do you have any personal recommendations on who we should see?
A: I'm not permitted to provide direct referrals. The only direction I can provide is to the State Bar Ceritified referral services (which I did in my original answer, but here is the link again
for your convenience), or to a legal aid organization (which I don't believe applies to your circumstances, because you are looking for a contingency lawyer -- not a free lawyer, based upon indigency). If you want to try legal aid, then here's a link
Are we suing?
A: Probably so, but it may be possible to avoid legal action via a negotiated settlement.
Exactly what would we be trying to do?
A: Let me try a hypothetical here. Suppose that you and several of your coworkers were so stressed by this supervisor that you each independently visited your physician and complained that you are severely depressed or filled with anxiety. Now, suppose that you each are diagnosed as suffering from clinical stress/anxiety or depression by your physician. Now, suppose you each independently return to your employer and you request "reasonable accommodations" for your disability.
The employer is now caught between a rock and a hard place. There is a supervisor who apparently has some discrimination cards of her own, and she has managed to play them well enough to remain in power, despite her being unsuited to the task. But, now there are several employees, each of whom is complaining about stress/anxiety/depression, based upon the supervisor's continued abuse/harassment/poor management skills.
A reasonable accommodation under the Cal. Fair Employment and Housing Act (FEHA) and/or the Americans with Disabiltiies Act (ADA) would be a transfer to a different supervisor -- or a transfer "of" the supervisor to a different job. And, under law, it's up to the employer to find the appropriate accommodation.
If the employer fails to reasonably accommodate the employees, then those employees have a lawsuit, and they can contact an employment rights lawyer, or complain to DFEH (explained in my previous answer).
If this were just one employee complaining, there could be a reasonable argument that the problem is the employee, rather than the supervisor. But, if there are several employees all complaining about the same thing -- there is no reasonable argument. The employer will have to take some sort of action or face a disability discrimination lawsuit by the coworkers.
In my opinion, what I've just described is probably the best way to "move the ball down filed towards the goal line." You wouldn't be writing about all of this, if you weren't really "shell shocked" (PTSD'd) by the manager. So, think about taking that next step. It may seem like a ridiculous amount of hoops to jump through, but based upon what you've described, it seems to me that it would be the fastest path to a solution.
The above, also gives you grounds to sue based on the express anti-abuse/harassment policy -- because you can show actual physical manifestation of an injury caused by the employer's failure to enforce its own policies.
So, think about this. You may actually find that some of your coworkers have already visited their physicians, and they are already receiving care for anxiety or depression. They just don't want to admit it, because it's embarassing, or it might be viewed poorly by the employer -- which is, of course, disability discrimination, and that is exactly what you're trying to prove.
Hope this helps.