 Lauren Teukolsky was recently quoted in a Law 360 article about an ongoing legal challenge to California Assembly Bill 5 (A.B. 5). A.B. 5 requires all workers to be classified as employees, not independent contractors, unless they meet the criteria of a three-pronged test. Employers have brought multiple challenges to the law on free speech, equal protection, and preemption grounds. The latest challenge to the law comes from the trucking industry in a bid to avoid classifying motor carriers as employees.
Ms. Teukolsky explains that employee classification requires employers to provide protection and benefits like overtime pay, minimum wage, workers compensation, and unemployment insurance. The Law 360 article quoted Ms. Teukolsky, who said: “Companies save a lot of money by misclassifying their workers as independent contractors, so it does not surprise me to see that companies are bringing every type of challenge they can to A.B. 5. It just shows you how important the law is in providing these really essential worker protections." Ms. Teukolsky has represented workers for over two decades, including in employee misclassification cases. Her commentary on the latest developments in employment law is regularly featured by major publications such as Bloomberg Law, Law360, Law.com, and the Los Angeles Times. To read the Law 360 article, click here. If you believe you’ve been treated unlawfully in the workplace and want to get in touch with our office, click here.
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LAUREN TEUKOLSKY TO SPEAK IN MARCH 2025 AT LA COUNTY BAR’S ANNUAL LABOR & EMPLOYMENT LAW SYMPOSIUM1/30/2025 Lauren Teukolsky is set to speak at the Los Angeles County Bar Association’s 45th annual Labor & Employment Law Section Symposium. The LACBA symposium will take place on Wednesday, March 19 at the Biltmore Hotel in downtown Los Angeles from 8:30 am to 5:00 pm. Ms. Teukolsky will speak on a panel alongside Tritia Murata, Partner at Davis Wright Tremaine LLP, Cynthia Sandoval, mediator at Sandoval Mediation, and Todd Ratshin, Deputy Secretary of Enforcement at the California Labor & Workforce Development Agency (LWDA).
The panel will discuss the changes made to Private Attorney General Act (PAGA) law in the past year, including the recent appellate decisions about “headless” PAGA cases, the introduction of the early evaluation conference process, the limitations on violations that plaintiffs can assert, and the greater number of violations that employers can cure. The panel will reflect on how these changes impact their work and approach to PAGA litigation. Speakers will also touch on the state of wage-and-hour laws ranging from healthcare workers’ minimum wage to protections for child social media influencers. Ms. Teukolsky has worked to protect employees’ rights for over two decades and speaks regularly at conferences on employment law. Earlier this month, Ms. Teukolsky spoke at the Berkeley Law School Conference on Gender Discrimination and Harassment Law about a new federal law that excludes sexual harassment claims from arbitration. She recently spoke about PAGA at the UCLA Law Women LEAD conference, and moderated a session at CELA’s (California Employment Lawyer Association) Annual Employment Law Conference on individual wage-and-hour arbitrations. Her commentary on the latest developments in employment law is regularly featured by major publications such as Bloomberg Law, Law360, Law.com, and the Los Angeles Times. To register for the LACBA Symposium on March 19, click here. If you believe you’ve been treated unlawfully in the workplace and want to get in touch with our office, click here.  AB 1228 took effect on April 1, 2024, meaning fast-food workers across California are now subject to a new $20 minimum wage. Many of the state’s more than half a million fast-food workers will see their wages raised as a result.
AB 1228 was signed into law last fall by Governor Gavin Newsom. Proponents of the bill believe the new play floor is necessary in light of changes to the fast-food industry’s workforce. Whereas in the past fast-food workers were often teenagers trying to earn spending money, nowadays fast-food workers are largely adults trying to support their families. Despite California’s $16 minimum wage, the second highest in the nation, many of these workers still find themselves in search of additional jobs to make ends meet. Critics of the bill, many of whom are franchise owners, have complained that the law will force them to lay off staff and pass on their increased costs to customers. However, researchers have found that, as California doubled its minimum wage over the past decade, wages increased without employment falling. The new minimum wage increase will apply to restaurants offering limited or no table service and which are part of a national chain with at least 60 establishments nationwide, with some exemptions. The law also figures to increase the wages of those outside of the fast-food industry, as employers compete for employees that may now be attracted to the industry’s higher minimum wage. |
AuthorLauren Teukolsky is the founder and owner of Teukolsky Law, A Professional Corporation. Archives
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Teukolsky Law, A Professional Corporation, represents clients throughout California. Ms. Teukolsky is admitted to practice in the State of California, as well as the United States Supreme Court, Ninth Circuit Court of Appeals, Northern District of California and Central District of California. Disclaimer.
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