Civil Rights Dept. v. Grimmway Enterprises, Inc.

CourtDistrict Court, E.D. California
DecidedFebruary 26, 2025
Docket2:21-cv-01552
StatusUnknown

This text of Civil Rights Dept. v. Grimmway Enterprises, Inc. (Civil Rights Dept. v. Grimmway Enterprises, Inc.) is published on Counsel Stack Legal Research, covering District Court, E.D. California primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Civil Rights Dept. v. Grimmway Enterprises, Inc., (E.D. Cal. 2025).

Opinion

1 2 3 4 5 6 7 8 UNITED STATES DISTRICT COURT 9 FOR THE EASTERN DISTRICT OF CALIFORNIA 10 11 CIVIL RIGHTS DEPARTMENT, No. 2:21-cv-01552-DAD-AC 12 Plaintiff, 13 v. ORDER DENYING DEFENDANT’S REQUESTS FOR RECONSIDERATION OF 14 GRIMMWAY ENTERPRISES, INC., THE ASSIGNED MAGISTRATE JUDGE’S DISCOVERY ORDERS 15 Defendant.

16 (Doc. Nos. 87, 88) 17

18 19 20 This matter is before the court on defendant’s requests for reconsideration of the assigned 21 magistrate judge’s discovery orders dated July 12, 2024 and July 17, 2024 (Doc. Nos. 82, 83), 22 denying defendant’s motions to compel (Doc. Nos. 79, 80). (Doc. Nos. 87, 88.) On August 2, 23 2024, plaintiff filed oppositions to the pending requests for reconsideration. (Doc. No. 89, 90.) 24 For the reasons explained below, defendant’s requests for reconsideration will be denied. 25 BACKGROUND 26 Plaintiff Civil Rights Department (“CRD”), formerly known as the Department of Fair 27 Employment and Housing (“DFEH”), “is the [California] state civil rights department charged 28 with prosecutorial authority to investigate, mediate, and litigate civil rights enforcement actions.” 1 (Doc. No. 1 at ¶ 8.) On or about July 17, 2018, plaintiff filed and served an administrative 2 Director’s Complaint against defendant Grimmway Enterprises, Inc. (“GEI”), a large agricultural 3 employer in Kern County, California. (Id. at ¶ 2, 13.) On or about February 2, 2021, the parties 4 participated in a private mediation to attempt “to resolve this matter without litigation.” (Id. at 5 ¶ 16.) On August 30, 2021, after the mediation apparently failed to resolve this matter, plaintiff 6 filed this action “to redress employment discrimination” by defendant. (Id. at ¶ 2.) Plaintiff 7 alleges, for instance, that although defendant was required to engage each employee with a 8 disability in a timely, good faith interactive process to identify reasonable accommodations, 9 defendant failed to do so and instead frequently placed employees with disabilities on unpaid 10 “interactive process leave” as a tactic to avoid accommodating their disabilities. (Id. at ¶¶ 26–36, 11 58.) Based upon this and other allegations, plaintiff brings the following claims under the 12 Americans with Disabilities Act and California state law: (1) disability discrimination; (2) failure 13 to provide reasonable accommodation; (3) failure to engage in the interactive process; (4) 14 retaliation; (5) unlawful interference with rights; and (6) failure to take all reasonable steps to 15 prevent discrimination, harassment, and retaliation. (Id. at 8–14.) 16 1. Request for Reconsideration Regarding Requests for Admission 3–9 and 17 Interrogatories 3–9 18 On May 10, 2024, defendant propounded on plaintiff its First Set of Requests for 19 Admission and Third Set of Interrogatories, to which plaintiff responded on June 10, 2024. (Doc. 20 No. 79 at 3.) Requests for admission 3–9 from defendant’s First Set of Requests for Admission 21 asked plaintiff to admit that certain purported unlawful practices had not been discussed as part of 22 the parties’ pre-suit conciliation process. (Id.) Interrogatories 3–9 from defendant’s Third Set of 23 Interrogatories requested that plaintiff “state all facts upon which it bases its responses to the 24 corresponding requests for admission.” (Id.) Plaintiff objected on the grounds that “these 25 requests impermissibly seek admissions about [plaintiff’s] pre-suit conciliation efforts, which are 26 protected by federal and state mediation privilege and seek irrelevant information as [plaintiff’s] 27 pre-suit conciliation efforts are not mandatory.” (Id. at 5.) On July 1, 2024, the parties filed a 28 joint statement regarding a discovery disagreement, detailing the parties’ different views 1 regarding, requests for admission 3–9 and interrogatories 3–9 among other discovery requests. 