Ex-Jack Cooper worker sues company for breaking federal laws in class action suit

Jack Cooper Transport, a company with locations in various states such as Kansas and Missouri, is potentially facing a class action lawsuit involving numerous former employees. The company’s decision to lay off thousands of employees came after the loss of a hauling contract with Ford Motor Co. on January 2, followed by a contract termination with General Motors.

A terminated employee named John O’Hare filed a lawsuit in the Western District of Missouri last month, alleging that Jack Cooper violated the Worker Adjustment and Retraining Notification (WARN) Act. The lawsuit, seeking certification as a Class Action lawsuit, claims that O’Hare was informed of his termination on February 8, the day he lost his job. According to the WARN Act, each employee is supposed to receive a 60-day written notice before termination, which Jack Cooper failed to provide to the thousands of affected workers.

The lawsuit further argues that Jack Cooper neglected to inform state and local authorities of its plans, as mandated by the WARN Act. This failure to comply with the act led to the termination of at least one-third of the company’s workforce, resulting in significant consequences for the impacted employees.

Moreover, aside from the request for class action certification, the lawsuit seeks various remedies, including back pay for terminated employees, coverage of medical expenses, payment for litigation costs and attorney fees, as well as civil penalties and other appropriate compensations determined by the court.

Although Jack Cooper did issue a WARN Act notice on January 6 for over 400 employees at its Liberty location, the layoffs ensued less than a month later on February 2, without the requisite 60-day notice as stipulated by the act. Nonetheless, the WARN Act does provide exceptions for unforeseen circumstances, failing businesses, and other critical situations.

When approached for comment on the lawsuit, Jack Cooper was yet to respond. It remains to be seen how the legal proceedings will unfold and whether the company will address the allegations raised by the former employee through the lawsuit. The implications of this legal battle could have far-reaching effects on the company’s operations and its former employees, as well as on compliance with federal laws governing employee rights and notifications.