If you’ve been keeping an eye on the Rio Linda Elverta Community Water District (RLECWD) lately, you might have noticed the budget for legal counsel is working overtime. It turns out, that’s not just due to routine paperwork. A series of Unfair Practice Charges filed by Teamsters Local 150 has pulled back the curtain on a wave of internal friction, alleged threats, and “direct dealing” that is proving costly for the District.
At the center of most of these filings is Director Maria Liverett, whose actions since being elected in 2024 have sparked multiple legal filings with the Public Employment Relations Board (PERB).
The Dispute Over “Perjury” and Personal Safety
The most explosive allegations involve long-time employee Pat Goyet. According to the filings, the friction began when Goyet refused to provide estimated (and potentially inaccurate) data to the State Water Board under penalty of perjury. While General Manager Tim Shaw reportedly supported Goyet’s refusal, Director Liverett allegedly pushed for discipline anyway.
The situation escalated into what the Union describes as “extreme hostility”:
- The Gunshot Context: Goyet is currently recovering from actual gunshot wounds sustained during a home invasion in 2024.
- The Alleged Threat: The Union claims Liverett told a fellow employee that Goyet’s attendance at a public meeting constituted “stalking,” and that she (and her ranch foreman) would begin carrying a gun in response.
- MOU Violations: The Union alleges Liverett tried to bypass the established contract (MOU) to force performance improvement plans and “fitness-for-duty” evaluations on Goyet without proper cause.
“Direct Dealing” and Leaked Minutes
The legal fees are also piling up due to a second charge involving Accounting Specialist Deborah Denning. In labor law, “direct dealing” happens when an employer bypasses the Union to negotiate or communicate directly with employees about their working conditions.
The filings allege:
- Email Leaks: Director Liverett reportedly emailed Denning confidential closed-session minutes regarding the creation of a new supervisory unit.
- Public Criticism: Directors Liverett and Vicky Young allegedly criticized Denning in a public meeting, suggesting her potential promotion was a result of “favoritism” rather than merit.
To help you keep track of the multiple filings, here is a summary table of the specific legal violations and incidents alleged by Teamsters Local 150 against the District.
| Employee Involved | Specific Action Alleged | Legal Principle Violated | Desired Outcome / Remedy |
| Pat Goyet | Director Liverett allegedly pushed for discipline after Goyet refused to report “estimated” data under penalty of perjury. | Interference & Retaliation (CA Gov. Code § 3506) | Cease and desist; verbal notice read by Liverett to all staff; make the Union “whole” for legal costs. |
| Pat Goyet | Liverett allegedly threatened to carry a firearm and file a restraining order in response to Goyet attending a public board meeting. | Retaliation for Protected Activity (CA Gov. Code § 3502) | Recognition of the “egregious nature” of the threat; protection of Union rights. |
| Deborah Denning | Liverett allegedly emailed Denning closed-session minutes detailing board objections to her potential new position. | Direct Dealing & Bypassing the Union (CA Gov. Code § 3505) | Order to stop bypassing the exclusive bargaining representative (the Union). |
| Deborah Denning | Directors Liverett and Young publicly criticized Denning, claiming her position was “favoritism.” | Interference with Employee Rights (CA Gov. Code § 3543.5) | Public notice affirming the District will not engage in direct dealing or intimidation. |
| The Union (General) | The District allegedly ignored the Memorandum of Understanding (MOU) regarding disciplinary procedures and bargaining. | Failure to Bargain in Good Faith (MMBA Principles) | Enforcement of the existing contract and compensation for Union legal fees. |
The legal conflict between the Water District and Teamsters Local 150 isn’t just a HR dispute; it’s a mounting financial liability for every ratepayer in Rio Linda.
The Immediate Cost: The Legal “Taxi Meter”
Every time the Union files a charge with the Public Employment Relations Board (PERB), the District’s legal meter starts running. Ratepayer dollars are immediately diverted to pay specialized labor attorneys to:
- Investigate: Fact-check the claims made by the Union.
- Respond: Draft and file formal legal rebuttals to the state.
- Defend: Represent the District and its Directors in quasi-judicial hearings.
The “Double-Whammy” Penalty
Under the Meyers-Milias-Brown Act (MMBA), public agencies are strictly forbidden from “direct dealing” (bypassing the Union) or “retaliating” against staff. If the state finds the District in violation, the Union is seeking “make-whole” remedies, which could include:
- Reimbursement: The District would be forced to pay the Union’s legal fees in addition to its own.
