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California layoffs / Manna Beverages MBV-CA LLC

Manna Beverages MBV-CA LLC California Layoffs 2025: What Employees Should Know

Manna Beverages MBV-CA LLC has 6 layoff notices on file with California's Employment Development Department (EDD) under the state's Worker Adjustment and Retraining Notification (WARN) Act, covering 638 jobs in Orange County, San Bernardino County, Yolo County. That is what the state has published since July 2025, not an all-time total. 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.

What the filing says

These are the details as Manna Beverages MBV-CA LLC reported them to the state. The EDD publishes every notice, and this page reflects the data as of Jul 31, 2026.

LocationCountyNotice givenJobs endWorkersType
AnaheimOrange CountyOct 3, 2025Oct 7, 2025245Closure Permanent
West SacramentoYolo CountyOct 3, 2025Oct 7, 202525Closure Permanent
West SacramentoYolo CountyOct 3, 2025Oct 7, 2025237Closure Permanent
West SacramentoYolo CountyOct 3, 2025Oct 7, 202598Closure Permanent
West SacramentoYolo CountyOct 3, 2025Oct 7, 202518Closure Permanent
ChinoSan Bernardino CountyOct 3, 2025Oct 7, 202515Closure Permanent

How much notice the law requires

California's WARN Act requires 60 days of advance written notice before a covered mass layoff. What makes the California version unusual is how few ways out it gives an employer. The only statutory exception is a physical calamity or an act of war. Federal law has three exceptions, including one for unforeseeable business circumstances, and the California Legislature deliberately declined to copy them.

What this filing shows

The shortest gap in these filings is 4 calendar days between the notice date and the date the jobs end. That is less than the 60 days the statute describes.

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.

Manna Beverages MBV-CA severance: what to check before you sign

A severance offer is not the same thing as the notice pay the WARN Act describes, and an employer cannot use one to satisfy the other. A release may also give up more than you expect, and an arbitration agreement you signed at hire can affect where a dispute is heard. Read our full guide to the California WARN Act before you decide, and consider having the paperwork looked at.

Two things worth doing this week either way. File for unemployment now, because WARN money does not reduce it. And keep every document, including the notice itself and anything showing when it arrived.

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Questions people are asking

What is the Manna Beverages MBV-CA severance package?

The WARN notice Manna Beverages MBV-CA 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 Manna Beverages MBV-CA 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 an 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.

Does it matter that this was filed as a closure?

It can. California's WARN Act covers a closure, a mass layoff, and a relocation, and the thresholds are not identical. A closure means the site itself is shutting down rather than shedding part of its staff, which can change who is counted and whether the statute applies at all. It also tends to mean there is no role to be recalled to.

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. The shortest gap in these filings is 4 days, which is 56 short of 60. That is arithmetic on two published dates and not a finding that anyone broke the law: the recorded date is not always the date workers were told, and coverage depends on the employer's size and how many people were let go.

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 Oct 7, 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 a former employer may owe under WARN. 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 these filings, Oct 7, 2025, three years runs to about Oct 7, 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.

What has been reported

Press coverage of this layoff, summarized and attributed. This is reporting rather than the filing itself, and we did not independently verify it.

The filings cover Manna Beverages' Anaheim plant and four West Sacramento sites that had operated for nearly 90 years as Nor-Cal Beverage Company before Manna acquired the business in January 2024, CBS Sacramento reported. The company told employees that uncontrollable circumstances would force it to cease operations at all locations, and CBS reported the termination letter cited the company's underperformance, unpaid debts, and unsuccessful attempts to sell the business, stating that it was out of time and money.

Anaheim workers learned of the shutdown by text message, NBC Los Angeles reported: one employee was told not to report for his next shift and received a termination notice about two hours later, at 12:33 a.m. NBC Los Angeles reported the company did not respond to its request for comment.

The West Sacramento plant was expected to reopen under new ownership, CBS Sacramento reported in November 2025. Redwood Beverage Group LLC, formed by the investment groups Tricor Pacific Capital and 13th Floor Capital, took over the site; a principal at 13th Floor Capital said the new owners look forward to welcoming back as many of the former employees as possible as operations ramp up, and the new ownership said no owners, officers or directors of Manna would be involved with Redwood.

Details worth knowing

  • West Sacramento employees were represented by the Nor-Cal Beverage Employees' Union, whose president, Greg Ball, told CBS Sacramento that workers were totally shocked and stunned and that nobody was expecting any of this.
  • CBS Sacramento reported that employees were left uncertain about when their final paychecks would arrive.

Sources: CBS Sacramento (opens in a new tab)NBC Los Angeles (opens in a new tab)CBS Sacramento (opens in a new tab)

What the numbers show

  • The filings name 3 locations: Anaheim, West Sacramento and Chino.
  • They cover 6 separate addresses rather than a single site, so co-workers at different locations may have received different dates.
  • Every notice is filed as a closure rather than a partial reduction, meaning the sites themselves are shutting down.
  • The shortest gap between notice and last day here is 4 days, against a statewide median of 61 days across every notice on file.
  • Within Yolo County, this accounts for 40% of all workers covered by WARN notices on file, across 9 employers.
  • By headcount it is the 16th-largest of the 593 employer layoffs tracked here.
  • The latest notice arrived in October 2025, the busiest month in this dataset: California employers filed 217 WARN notices statewide.
  • The 638 workers leaving Manna Beverages MBV-CA LLC re-enter a job market where Yolo County unemployment stood at 5.6% in June 2026, above the 5.2% statewide rate (Bureau of Labor Statistics, not seasonally adjusted).
  • All 6 notices are dated within a single month, October 2025, which reads as one event reported site by site rather than a rolling reduction.

These are counts and comparisons drawn from the published filings, not findings about Manna Beverages MBV-CA.

Free job-search help near the affected sites

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; these are the closest to the sites in these filings.

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 Yolo County around the same time

9 employers have WARN notices on file in Yolo County, covering 950 workers. These filed within about a quarter of this one.

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 July 31, 2026

Key points from Manna Beverages MBV-CA LLC California layoffs 2025, verified as of July 31, 2026

  • Workers affected · Orange County, San Bernardino County, Yolo County · published since July 2025

    638

    CA EDD WARN report

  • Notices filed · California · published July 2025 to July 2026

    6

    CA EDD WARN report

  • Jobs end · As filed

    Oct 7, 2025

    CA EDD WARN report

  • Days between notice and last day · Arithmetic on two published dates

    4 calendar days

    CA EDD WARN report

  • Yolo County unemployment rate · vs 5.2% statewide, not seasonally adjusted

    5.6% (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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