Sweda layoff notices at a glance
Sweda has filed 2 WARN notices with the California Employment Development Department between Mar 30, 2020 and May 27, 2022, naming 343 workers. All were layoffs rather than closures; 1 permanent, 1 temporary. The largest single notice named 213 workers in Los Angeles County on Mar 30, 2020. Its latest notice, 130 workers in Los Angeles County dated May 27, 2022, was 1.7% of the 7,859 workers named in all 119 Los Angeles County notices of fiscal year 2021-2022. 1 notice carries a notice date later than the effective date it announces, which usually means the letter reached the EDD after the separations had begun. 1 fall in the March to June 2020 window when the Governor's COVID order suspended the 60-day requirement.
Every notice, newest first
| Notice date | Effective | County | City | Workers | Type | Days notice |
|---|---|---|---|---|---|---|
| May 27, 2022 | Jul 31, 2022 | Los Angeles | City Of Industry | 130 | Layoff, permanent | 65 |
| Mar 30, 2020 | Mar 20, 2020 | Los Angeles | La Puente | 213 | Layoff, temporary | 10 days after effective date |
Sites named on the notices
- 17411 E. Valley Blvd. City of Industry CA (May 27, 2022, 130 workers)
Where the notices landed
- Los Angeles County2 notices, 343 workers
- La Puente1 notice, 213 workers
- City Of Industry1 notice, 130 workers
Local pages: Los Angeles County employment law guide.
How to read this record
Notice date is the date on the employer's letter. Effective is the first day of separations it announced. Days notice is the gap between them; California Labor Code 1401 calls for 60 days from a covered employer, and section 1402 makes a short notice worth a day of pay and benefits for every day it is short, up to 60.
One notice is dated after the effective date on the same filing. Notice given after the layoff has started is the clearest case the statute addresses: section 1402 counts every day between the separation and the notice as a day owed, up to 60.
One notice is marked temporary. A temporary layoff that runs past six months is treated as a termination under the federal Act, and the employer should issue a new notice before that point.
Full statute walk-through: the California 60-day rule, section by section.
If you work, or worked, at Sweda
Keep the notice, every email about the selection, and your final pay stub. A free review covers four things in one call: whether the notice period was honored and paid, whether final pay and vacation payout arrived on time, whether the selection pattern raises an age, pregnancy or leave, or retaliation question, and what a proposed severance release is actually worth before you sign it. Call (800) 371-3088 or send the notice.
Source: California EDD WARN reports, fiscal years 2019-2020 to 2021-2022. Record last checked against the EDD on Oct 30, 2026. Back to the layoff tracker.
About this data: Notices come from the California Employment Development Department WARN reports (fiscal years 2014-2015 to today) and are reloaded from the EDD every Tuesday and Thursday. Employer names appear as the employer wrote them on the notice, grouped where the names clearly refer to the same company. A notice is not a finding that any law was broken. This page is general information, not legal advice about your situation.