Supervisor didn't assign proper work, excluded her from staff appreciation meeting, worker says
An employer can’t retaliate against its employee for disclosing information that the latter has reasonable cause to believe demonstrates a violation of a local, state, or federal law, according to California’s Labor Code.
In Vatalaro v. County of Sacramento, the plaintiff was an administrative analyst II for Sacramento County. She received from Mindy Yamasaki, her would-be supervisor, a job description listing her expected job duties for her promotion to an administrative services officer (ASO) III.
The plaintiff reached out to a human resources analyst of the county to discuss the reporting structure. She argued that, once she assumed her new position, she should report to her then-supervisor, Michelle Callejas, not to Yamasaki. The HR analyst, finding no issue in the reporting structure, explained that the class specifications would not prevent the reporting relationship that the plaintiff wanted.
Next, the plaintiff expressed concerns about her assigned job duties, which differed from the duties she had developed with Callejas and from the duties that she thought were appropriate for an ASO III.
According to the plaintiff, the HR analyst said that the assigned job duties did not rise to the level of an ASO III and would lead to promotional issues since she would not be performing duties preparing her for the next promotability level.
The plaintiff then started her new...
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