AFC Cable Systems, Inc. California Layoffs 2025: What Employees Should Know

What the filing says

These are the details as AFC Cable Systems, Inc.reported them to the state. The EDD publishes every notice, and these figures come from the state's report as retrieved on Aug 13, 2026.

How much notice the law requires

California's WARN Act requires 60 days of advance written notice before a covered mass layoff, and its only statutory exception is a physical calamity or an act of war — far narrower than federal law's three. Who is covered and how the thresholds are counted is in our California WARN Act guide.

AFC Cable Systems severance: what to check before you sign

A severance offer is not the notice pay the WARN Act describes. Severance you were already promised — in a contract, a handbook, or a union agreement — cannot be used to satisfy that obligation, though Labor Code section 1402 does let an employer reduce a back-pay award by voluntary payments it was never required to make. A release may also give up more than you expect. Justin reviews severance agreements before workers sign. What to check before you decide is in our full guide to the California WARN Act.

Two things worth doing this week either way. File for unemployment now — WARN money does not reduce it, and the filings here run through Dec 26, 2025, so you do not have to wait for your last day. And keep every document, including the notice itself and anything showing when it arrived.

Questions people are asking

Where a layoff can raise a legal question

A layoff is lawful on its own, and nothing below is a statement about AFC Cable Systems. These are the places California law can still come into play, depending on the facts of your own situation.

• The severance you were asked to signA release can give up claims you did not know you had, and the terms are sometimes negotiable.
• How you were selectedA reduction in force still cannot be used to cut someone for a protected reason such as age, disability, pregnancy, or a complaint they made.
• Your final paycheckCalifornia sets when final wages are due at termination, and unpaid time or accrued vacation can carry penalties on top of the wages.
• The length of the notice periodWhere a notice period turns out to fall short of what the law required, the question usually belongs to everyone in the same position rather than to one person.

General information about California law, not legal advice, and reading it does not create an attorney-client relationship.

What the numbers show

• The 54 affected positions are in Chino.
• The shortest gap between notice and last day here is 52 days, against a statewide median of 61 days across every notice on file.
• The 54 workers leaving AFC Cable Systems, Inc. re-enter a job market where San Bernardino County unemployment stood at 5.2% in June 2026, level with the statewide rate (Bureau of Labor Statistics, not seasonally adjusted).

These are counts and comparisons drawn from the published filings, not findings about AFC Cable Systems.

Free job-search help near Chino

America's Job Center of California is the state's no-cost network for laid-off workers: help filing and keeping unemployment benefits, federally funded retraining, and résumé and interview coaching. Your WARN notice may name one; this is the closest to the site in this filing.

• Pomona Valley Comprehensive AJCC (opens in a new tab)

  1460 E. Holt Avenue, Pomona, CA 91767 · 909-242-7999

  Comprehensive center (full services on site) · about 6.1 miles from the Chino site

Locations and hours change — confirm before visiting, or find another center with the EDD's center locator (opens in a new tab). Directory: U.S. Department of Labor, Jul 31, 2026; distances are straight-line from the address in the filing.

Other layoffs filed in San Bernardino County around the same time

35 employers have WARN notices on file in San Bernardino County, covering 4,671 workers. These filed within about a quarter of this one.

• Amazon6,975 workers
• Manna Beverages MBV-CA LLC638 workers
• National Distribution Centers, LLC202 workers
• J & J Snack Foods129 workers
• James Hardie Fontana Manufacturing94 workers
• Eclipse Advantage, LLC92 workers

Listed because they appear in the same county in the same public data. No connection between these employers is implied.

California wage claims filed against AFC Cable Systems

California employers face claims under the Private Attorneys General Act (PAGA), which lets an employee sue for civil penalties over Labor Code violations on behalf of the state. The state publishes every filing. 3 PAGA cases naming this employer are on that record, including the settlements below.

These are outcomes in other people’s cases, obtained by other lawyers, taken from the state’s public filing record. They are not results of this firm, and past results do not guarantee a similar outcome. What any individual recovers depends on their own hours, pay records, and dates.

• Proposed settlement · 2026

  $725,000

  The plaintiff, a former employee, alleged that AFC Cable Systems, Inc. failed to pay wages, overtime, and meal/rest period compensation, and committed other wage and hour violations. The settlement covers non-exempt hourly employees in California and includes both class action and PAGA claims. The defendant denies any wrongdoing, and the settlement is not an admission of liability.

  Covered all individuals who have worked for Defendant, either directly or through any subsidiary, staffing agency, or professional employer organization, in California as non-exempt employees from June 21, 2023, through the date that a preliminary approval order is entered in the Actions. The settlement resolved class claims as well as PAGA penalties.

  Attorneys' fees

  $253,750

  To the state (LWDA)

  $23,562

  Superior Court of California, County of San Bernardino · CIVSB2415483 · AFC Cable Systems denied liability; a settlement is not an admission.

• Proposed settlement · 2023

  $275,000

  Non-exempt hourly employees in California alleged wage and hour violations including failure to pay minimum wages and overtime, failure to provide meal and rest breaks, failure to indemnify business expenses, failure to timely pay final wages, failure to provide accurate wage statements, and unfair business practices. The proposed settlement resolves these claims without admission of liability, with a gross settlement of $275,000. The settlement includes payment of PAGA penalties, with 75% going to the LWDA and 25% to aggrieved employees.

  Covered Class: all persons employed by Defendant AFC Cable Systems, Inc. in California and classified as non-exempt who worked during the Class Period from August 20, 2017 to the date of preliminary approval. Aggrieved Employee: any person employed by Defendant AFC in California and classified as a non-exempt employee who worked for AFC during the PAGA Period.. The settlement resolved class claims as well as PAGA penalties.

  Attorneys' fees

  $91,666

  To the state (LWDA)

  $18,750

  Superior Court of the State of California, County of San Bernardino · AFC Cable Systems denied liability; a settlement is not an admission.

A PAGA case is not a class action, and there is nothing to opt out of. A PAGA settlement resolves civil penalties owed to the state — most of which the state keeps — and it does not necessarily resolve your own unpaid wages, missed break premiums, or final-paycheck penalties. If you worked here and were not paid correctly, that is a separate question worth asking about. How California wage claims work.