About 140 Get Set Go Logistics employees at the company’s Woodmere and Woodside, New York facilities were terminated on October 22, 2026 without the advance notice the federal and New York WARN Acts require, a class action filed that day alleges, and a separate suit filed the same day accuses Angler Electric of shorting electricians’ overtime and prevailing wages on New York City public housing jobs. Both cases are unproven allegations, no class has been certified, and there is nothing to claim yet.
Allegations Only · No Settlement Yet
This article describes two class action complaints. The statements below are unproven allegations. Neither Get Set Go Logistics LLC nor Angler Electric LLC has been found liable, there is no certified class or collective in either case, and there is nothing to claim at this time. This page is informational. It is not legal advice.
What Is This About?
Two proposed class actions on behalf of New York workers were filed on October 22, 2026 in the U.S. District Court for the Eastern District of New York.The first, Williams v. Get Set Go Logistics LLC, No. 2:26-cv-06810, is a layoff case. It alleges Get Set Go Logistics shut down its operations at facilities in Woodmere and Woodside on October 22, 2026 and terminated about 140 employees the same day, without the written notice required by the federal Worker Adjustment and Retraining Notification Act and its New York counterpart.
The second, Mycoo v. Angler Electric LLC, No. 1:26-cv-06783, is an overtime case. A former Angler Electric electrician alleges the company’s pay practices left him and co-workers unpaid for roughly 6 to 10 hours of overtime a week on New York City Housing Authority (NYCHA) renovation projects, and that it paid some electrical work at a lower maintenance rate.
Neither company had appeared or responded on the docket as of October 23, 2026.
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Get Set Go Logistics Layoffs: The WARN Act Lawsuit
According to the complaint, Get Set Go Logistics ran operations from two New York facilities, one in Woodmere and one in Woodside. About 80 of the affected employees worked at, reported to or were assigned work from the Woodmere facility, and about 60 from the Woodside facility. The named plaintiff was a delivery driver based at Woodmere who had worked for the company since about July 2024.The complaint alleges the company “completely shut down its operations at each of the Facilities” on October 22, 2026 and ordered the terminations effective that day. It says none of the workers received written notice that met either statute’s advance-notice requirement, and that the company has not paid wages or benefits for the 60 days that followed. Among the common questions it lists is whether Get Set Go Logistics can rely on the WARN Act’s “unforeseeable business circumstances” or “faltering company” exceptions. The complaint does not say why the facilities closed.
Who the Proposed Get Set Go Logistics Class Covers
The proposed federal class is everyone who worked at, reported to or was assigned work from either facility and was terminated as part of a mass layoff or plant closing ordered by Get Set Go Logistics on or about October 22, 2026 and afterward. The New York class covers employees terminated without cause as part of the closings effective October 22, 2026 or within 30 days of that date, or as a reasonably foreseeable consequence of them. The complaint puts the class at about 140 people.What the WARN Act Lawsuit Seeks
The complaint asks for each class member’s wages, salary, commissions, bonuses, accrued holiday and vacation pay, and 401(k), pension and other benefit-plan contributions for 60 days after termination, along with interest, class certification, a service award for the named plaintiff and attorneys’ fees under both statutes. It was filed by Lankenau & Miller, LLP and The Gardner Firm, P.C., the latter as cooperating counsel for the NLG Maurice and Jane Sugar Law Center for Economic and Social Justice.How the Federal and New York WARN Act Notice Rules Work
The federal WARN Act requires a covered employer to give at least 60 days’ written notice before a plant closing or mass layoff. As the complaint describes the thresholds, it applies to employers with 100 or more full-time employees, and a plant closing is a shutdown of a single site that causes job losses for at least 50 employees during a 30-day period. An employer that skips the notice owes each affected worker back pay and benefits for each day of the violation, up to 60 days. The law has exceptions, including for a “faltering company” and for “unforeseeable business circumstances,” which can shorten the notice period.New York’s version, the New York State WARN Act, reaches smaller employers and requires more notice. The complaint describes it as covering employers with 50 or more employees in the state, treating a closing that costs at least 25 employees their jobs at a site within 30 days as a plant closing, and requiring 90 days’ written notice. Its back-pay remedy is also capped at 60 days. Both statutes let affected employees sue on behalf of others in the same position.
Angler Electric Overtime Lawsuit: What the Complaint Alleges
Angler Electric LLC is an electrical services company that, according to the complaint, does wiring, panel upgrades and generator work, mostly on public works contracts with New York City and other government agencies. The suit also names an individual it describes as the company’s owner.The named plaintiff says he was hired in February 2021 as an electrician and worked until about December 24, 2025, rewiring kitchens and bathrooms, upgrading panels and installing smoke detectors in NYCHA buildings. The complaint says Angler Electric crews worked NYCHA projects in Crown Heights in Brooklyn, West Brighton on Staten Island, and Washington Heights and Harlem in Manhattan. Its main allegations:
- Automatic meal deductions: crews were scheduled from 7 a.m. to 4 p.m. five days a week, at least 45 hours, but one hour a day was deducted for a meal break, so pay covered 40 hours. The complaint says the plaintiff could take no break at all three days a week and no more than about 15 minutes on the others.
- Off-the-clock work: on the Brooklyn project, workers allegedly had to load a van at a storage site about 30 minutes before clocking in, then clock out at 4 p.m. and spend 20 to 25 more minutes reloading and returning materials, for 50 to 55 unpaid minutes a day. On Staten Island the complaint describes 15 to 30 unpaid minutes after each shift and unpaid early hours accepting deliveries. (See when off-the-clock work must be paid.)
