The Telltale lawsuit filed by former employee Kevin Bruner is not surprising given that the studio has been inundated with legal challenges this year. The first major suit, filed in June, was filed by Bruner, who claims that the publisher breached its contract and failed to pay him his salary. The second case will be decided by a judge, and the company could do without any additional headaches. In this article, we’ll take a closer look at the two different cases.
The lawsuit claims that Bruner did not provide his employees with severance.
The company cut off a majority of their staff without providing any notice. The lawsuit alleges that the company was underpaying workers and failed to provide them with informational support. According to the Marin Independent Journal, Bruner was on the board of directors when he discovered the lawsuit, but the company voted him off the board anyway. As a result, the CEO of the company was forced to quit, according to the Marin Independent Journal.
The lawsuit alleges that Bruner was improperly removed from the board of directors of Telltale without notice, and was therefore deprived of relevant information regarding management, the company’s financial situation, and the value of his shares. Even though Bruner was removed from the board, he claims he was not informed of the removal, and that the shareholders that voted him out did not hold enough stock in the company. This means that the lawsuit will likely succeed and Bruner hopes to see his day in court.
The lawsuit is a class action that was filed by a former Telltale Games employee.
In the suit, the developer alleges that it failed to provide 60 days’ notice of termination, violating the California WARN Act. Vernie Roberts, Jr.’s attorneys are seeking lost wages, compensation, and 401K contributions, among other things. In addition to this, the lawsuit seeks damages for Bruner’s personal and financial pain.
As a result of the lawsuit, Telltale has denied that it has paid severance. However, he remains on the board. As a result, the company is also denying the employees’ right to collect their 401K contributions. After the dismissal, Bruner’s lawsuit may be able to win more compensation. The company has been required to pay severance to workers since September 2017. It is claiming that the developers’ actions violated the WARN Act.
Sadly, Telltale is a company that has been in business for nearly two decades.
Its layoffs in September 2017 wiped out almost all of its employees, but the company is still pursuing a lawsuit against the former CEO. The plaintiff claims that he was not given sufficient information and was forced to sell his shares. The plaintiff is also seeking compensation for his colleagues’ 401k contributions and wages. It is unclear if the company will settle this lawsuit, but it is worth reading the story.
The lawsuit filed by Kevin Bruner has been filed by many Telltale employees. Despite his resignation, he is still on the board, and he is also the lead plaintiff in the case. The lawsuit claims that Telltale failed to provide him with information that he needed to sell his shares. The CEO’s departure was not a surprise. The company has continued to struggle to find a new buyer. Fortunately, there are now lawyers who have the time to help former Telltale employees.
In a separate lawsuit, Vernie Roberts, a former employee at Telltale, alleges that the developer did not provide him with a 60-day notice of impending layoffs.
The California WARN Act requires employers to give workers at least that much notice, and he says that this is illegal. As an employee, he is entitled to 401K contributions and missed wages. The company also needs to pay a portion of his lost wages and his attorney.
In March 2017, Kevin Bruner was fired from his position at Telltale Games. Despite this, he was a director of the company. He has filed a lawsuit against Telltale because the company allegedly did not provide him with the information he needed to make his decision. While the lawsuit was not filed by any other Telltale employees, he is the only one whose claims have been proven to be true. Whether the lawsuit will succeed is up to the courts, but the case should be settled in favor of the former employee.