California layoffs / Georg Fischer Signet LLC

Georg Fischer Signet LLC California Layoffs 2025: What Employees Should Know

Georg Fischer Signet LLC has a layoff notice on file with California's Employment Development Department (EDD) under the state's Worker Adjustment and Retraining Notification (WARN) Act, covering 100 jobs in Los Angeles County. That is what the state has published since July 2025. If you were one of them, here is what the filing says, how much notice the law asks for, and what to look at before you sign anything.

Updated Jul 29, 2026

What the filing says

These are the details as Georg Fischer Signet LLC reported them to the state. The EDD publishes every notice, and these figures come from the state's report as retrieved on Sep 10, 2026.

Location	County	Notice given	Jobs end	Workers	Type
Irwindale	Los Angeles County	Oct 13, 2025	Dec 22, 2025	100	Layoff Temporary

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.

What this filing shows

This filing shows 70 calendar days between the notice date and the date the jobs end. That is at or above the 60 days the statute describes.

In dates: counting 60 days back from the Dec 22, 2025 last day of work lands on Oct 23, 2025, and the notice is dated Oct 13, 2025.

This is a fact drawn from the public filing, not a conclusion that anyone broke the law. The date an employer records is not always the date workers were told, employers of different sizes are covered differently, and exceptions can apply. Whether it means anything in your case is exactly what a free consultation sorts out.

Georg Fischer Signet 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 22, 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.

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Were you part of the Georg Fischer Signet layoff?

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Questions people are asking

What is the Georg Fischer Signet severance package?

The WARN notice Georg Fischer Signet filed with the state does not list severance terms, and we do not publish any employer's package. A WARN notice reports how many jobs end, where, and when. Severance is a separate contract offered at the employer's discretion. California law does not require it, and an employer cannot use contractual severance to satisfy what the WARN Act requires, so being offered a package does not by itself answer whether notice pay is also owed. If you have an offer in hand, the terms in front of you are the ones that matter, and they are worth reading closely before the deadline on them runs.

Am I owed severance from Georg Fischer Signet LLC?

California law does not require severance on its own, and a severance offer is a separate thing from WARN pay. An employer cannot use contractual severance to satisfy its WARN obligation, so being offered a package does not answer whether notice pay is also owed.

Does taking the severance reduce what I could recover?

It depends on why the money is being paid. Severance the employer was already obligated to provide — under a contract, a policy, a benefit plan, or a union agreement — cannot be set against what the WARN Act requires. A payment that is genuinely voluntary and unconditional, one the employer had no legal obligation to make, can reduce that liability. Wages for work you actually performed during the notice period are not voluntary severance at all. Which category Georg Fischer Signet's offer falls into is a question about the document in front of you, not about the layoff, and it is one of the better reasons to have the paperwork read before the deadline on it runs.

The notice says temporary. Does that change anything?

Temporary is how the employer classified it on the form, not a guarantee of recall. A layoff described as temporary can become permanent, and a separation that lasts long enough can trigger obligations of its own, including final-pay rules. If you were told you would be brought back and were not, the timeline of what you were told is worth preserving.

What if I did not get 60 days of notice?

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. That is far narrower than federal law, which has three exceptions. This filing shows 70 days, at or above the 60 the statute describes. Notice can still fall short in practice if it did not reach you when the filing says, or if it lacked what the statute requires it to contain.

Can I still collect unemployment?

Yes. Under Labor Code section 1407, WARN-related payments are not treated as wages for unemployment purposes, so they cannot be used to deny or reduce your benefits in California. You do not have to wait for your last day — the filings here run through Dec 22, 2025 — and filing early is generally better than filing late.

Does taking a new job hurt my claim?

No. Wages you earn at a new job during the notice period do not reduce what Georg Fischer Signet may owe under WARN. That holds even if you start before Dec 22, 2025, the last day of work in this filing. You do not need to delay a job search to protect a claim.

How long do I have to act?

Generally three years. The federal WARN Act sets no limitations period of its own, so courts borrow the closest state deadline, which in California is the three-year period for a liability created by statute. The clock starts when you suffer an employment loss, not when the notice went out. Measured from the last day of work in this filing, Dec 22, 2025, three years runs to about Dec 22, 2028. If this was a layoff rather than an outright termination, the loss may not count until the layoff has lasted more than six months, which can start the clock later still. Treat all of it as an outer edge rather than a plan. Other claims arising from the same layoff run much shorter, and a severance offer usually carries its own deadline measured in days.

