Yes. Laid-off Get Set Go Logistics workers can enforce WARN rights by filing or joining a federal lawsuit, but there is no open claim form or payout now. The WARN Act is a federal law that requires large employers to give written advance notice before a plant closing or mass layoff.
A federal filing tracker from Passive Action lists Get Set Go Logistics LLC in the Eastern District of New York as filed Oct. 22, 2026. Bizapedia, reporting New York Department of State records, identifies the company as domestic LLC DOS ID 5617509, formed Sept. 9, 2019, with active status and agent John Cooney.
Official resources:
- Read the official notice from Ny — Use this primary source to verify the official announcement.
- Read the official notice from Legalreader — Use this primary source to verify the official announcement.
Table of Contents
- What case is this about?
- Who does WARN cover?
- What can affected workers recover?
- What should workers do now?
What case is this about?
The filing tracker entry is sourced from public PACER records through CourtListener and checked Oct. 24. Passive Action updated its listing on Oct. 25, 2026.
The entry identifies the defendant as Get Set Go Logistics LLC and the court as the Eastern District of New York. The state registration matches a New York company formed in 2019. It remains active, according to Bizapedia reporting Department of State data. That registration alone does not prove layoff size, work site, or notice failure.
Who does WARN cover?
Federal WARN covers private employers with 100 or more employees, according to the U.S. Department of Labor in its federal WARN guidance. It excludes workers employed under six months in the prior year or averaging under 20 hours weekly. It requires 60 calendar days written notice for a closing or mass layoff affecting 50 or more workers at one site.
New York law reaches smaller employers and layoffs, according to Husch Blackwell LLP in its October layoff legal guide. It requires 90 days notice and covers employers with 50 or more full-time workers. It can reach layoffs as small as 25 workers where they are at least 33% of a site workforce. In practice, coverage turns on headcount, hours, site, and timing:.
- Federal: 100-employee employer, 60 days notice, 50 workers affected at one site
- New York: 50 full-time-employee employer, 90 days notice, sometimes 25 workers affected
What can affected workers recover?
An employer that violates federal WARN owes each affected worker back pay and benefits for each day notice was missing, up to 60 days. It can also face $500-per-day civil penalties paid to the locality, according to Conn Maciel Carey LLP via Legal Reader. Only a private federal-court lawsuit enforces those rights.
Affected employees, their representatives, or local government may sue. The U.S. Labor Department issues guidance but has no power to investigate complaints or sue, according to the same firm.
What should workers do now?
A newly filed case generally offers no immediate claim form or payout because lawsuits can take years to settle, if at all. Passive Action advises laid-off workers to preserve layoff notices and consult counsel rather than wait for a settlement site.
New York offers separate work supports while workers evaluate a legal claim, according to the New York State Department of Labor in its layoff assistance resources. Those include the WARN portal, Rapid Response services, and the unemployment filing process.
- Save termination letters, WARN notices, pay stubs, schedules, and handbook pages
- Write down dates, work site, manager names, and who was laid off with you
- Ask an employment lawyer whether federal WARN, New York WARN, or both may apply
- File for unemployment promptly through the state process while weighing legal options