- Verbal Admission: A humiliating “Verbal Notice” where Director Liverett would be legally required to stand before all employees and admit to the violations.
- Cease and Desist: A formal court order that puts the District under a microscope for future interactions.
The Resignation of Pat Goyet
The resignation of Pat Goyet, the longtime (29-year) Water System Operations Superintendent for the Rio Linda Elverta Community Water District (RLECWD), serves as a significant turning point in the ongoing conflict between District leadership and staff.
His formal resignation letter, dated February 2, 2026, provides a firsthand account of the “unsustainable work environment” that led to the legal filings by Teamsters Local 150.
Integration of Resignation with Alleged Conduct
Goyet’s resignation directly reflects the “extreme hostility” and “culture of severe disrespect” detailed in the Union’s Unfair Practice Charges.
- Impact of “Persistent Dysfunction”: Goyet cites “repeated patterns of unprofessional conduct” and a “lack of respect toward staff” by Board members as the primary reasons for his departure. This aligns with Union allegations that Director Maria Liverett and Director Vicky Young publicly criticized employees and bypassed established labor protocols.
- Personal Well-being and Safety: In his letter, Goyet states that Board member actions over the last year “directly affected my personal well-being”. This follows the Union’s claim that Director Liverett allegedly characterized Goyet’s attendance at a public meeting as “stalking” and threatened to carry a firearm in response.
- Operational Toll: While the Union highlights the “legal taxi meter” and financial costs to ratepayers, Goyet emphasizes the internal cost: a severe impact on “staff morale and the effectiveness of day-to-day operations”.
Escalation Timeline: From Ballot Box to Courtroom
This timeline illustrates how the tension between the Board and District employees has escalated from an election campaign into a series of expensive legal challenges.
| Date | Event / Action | Legal Significance |
| Nov 5, 2024 | General Election: Maria Liverett is elected to the District Board; Vicky Young continues her term. | This marked the start of a shift in Board leadership and policy. |
| Dec 2024 | Prior Settlement: The District settles a past “direct dealing” charge involving former Director Mary Harris Garrison. | Established a legal precedent that the Board must not bypass the Union. |
| Feb 24, 2025 | The “Leaked” Email: Director Liverett emails closed-session minutes regarding a new supervisory position directly to employee Deborah Denning. | Alleged Violation: Bypassing the Union (Direct Dealing). |
| Apr 9, 2025 | Public Criticism: Directors Liverett and Young publicly claim Denning’s potential promotion is “favoritism” during a committee meeting. | Alleged Violation: Interference and intimidation of a Union member. |
| May 2025 | Refusal of “Perjury”: Pat Goyet refuses to provide estimated data to the State Water Board; General Manager Tim Shaw supports him. | The spark that led to Liverett seeking discipline against Goyet. |
| May 12, 2025 | Meeting Attendance: Goyet attends a public Board meeting; Liverett later characterizes his presence as “stalking.” | Protected activity (attending a public meeting) is framed as a threat. |
| May 20, 2025 | The Firearm Threat: Liverett allegedly tells a staff member she and her ranch foreman will begin carrying guns because of Goyet’s “stalking.” | Alleged Violation: Retaliation and creating a hostile workplace. |
| June 2, 2025 | “Workplace Fear” Handout: Liverett distributes a document to the Board mocking “unsubstantiated claims of workplace fear.” | Attempted to change disciplinary policy without Union bargaining. |
| June 27, 2025 | Official PERB Filing: Teamsters Local 150 formally files the Unfair Practice Charge against the District. | The moment the internal conflict became an official legal liability. |
This timeline shows that within six months of taking office, the new Board majority has moved from administrative oversight into personal disputes with long-tenured staff. By allegedly ignoring the “Cease and Desist” sent in mid-May, the District has effectively invited these legal charges, ensuring that taxpayer funds are now being diverted toward defense attorneys rather than water infrastructure.
The Culture of Conflict
The Union’s filing explicitly points to a “culture of severe disrespect” created by Director Liverett, arguing that typical paper notices (posters in the breakroom) are no longer enough to fix the damage. When a District becomes a “hostile workplace,” it loses more than just money—it loses long-tenured, experienced staff who keep the water flowing safely.
As long as these “personal vendettas” continue to dominate the Board’s agenda, the community’s water infrastructure will take a backseat to courtroom defense. As the District continues to navigate these PERB filings, the community is left watching the bottom line. While the water may still be flowing, the legal fees are certainly rising.