Where a layoff can raise a legal question

A layoff is lawful on its own, and nothing below is a statement about Georg Fischer Signet. 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.

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

What the numbers show

The 100 affected positions are in Irwindale.
At least one notice is marked temporary rather than permanent. A temporary designation is what the employer reported; it is not a promise of recall.
The shortest gap between notice and last day is 70 days, longer than the 61-day statewide median.
By headcount it sits in the top 40% of the 630 employer layoffs tracked here.
The notice arrived in October 2025, the busiest month in this dataset: California employers filed 217 WARN notices statewide.
The 100 workers leaving Georg Fischer Signet LLC re-enter a job market where Los Angeles County unemployment stood at 5.3% in June 2026, above the 5.2% statewide rate (Bureau of Labor Statistics, not seasonally adjusted).

These are counts and comparisons drawn from the published filings, not findings about Georg Fischer Signet.

Free job-search help near Irwindale

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.

Monrovia Adult School Career Center (opens in a new tab)
920 South Mountain Avenue, Monrovia, CA 91016 · 626-471-3052
Affiliate center (partial services)about 3.6 miles from the Irwindale 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 Los Angeles County around the same time

166 employers have WARN notices on file in Los Angeles County, covering 19,350 workers. These filed within about a quarter of this one.

Amazon7,123 workers
Meta Platforms, Inc.4,150 workers
Oracle America, Inc.1,250 workers
Adventist Health614 workers
Jet Propulsion Laboratory543 workers
Children's Hospital Los Angeles439 workers

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

Key points

Each point is explained and sourced above · Verified September 10, 2026

Workers affected · Los Angeles County · published since July 2025
100
CA EDD WARN report
Notices filed · California · published July 2025 to September 2026
1
CA EDD WARN report
Jobs end · As filed
Dec 22, 2025
CA EDD WARN report
Days between notice and last day · Arithmetic on two published dates
70 calendar days
CA EDD WARN report
Approximate outer claim deadline · 3 years from the last day of work — an outer edge, other claims run shorter
About Dec 22, 2028
Code Civ. Proc. § 338(a)
Los Angeles County unemployment rate · vs 5.2% statewide, not seasonally adjusted
5.3% (June 2026)
BLS Local Area Unemployment Statistics
Notice California law describes · California
60 days before a covered mass layoff
Lab. Code § 1401
Available exceptions · California
Physical calamity or act of war only
Lab. Code § 1401

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About this data

Where it comes from. Every figure on this page is reproduced from the WARN report the California Employment Development Department publishes at edd.ca.gov (opens in a new tab), retrieved Sep 10, 2026. Employers file these notices with the state, and the state publishes them as a public record.

We make no representation that it is accurate or complete. We reproduce the state's file as published and do not independently verify it. Notices are amended and withdrawn, employers correct their own filings, layoffs are called off, and the published report can lag or contain errors. Nothing here is a substitute for the EDD's own record, and if the two disagree, the EDD's is the one that counts.

How employers are grouped. The EDD's report lists one row per notice and often names the same employer several ways — with a store or site number, a warehouse code, a per-location name, or a spelling variation. This tracker groups those filings under one employer so a company's notices appear on a single page; every underlying filing still appears as its own row in that page's table. The grouping is ours, not the EDD's, and it never combines differently named companies, even ones related through ownership.

Nothing here says an employer did anything wrong. Filing a WARN notice is what the law asks an employer to do, so appearing in this data reflects compliance with the notice requirement rather than a violation of it. Where we show the number of days between a notice and the last day of work, that is arithmetic on two published dates and not a legal conclusion. The date recorded in a filing is not necessarily the date employees were told, employers of different sizes carry different obligations, and statutory exceptions can apply. Whether any particular layoff complied with the law is a fact-specific question that this page does not answer.

This page is general information about California law, not legal advice, and reading it does not create an attorney-client relationship. It is not affiliated with, endorsed by, or sponsored by Georg Fischer Signet LLC, and any company names are used only to identify publicly filed notices.

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