Telecare Corporation California Layoffs 2026: What Employees Should Know

What the filing says

These are the details as Telecare Corporationreported 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.

Telecare 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 Jun 30, 2026, 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.

What your notice was required to include

Timing is only half of what Labor Code section 1401 asks for. The notice itself has to contain specific things, and California added most of this list for notices issued on or after January 1, 2026. Every notice on this page falls after that date. If you kept your copy, read it against the full six-item checklist in our WARN Act guide — everything federal law requires, whether transition help is being coordinated, working contact details for your workforce board and for the employer itself, and CalFresh information.

Source: Labor Code section 1401, as amended by SB 617, effective January 1, 2026. A notice missing something from that list is not automatically a violation with a remedy attached — whether a gap matters depends on the employer, the action, and what else happened.

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 Telecare. 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 76 affected positions are in Camarillo.
• They cover 4 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 43 days, against a statewide median of 61 days across every notice on file.
• The 76 workers leaving Telecare Corporation re-enter a job market where Ventura County unemployment stood at 4.4% in June 2026, below the 5.2% statewide rate (Bureau of Labor Statistics, not seasonally adjusted).
• All 4 notices are dated within a single month, May 2026, 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 Telecare.

Free job-search help near Camarillo

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 these filings.

• America`s Job Center of California Oxnard (opens in a new tab)

  2901 N. Ventura Road, Oxnard, CA 93036-1150 · 805-648-WORK (9675)

  Comprehensive center (full services on site) · about 9.2 miles from the Camarillo 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 Ventura County around the same time

17 employers have WARN notices on file in Ventura County, covering 1,732 workers. These filed within about a quarter of this one.

• Guayabito Farms, LLC98 workers
• Reyes Coca-Cola Bottling, L.L.C.85 workers
• Optum Care, Inc.83 workers
• Premier Berry Farms, LLC74 workers
• Comedy Club Oxnard, LLC69 workers
• Victoria Nursery62 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 Telecare

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. 10 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.

• Court-approved settlement · 2023

  $2,345,000

  Employees who worked for Telecare Corporation in California alleged Labor Code violations. The court granted final approval of a class and PAGA settlement. The settlement provides for distribution of a fund to class members, with no claims process needed. Eight individuals opted out, and no class members objected.

  Covered Class Members. The settlement resolved class claims as well as PAGA penalties.

  Employees covered

  7,959

  Attorneys' fees

  $703,000

  To the state (LWDA)

  $60,000

  Superior Court of California, County of Alameda · RG20064206 · Telecare denied liability; a settlement is not an admission.

• Proposed settlement · 2026

  $2,025,000

  Former non-exempt employees of Telecare Corporation alleged they were not paid minimum wage, overtime, and paid sick leave wages, were not provided compliant meal and rest periods, and were not given accurate wage statements. The parties reached a proposed settlement for $2,025,000.00 to resolve class and PAGA claims. The settlement is subject to court approval, and the employer denies any wrongdoing.

  Covered all current and former non-exempt employees of Defendant in the State of California during the Class Period. The settlement resolved class claims as well as PAGA penalties.

  Attorneys' fees

  $708,750

  To the state (LWDA)

  $75,000

  Superior Court of California, County of Stanislaus · CV-24-006292 · Telecare denied liability; a settlement is not an admission.

• Proposed settlement · 2025

  $2,025,000

  Current and former non-exempt employees of Telecare Corporation in California allegedly experienced wage and hour violations, including underpaid sick leave, missed meal and rest breaks, unpaid time for security checks, and inaccurate wage statements. The parties reached a proposed settlement of $2,025,000 to resolve these allegations, which requires preliminary court approval. The plaintiffs seek court certification of the settlement class and approval to send notice to class members.

  Covered All current and former non-exempt employees of Defendant in the State of California during the Class Period of March 16, 2023 through September 1, 2025. The settlement resolved class claims as well as PAGA penalties.

  Attorneys' fees

  $708,750

  To the state (LWDA)

  $75,000

  Superior Court of the State of California for the County of Stanislaus · CV-24-006292 · Telecare denied liability; a settlement is not an admission.

2 further settlements are on the record for this employer.

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.