5, 2026, against Intrepid Studios, Inc. (Defendant) seeking to recover 60 days’ wages and benefits for former employees under the Worker Adjustment and Retraining Notification Act and the California Labor Code (the WARN Acts), in addition to unpaid wages and vacation pay under applicable state wage laws.

We contend Defendant ordered mass layoffs at Defendant’s facility located at 3721 Valley Centre Drive, Suite 200, San Diego, California on or about February 3, 2026, without providing employees 60 days’ advance written notice as required by the federal and California WARN Acts. The case is pending in the United States District Court for the Southern District of California.

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 Intrepid Studios Inc. class action. For example, 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.

If an employer fails to give the required notice, then they 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 INTREPID STUDIOS, INC. appeared first on New York WARN Act Attorney.

Below is an excerpt from the article:

“Women belong in all places where decisions are being made. It should not be that women are the exception.”

These poignant words from the late Ruth Bader Ginsburg, American lawyer and jurist, align with the work being done by many Spartan alumni who want to expand opportunities for students at Michigan State. Take René Roupinian, for example, who has a vision for expanding student success in the legal field.

Link to article:

The full MSU Today article featuring Raisner Roupinian LLP partner Rene’ Roupinian may be found here, or by copying this link and pasting it in your browser: https://msutoday.msu.edu/news/2025/09/expanding-student-success-in-the-legal-field

Contact RAISNER ROUPINIAN LLP:

Please contact us with questions about the WARN Act.   Accordingly, contact us for more information about employees’ rights.

The post Raisner Roupinian LLP founding partner Rene’ Roupinian featured in Michigan State University’s MSU Today magazine. appeared first on New York WARN Act Attorney.

Raisner Roupinian LLP filed a class action complaint against I Squared Logistics LLC

Raisner Roupinian LLP filed a class action complaint on December 19, 2025, against I Squared Logistics LLC (the “Defendant”), seeking to recover 60 days’ wages and benefits for terminated employees under the federal Worker Adjustment and Retraining Notification (“WARN”) Act.

Significantly, we contend that the Defendant terminated employees on December 13, 2025, and within 90 days of that date without providing 60 days’ written notice as required by the federal WARN Act.

Currently, the case is pending in the United States District Court for The Eastern District of North Carolina (Western Division).

WARN ACT

Raisner Roupinian LLP will provide you with information regarding your rights in this case. For example, 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.

If an employer fails to give the required notice, then they 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 I Squared Logistics LLC appeared first on New York WARN Act Attorney.

Posted: May 28, 2025

Washington Governor Bob Ferguson signed the Securing Timely Notification and Benefits for Laid-Off Employees Act into law on May 13, 2025. The Washington State Legislature passed the law on April 27, 2025, and took it effect on July 27, 2025.

A considerable number of states now have “Mini WARN Acts.” They buttress and at times exceed the protections offered to employees by the federal Worker Adjustment and Retraining Notification (WARN) Act. Notably, California, New York, and New Jersey.

In the State of Washington, employers with fifty or more full-time employees (the Federal WARN Act applies to employers with 100+ full-time employees) must furnish at least 60-days’ notice to their employees and the state before ordering a mass reduction in force or business closure. Failure to provide the required notice to employees may make a business liable for damages and civil penalties.

Employees on family or medical leave, per Washington’s Paid Family and Medical Leave Law, may not be included in a mass reduction unless the notification is excused.

Exceptions to the WA WARN notice requirement exist.  For example, if an employer is actively seeking capital or business and a WARN notice would reasonably preclude the company’s ability to obtain funding or business. Or, if the shutdown or mass layoff is the direct result of a natural disaster, among other examples.

Please contact a member of our staff via our contact us form for questions about the Washington State “Mini WARN Act.” Additionally, use our contact us for more information about employees’ rights.

The post Washington State Governor Signs WARN Act Legislation appeared first on New York WARN Act Attorney.