Photo of Connie L. Chen

Based in the Los Angeles office of Jackson Lewis P.C., Connie L. Chen stands out as a principal dedicated to the nuances of employment-related litigation. In both state and federal courts, as well as in arbitration, Connie champions the interests of employers, ensuring they receive astute legal representation.

Connie's legal portfolio of experience encompasses both single plaintiff and class and representative action cases. She proficiently manages a diverse range of claims, from wage and hour to wrongful termination, discrimination, harassment, and retaliation. Her expertise stretches across multiple industries, including but not limited to hospitality, retail, health care, manufacturing, and transportation. Whether she is aiding a nonprofit or a major hotel chain, her dedication to her clients and their interests remains unwavering.

On April 1, 2023, the City of Los Angeles’ Retail Fair Workweek Ordinance took effect, but the City had only issued a Frequently Asked Questions page as guidance. More recently, the City published rules and regulations as required in the ordinance.

The Rules and Regulations cover the following topics:

  • Determining who is a covered

Today, November 29, 2022, the Los Angeles City Council passed the Fair Work Week Ordinance on the second reading. The ordinance now goes to the mayor for final approval. If approved by the mayor, it will take effect on April 1, 2023.

Covered Employers

Under the ordinance, covered employers are defined as those businesses identified

As more counties move toward the Orange Tier on the state reopening guidance, businesses can reopen or operate under less restrictive requirements. This may mean employers need more employees than in the last several months. Though last year, the Governor vetoed a statewide right of recall requirement, several cities still have ordinances in

On January 7, 2016, Governor Brown’s office submitted a 22-page Budget Change Proposal for 2016-2017 ( in an effort to “stabilize and improve the handling of Private Attorneys General Act cases.”


Enacted in 2003, the Private Attorneys General Act (PAGA) enables private parties to recover penalties for certain Labor Code violations that could previously only be pursued by the Labor Commissioner or other divisions within California’s Department of Industrial Relations (DIR). Following a 2004 amendment, PAGA requires employees or their representatives to initiate a case by first sending written notice to the employer and the Labor and Workforce Development Agency (LWDA) identifying the alleged violations and setting forth specific supporting facts. 
Continue Reading State Budget Proposal Seeks to Reduce PAGA Litigation Through Increased State Oversight