- Overtime below time-and-a-half: the complaint puts the unpaid time at about 6.25 to 9.75 hours a week, all of it above 40 hours. On the occasions overtime was paid, it alleges the rate was about $64.85 an hour, later about $74.14, while the electrician rate was about $122 to $125 an hour.
- Prevailing wages: New York Labor Law § 220 requires prevailing wages and supplements on public works. The complaint alleges Angler Electric split the plaintiff’s hours between the electrician rate and a “maintenance” rate of about $50.60, even though his work was electrical installation, and treated co-workers the same way.
- Wage notices and statements: it alleges workers did not receive the pay-rate notices and accurate wage statements New York law requires.
Who the Proposed Angler Electric Collective and Class Cover
The complaint proposes two groups. The FLSA collective is current and former non-exempt Angler Electric employees from three years before the filing through final judgment who choose to opt in. The New York class is all current and former non-exempt employees at Angler Electric from six years before the filing through final judgment, which the complaint says is more than 40 people. It seeks unpaid overtime and wages, unpaid prevailing wages and supplements, liquidated damages, statutory damages for the wage-notice and wage-statement claims, interest, attorneys’ fees, and an order stopping the practices.FLSA Collective (Opt-In) vs. Rule 23 Class Action (Opt-Out)
The Angler Electric case is a hybrid, a structure common in New York wage and hour class actions, and the two halves work differently.The federal claims run through the Fair Labor Standards Act’s collective action provision, 29 U.S.C. § 216(b). Under that provision, no employee is part of an FLSA collective unless he or she files a written consent with the court. Courts typically first decide whether to authorize notice to similar employees, and only those who return a consent form become party plaintiffs; anyone who does not is unaffected by the FLSA result.
The New York Labor Law claims are brought as a class action under Federal Rule of Civil Procedure 23, which works the other way. If a court grants class certification, everyone who fits the class definition is included automatically and bound by the outcome unless they exclude themselves by the deadline in a court-approved notice. The Get Set Go Logistics complaint pleads both WARN Act claims as a Rule 23 class action, with no opt-in step.
What Happens Next
Both cases are at the earliest stage. The docket in the Get Set Go Logistics case shows a summons issued on October 23, 2026; once served, a defendant generally has 21 days to answer or move to dismiss, or longer if it waives formal service or receives an extension. No answer, motion or attorney appearance for either company appeared as of October 23, 2026.In the Angler Electric case, the next contested step is usually a motion asking the court to authorize notice to potential FLSA collective members. In both cases, a Rule 23 class exists only if the court later certifies one. There is no settlement in either case, and no class member has anything to file.
Questions
Is there a Get Set Go Logistics WARN Act lawsuit?
A proposed class action, Williams v. Get Set Go Logistics LLC, No. 2:26-cv-06810, was filed October 22, 2026 in the U.S. District Court for the Eastern District of New York. It alleges the company terminated about 140 employees at its Woodmere and Woodside, New York facilities on October 22, 2026 without the 60 days’ written notice the federal WARN Act requires or the 90 days’ notice the New York WARN Act requires. The allegations are unproven and no class has been certified.
What could Get Set Go Logistics workers recover in the WARN Act lawsuit?
The complaint asks for each class member’s wages, salary, commissions, bonuses, accrued holiday and vacation pay, and 401(k), pension and other benefits for 60 days after termination, plus interest and attorneys’ fees. No amount has been awarded or agreed, and recovery depends on the outcome of the case.
What is the Angler Electric overtime lawsuit about?
Mycoo v. Angler Electric LLC, No. 1:26-cv-06783 (E.D.N.Y.), filed October 22, 2026, alleges the electrical contractor automatically deducted an hour a day for meal breaks workers could not take, required unpaid work loading and unloading materials before and after shifts, paid overtime below time-and-a-half when it paid overtime at all, and paid part of electricians’ hours at a lower maintenance rate on New York City public housing jobs that required prevailing wages. The claims are unproven.
Who is covered by the Angler Electric lawsuit?
The complaint proposes two groups. The FLSA collective is current and former non-exempt Angler Electric employees from three years before the filing who opt in by filing written consent. The New York Labor Law class is all current and former non-exempt employees at Angler Electric from six years before the filing. Neither group has been approved by the court.
Have Get Set Go Logistics and Angler Electric responded to the lawsuits?
As of October 23, 2026, neither docket showed an appearance, answer or motion from either company. Both cases were one day old, and a summons had been issued in the Get Set Go Logistics case.
Is there a settlement or claim form in either lawsuit?
No. Both cases are at the complaint stage. There is no settlement, no certified class or collective, no court-approved notice and nothing to claim in either case.
Sources
• CourtListener — docket and class action complaint, Williams v. Get Set Go Logistics LLC, No. 2:26-cv-06810 (E.D.N.Y. filed October 22, 2026) (accessed October 23, 2026)• CourtListener — docket and collective and class action complaint, Mycoo v. Angler Electric LLC, No. 1:26-cv-06783 (E.D.N.Y. filed October 22, 2026) (accessed October 23, 2026)
• U.S. Department of Labor — Worker Adjustment and Retraining Notification Act
• New York State Department of Labor — Worker Adjustment and Retraining Notification (WARN)
