Gage provides management-side representation and legal counsel to clients in all matters pertaining to labor and employment law throughout the State of California. This includes both private sector and public sector employers, including cities, counties, special districts, hospitals, businesses, and packing houses, among others.
Gage is experienced in representing and advising employers on various labor and employment law issues, including matters pertaining to employment discrimination/harassment/retaliation, disability accommodation and family/medical leaves of absence, wage and hour law, employee discipline and due process, the meet and confer process, labor relations and negotiations, and the preparation of employment guidelines and policies. Gage represents a range of employers not only in court, but before the Department of Fair Employment and Housing, the Equal Employment Opportunity Commission, the Public Employment Relations Board, the California Unemployment Insurance Appeals Board, the Workers' Compensation Appeals Board, the Department of Labor and the California Labor Commissioner.
Gage has served as chief negotiator for public sector agencies in labor negotiations with their employee organizations, including both miscellaneous and safety employee units covered under the Meyers-Millias-Brown Act (MMBA). Based on this experience, he is very familiar with the relevant laws and strategic considerations related to the representation of public sector clients at the bargaining table, including the impact of the MMBA's recent impasse fact-finding obligations.
Gage is a popular speaker and trainer and has presented numerous presentations, preventative trainings, and workshops for employers, agencies, and trade associations on the following topics, among others: Preventing Workplace Harassment, Disability and Leave Laws, Performance Management, Labor Relations and the Meet and Confer Process (MMBA), Employee Discipline, Employee Performance Evaluations, Generational Diversity and Succession Planning, Ethics in Public Service, Brown Act/Public Records Act, Annual Audit of Personnel Rules, Public Safety Employment (POBR/FBOR), Embracing Diversity, Wage and Hour Laws, and Legal Issues with Reductions in Force.
Working in Sacramento, Gage also leads LCW's legislative tracking efforts on labor and employment law legislation and works closely with the League of California Cities, California State Association of Counties, and California Special Districts Association to advise on the impacts of such legislation.
Gage has been recognized as a Northern California Rising Star in the field of employment and labor law in 2009-2016. He has also published articles on current labor and employment law cases and trends in the Daily Journal and the California Public Employee Relations Journal.
Gage previously served on the U.C. Davis School of Law Alumni Association Board of Directors from 2006 to 2016, including as its Board President from 2013 to 2015. He was also the recipient of the University of Notre Dame Young Alumni Award in 2008.
President of the U.C. Davis School of Law Alumni Board
Rotary Club of Fresno
Selected for inclusion in Northern California Super Lawyers Rising Stars in the field of Employment & Labor Law, 2009 - 2016
The U.S. Department of Labor ("DOL") recently issued new regulations modifying the weekly salary and annual compensation threshold levels for white collar exemptions to FLSA overtime requirements. These regulations become effective December 1, 2016.
On October 11, 2015, Governor Jerry Brown signed SB 579 into law – this bill ...
July 8, 2016 - Seven LCW attorneys were selected to the 2016 Northern California Super Lawyers and Rising Stars.
On May 18, 2016, the U.S. Department of Labor ("DOL") issued new regulations ...
On May 18, 2016, the U.S. Department of Labor (“DOL”) issued new regulations modifying the weekly salary and annual compensation threshold levels for white collar exemptions to FLSA overtime requirements. These regulations become effective December 1, 2016. It is critical for employers to become familiar with these new regulations, among other reasons because misclassification of employees as being exempt from FLSA overtime requirements is a costly mistake.
On January 1, 2016, Senate Bill 178 (“SB 178”) – the California Electronic Communications Privacy Act – became law and is codified under Penal Code section 1546, et. seq. This new law generally limits a government entity from being able to search or access information on an electronic device (e.g., smartphone, computer) or electronic information on a network (e.g., email) without a search warrant or court order.