2 (Doc. No. 79.) On July 12, 2024, the magistrate judge issued an order construing the statement re 3 discovery disagreement (Doc. No. 79) as a motion to compel and denying that motion. (Doc. No. 4 82.) In denying defendant’s motion to compel as to its requests for admission 3–9 and 5 interrogatories 3–9, the magistrate judge concluded as follows: 6 Without reaching the issues of privilege or waiver, the court finds that the motion to compel must be denied as to this category of 7 discovery on relevance grounds; the topics covered in pre-suit conciliation efforts are not relevant to the claims or defenses in this 8 case because pre-suit conciliation is not an absolute pre-requisite to suit. The Fair Employment and Housing Act [(“FEHA”)] directs 9 CRD, prior to filing a civil action, to “require all parties to participate in mandatory dispute resolution in the department’s internal dispute 10 resolution division . . . in an effort to resolve the dispute without litigation.” Cal. Gov’t Code, § 12965(a)(2). However, this is not an 11 absolute condition precedent to CRD’s authority to file a civil action, as expressed by the plain language of the statute and supporting case 12 law. California Government Code Section 12965(a)(1) plainly states that “[i]n the case of failure to eliminate an unlawful practice under 13 this part through conference, conciliation, mediation, or persuasion, or in advance thereof if circumstances warrant, the director in the 14 director’s discretion may bring a civil action in the name of the department.” Id. (emphasis added). 15 The court notes that section 12963.7, the subsection of the statute 16 entitled “Elimination of unlawful employment practice by conference, conciliation and persuasion; confidentiality; disclosure 17 as misdemeanor,” requires the agency, upon determining that an administrative complaint is valid, to “immediately endeavor to 18 eliminate the unlawful . . . practice complained of by conference, conciliation, and persuasion.” Cal. Gov’t Code § 12963.7 (emphasis 19 added). Courts have evaluated this language and found that “[t]he use of the permissive word endeavor in § 12963.7, on its face, 20 undercuts any reading of this section that would impose conciliation as a necessary prerequisite.” Dep’t of Fair Emp. & Hous. v. L. Sch. 21 Admission Council Inc., 896 F. Supp. 2d 849, 864 (N.D. Cal. 2012) (“[T]he California Court of Appeal and Housing Commission have 22 confirmed that conciliation under FEHA is not a condition precedent to filing suit”); see also Motors Ins. Corp. v. Div. of Fair Employment 23 Practices, 118 Cal.App.3d 209, 224 (1981) (DFEH is able “to file an accusation within the statutorily prescribed time even if it has not 24 obtained optimum results from its investigation or its efforts at conciliation”). 25 Based on the foregoing, defendant has not met its initial burden to 26 demonstrate that this discovery is relevant to the claims or defenses at issue in this case. Thus, the motion to compel is denied on this 27 point. 28 (Id. at 5–6.) 1 On July 26, 2024, defendant filed the pending request for reconsideration of the portion of 2 the magistrate judge’s July 12, 2024 order that denied its motion to compel as to requests for 3 admission 3–9 and interrogatories 3–9. (Doc. Nos. 87.) Plaintiff filed its opposition to that 4 motion on August 2, 2024. (Doc. No. 89.) 5 2. Request for Reconsideration Regarding Responses to Interrogatories 23–29 6 Interrogatories 23–29 of defendant’s Third Set of Interrogatories sought the identities of 7 employees plaintiff contends were affected by certain unlawful patterns or practices, as well as all 8 facts in support of such contentions. (Doc. No. 90 at 3.) For instance, defendant’s interrogatory 9 23 referred to the pattern or practice of “[r]equiring employees to take unpaid leave when other 10 reasonable accommodations would have allowed the employee to remain on the job or return to 11 work.” (Doc. No.

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Civil Rights Dept. v. Grimmway Enterprises, Inc., Counsel Stack Legal Research, https://law.counselstack.com/opinion/civil-rights-dept-v-grimmway-enterprises-inc-caed-2025.