Williamson Morgan & Associates LLC California Layoffs 2025: What Employees Should Know

What the filing says

These are the details as Williamson Morgan & Associates 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.

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.

Williamson Morgan & Associates 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 Sep 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.

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 Williamson Morgan & Associates. 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 22 affected positions are in Ontario.
• The shortest gap between notice and last day here is 63 days, close to the statewide median of 61 days across every notice on file.
• The 22 workers leaving Williamson Morgan & Associates LLC 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 Williamson Morgan & Associates.

Free job-search help near Ontario

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.

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

  9650 9th Street, Rancho Cucamonga, CA 91730 · 909-941-6500

  Comprehensive center (full services on site) · about 3.2 miles from the Ontario 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

37 employers have WARN notices on file in San Bernardino County, covering 4,711 workers. These filed within about a quarter of this one.

• Amazon7,123 workers
• Republic National Distributing Company1,756 workers
• Manna Beverages MBV-CA LLC638 workers
• Vons Companies Inc.244 workers
• Eclipse Advantage, LLC92 workers
• GXO Logistics Supply Chain, Inc.32 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 Williamson Morgan & Associates

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. One PAGA case naming this employer is 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 · 2025

  $1,500,000

  Current and former non-exempt hourly employees of Williamson Morgan & Associates in California alleged they were not paid minimum wage and overtime properly, were denied meal and rest breaks, and did not receive accurate wage statements. The employer agreed to pay $1,500,000 to settle these claims and PAGA penalties, without admitting any wrongdoing. The settlement covers a class period from October 23, 2019, to December 31, 2024, and a PAGA period from December 8, 2022, to December 31, 2024.

  Covered all current and former employees who worked for Defendant as non-exempt, hourly paid employees in the State of California at any time during the PAGA Period. The settlement resolved class claims as well as PAGA penalties.

  Attorneys' fees

  $500,000

  To the state (LWDA)

  $37,500

  Superior Court of the State of California, County of Los Angeles · 23STCV25858 · Williamson Morgan & Associates 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.