Dean v. Bradford Estates LLC

CourtDistrict Court, E.D. Arkansas
DecidedNovember 24, 2020
Docket4:19-cv-00748
StatusUnknown

This text of Dean v. Bradford Estates LLC (Dean v. Bradford Estates LLC) is published on Counsel Stack Legal Research, covering District Court, E.D. Arkansas primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Dean v. Bradford Estates LLC, (E.D. Ark. 2020).

Opinion

IN THE UNITED STATES DISTRICT COURT FOR THE EASTERN DISTRICT OF ARKANSAS CENTRAL DIVISION BRANDON DEAN, individually and PLAINTIFFS on behalf of all others similarly situated

v. CASE NO. 4:19-CV-00748-BSM BRADFORD ESTATES, LLC, AND JAROD PUCKETT DEFENDANTS ORDER Plaintiffs’ motion to approve attorney fees and costs [Doc. No. 18] is granted in part, and the parties’ joint motion for extension of time to file a settlement agreement [Doc. No. 15] is denied as moot. For the reasons set forth below, plaintiffs are entitled to $3,810.00 in attorney fees and $552.12 in costs from defendants. I. BACKGROUND Brandon Dean filed this FLSA collective action and the parties jointly moved for a class to be conditionally certified. See Compl., Doc. No. 1; Mot. Certify Class, Doc. No. 8. The motion for conditional certification was granted [Doc. No. 9], a notice of settlement was filed [Doc. No. 14], and a joint motion to approve the parties’ settlement agreement was filed

[Doc. No. 16]. The settlement agreement, awarding a total of $1,631.33 to Dean and two other opt-in plaintiffs, was approved [Doc. No. 17]. See Settlement Agreement at 2, Doc. No. 16-1. Unable to reach an agreement on attorney fees, plaintiffs filed a motion seeking $6,457.50 in attorney fees and $552.12 in costs, and defendants filed a response in opposition

[Doc. No. 20]. II. LEGAL STANDARD An employer who has violated either the Fair Labor Standards Act (“FLSA”) or the

Arkansas Minimum Wage Act (“AMWA”) shall be held liable for costs and reasonable attorney’s fees incurred by a plaintiff or plaintiffs. 29 U.S.C. § 216(b); Ark. Code Ann. § 11-4-218(a)(1)(B)(ii). The key metric for determining a reasonable attorney fee in FLSA and AMWA cases is the lodestar, which multiplies the number of hours reasonably expended by a reasonable hourly rate. See Perdue v. Kenny A. ex rel. Winn, 559 U.S. 542, 546 (2010).

The lodestar, however, is just a starting point for awarding attorney fees; the fee award may be adjusted “upward or downward on the basis of the results obtained.” Wheeler v. Missouri Highway & Transp. Comm’n, 348 F. 3d 744, 754 (8th Cir. 2003). A reasonable fee “is one that is adequate to attract competent counsel, but does not

produce windfalls to attorneys.” Vines v. Welspun Pipes, Inc., 2020 WL 3062384 at *2 (E.D. Ark. June 9, 2020). Under fee-shifting statutes like the FLSA and AMWA, the attorney fees awarded should be comparable to the fees that lawyers would traditionally collect from a fee- paying client. Hill-Smith v. Silver Dollar Caberet, Inc., 2020 WL 4741917 at *1 (W.D. Ark.

Aug. 14, 2020). Lawyers for a prevailing party should make a good faith effort to exclude from their fee motion any hours that are excessive, redundant, or unnecessary. Id. When conducting the lodestar calculation, a district court maintains substantial discretion in deciding the number of hours to be awarded to the prevailing party’s lawyers. See Fires v. Heber Springs Sch. Dist., 565 F. App'x 573, 576 (8th Cir. 2014) (reviewing the district

2 court's decision to classify hours as excessive for abuse of discretion and giving significant deference to the court’s insight into the issues implicated by the case and how the lawyers

handled those issues). The reasonableness of an hourly rate is assessed by examining “the prevailing rate for similar legal services performed by lawyers of comparable skill, experience, and reputation” in the community in which the case is situated. West v. Border Foods, Inc., 2007 WL 1725760 at *2 (D. Minn. June 8, 2007). III. DISCUSSION

