Gabriela D. Flowers

Partner | Sacramento

Attorney Insights

gflowers@lozanosmith.com
Tel: 916.329.7433
Fax: 916.329.9050
Vcard   | Bio

Overview

Gabriela D. Flowers is a partner in Lozano Smith's Sacramento office and is co-chair of the firm's Labor and Employment Practice Group. Ms. Flowers also specializes in the Student and Litigation aspects of education law. Ms. Flowers routinely assists clients through both Certificated and Classified discipline and dismissal procedures, as well as defending unfair labor practice charges. Her Labor & Employment practice also includes grievance processing, contract interpretation, labor negotiations, employee leaves and responding to claims of discrimination filed with the DFEH, EEOC and DIR.

Ms. Flowers supports administrators and boards with matters concerning conflicts of interest, the Brown Act and the Public Records Act. In addition, she gives presentations on a variety of topics, including conflicts of interest, Form 700, the Brown Act and Board Governance.

Additional Experience

Prior to joining Lozano Smith, Ms. Flowers worked as an attorney at a public entity law firm, where she gained experience in labor and employment issues facing school districts and county offices of education, including: employee discipline, collective bargaining, contract interpretation, grievance processing and unfair labor practices. Ms. Flowers also has experience in a variety of matters that affect the provision of public education, including: governance and litigation.

Education

Ms. Flowers earned her J.D. from University of California at Davis in 2010 and was recognized as a Public Service Law Program scholar. She received her B.A. in English from Santa Clara University (cum laude) and her B.S. in Political Science with a minor in Philosophy from Santa Clara University (cum laude), both in 2007. Ms. Flowers has received certification through ATIXA as a participant in Level 1 and Level 3 ATIXA Civil Rights Investigator Trainings.

California Court of Appeal Upholds Certificated Dismissal for School Counselor’s Facebook Comments

By: Gabriela FlowersJonathan Berry-Smith -

Layoffs Under SB 98

By: Gabriela FlowersMichelle CannonAllison Hernandez-

U.S. Supreme Court Holds that Title VII of the Civil Rights Act of 1964 Prohibits Workplace Discrimination Based on Gender Identity and Sexual Orientation

By: Gabriela FlowersMichelle Sliwa-

Contracting COVID-19 While Working Could Make Employees Eligible for Workers’ Compensation Benefits

By: Gabriela FlowersSarah Fama-

Appellate Court Clarifies When School Employees are Eligible for Unemployment

By: Gabriela FlowersAllison Hernandez-

Federal Families First Coronavirus Response Act: Temporary Employer-Paid Sick Leave and Employer-Paid FMLA Leave for Childcare

By: Gabriela FlowersJenell Van BindsbergenKate Holding-

Public Agency Employer Responses to COVID-19: Labor and Employment Implications

By: Gabriela FlowersDerek Ulmer-

Settlement Agreements To Resolve Employment Claims Filed By A Person Against Their Employer Can No Longer Contain No-Rehire Clauses

By: Gabriela FlowersMarina Ramirez-

California Expands Definition Of Domestic Partners To Include Opposite Sex Couples

By: Gabriela FlowersCarolyn Gemma-

Final Rule Increases Minimum Salary Threshold For FLSA Overtime Exemptions

By: Gabriela FlowersNiki Nabavi NouriJanae Castellani-

PERB Articulates Duties Of Employer When Faced With Internal Union Strife

By: Gabriela FlowersAngela Okamura-

Department Of Labor Opinion Says Family Medical Leave Allowed For Parental Attendance At IEP Meetings At School

By: Gabriela FlowersMichelle Sliwa-

New Law Clarifies Anti-Discrimination Laws Include Hair Discrimination

By: Gabriela FlowersJoshua Whiteside-

California Recognizes “Nonbinary” Gender Category And Requires Certain State Agencies To Collect Sexual Orientation And Gender Identity Data

By: Gabriela FlowersCourtney de Groof-

Legislature Further Limits the Ability to Consider Expunged, Dismissed, or Sealed Convictions in Hiring Decisions

By: Gabriela FlowersBenjamin Brown-

New Law Expands the Four-Year Evidentiary Window in Permanent Certificated Discipline Cases Involving Allegations of Sexual Misconduct

By: Gabriela FlowersJayme Duque-

Legislature Enhances Minor Witness Protections in Employee Discipline Proceedings

By: Gabriela FlowersJayme Duque-

Lawmakers Okay Budget Bill Addressing Union Dues Collection and Communications about Membership Rights

By: Dulcinea GranthamGabriela Flowers-

Supreme Court Rules Public Sector Union Agency Fees Are Unlawful

By: Dulcinea GranthamErin HamorGabriela Flowers-

When Politics and Walkouts Come to the Workplace: Considerations for Teachers, Superintendents, and Governing Boards

By: Dulcinea GranthamGabriela FlowersTilman Heyer-

Federal Court Holds Discrimination on the Basis of Sexual Orientation is Prohibited under Title VII

By: Gabriela FlowersJanae Castellani-

Labor and Employment Legislative Update, Part One

By: Dulcinea GranthamGabriela FlowersErin Hamor-

Employers Subject to New FEHA Regulations on Anti-Harassment Policies, Training, and Notice

By: Dulcinea GranthamGabriela Flowers-

12 Weeks of Differential Pay Now Available for Certificated Employees on CFRA Maternity/Paternity Leave

By: Darren KameyaMichelle CannonGabriela Flowers-

Fall 2019 Legislative Roundup – Labor & Employment Bills

By: Sloan SimmonsMichelle CannonGabriela Flowers-

Host Sloan Simmons talks with Lozano Smith partners Michelle Cannon and Gabriela Flowers, co-chairs of the firm’s Labor and Employment Practice Group, about important new labor and employment laws passed in 2019 and how they will impact public agency employers in the new year. Topics covered include employment classifications, probationary periods for classified public school employees, new lactation accommodation requirements, settlement agreements with employees, and expansion of anti-discrimination laws, among others. This a must listen as we head into the new year, as most of these new laws become effective January 1, 2020, and may require changes to agency policies.