The Sanford Law Firm (“SLF”) requests a total of $6,457.50 in attorney fees and $552.12 in costs. A. Requested Hourly Rates SLF requests the following hourly rates: $325 an hour for Josh Sanford; $225 an hour

for Anna Stiritz, Josh West, and Steve Rauls; $175 an hour for Lydia Hamlet; $150 an hour for April Rheaume, Rebecca Matlock and Sean Short; $125 an hour for Courtney Lowery, Stacy Gibson, and Tess Bradford; and $25 an hour for staff. Br. Mot. Att’y Fees at 6. The hourly rates billed by SLF are approved because they fall within the ranges typically charged

by lawyers in the Little Rock legal community with similar experience and expertise. B. Hours Billed SLF claims that its lawyers and staff expended 53.1 hours on this case, but only billed 43.1 hours of that time. Br. Mot. Att’y Fees at 6, Doc. No. 19. Even with this reduction, the amount of billable hours that SLF claims is disproportionate to the complexity and needs of

3 this case. SLF will be credited with a total of 28.7 billable hours, with the following breakdown: 16.1 hours for Lowery, 3.6 hours for Sanford, 2.5 hours for Matlock, 0.9 hours

for Gibson, and 5.6 hours for staff. Overstaffing SLF’s billing spreadsheet shows that eleven different lawyers, as well as five support staff members, worked on this fairly routine case. Ex. 1, Doc. No. 18-1. It is unreasonable that sixteen individuals were required to navigate a straightforward hour and wage dispute.

See Bryan v. Mississippi County, Arkansas, No. 3:18-CV-00130-DPM, Doc. No. 68 (E.D. Ark. May 12, 2020) (six lawyers and a law clerk were excessive for a FLSA suit involving approximately a dozen plaintiffs and a lengthier procedural history). Indeed, SLF only made five filings before announcing a settlement [Doc. No. 16] had been reached: (1) the

complaint; (2) notice to join Xavier Chunn as a plaintiff; (3) the parties’ joint motion to conditionally certify a class; (4) the Rule 26(f) report; and (5) notice of appearance by Courtney Lowery. Doc. Nos. 1, 2, 8, 10, and 13. Of those five, only the complaint and the motion for conditional certification could be considered even remotely time consuming. See

Vines, 2020 WL 3062384 at *8 (“the fact is, very little ‘legal’work was performed in this case, which is true of most FLSA cases. The cases typically consist of a complaint (a tweaked form), a motion to certify class (a tweaked form), discovery from defendants, analysis of the discovery, and a settlement demand. That is what happened in this case.”). Micro-Management

4 While SLF is to be applauded for zeroing out the time of six of its lawyers, the 0.4 hours billed by Anna Stiritz will also be zeroed out. See Ex. 1, Doc. No. 18-1. Given that

Courtney Lowery, an associate at SLF, was the principal lawyer handling this case and regularly interfaced with the clients, it is not clear why Stiritz, a senior lawyer at SLF, needed to bill time for client communications on two separate occasions. See id. SLF may consider it prudent to tightly manage its associates, but defendants will not be forced to bear the costs of that approach. See Vines, 2020 WL 3062384 at *6.

The billing records submitted by SLF also indicate that Josh Sanford unnecessarily managed numerous aspects of this case. SLF has every right to take a collaborative approach to its practice and focus on mentoring its less experienced lawyers; however, a senior partner spending 14.3 hours on a straightforward FLSA case is excessive. See Hill-Smith, 2020 WL

4741917 at *3 (“the Sanford Law Firm may choose to have Mr. Sanford personally oversee every aspect of run-of-the-mill motion practice requiring no court appearance, but it will not be permitted to pass the associated costs of doing so on to Defendants”). Even after the reductions Sanford has made to his billable hours, 6.9 hours is still too many based on the

needs of this case. See, e.g., Murdock v. McNair, 2018 WL 6314569 at *2 (W.D. Ark. Dec. 3, 2018) (striking time spent by senior lawyers mentoring a junior lawyer because such a granular level of management and oversight was unwarranted).

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Related

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