Felder v. Urban Outfitters, Inc., et al.

CourtDistrict Court, S.D. New York
DecidedJune 22, 2026
Docket1:25-cv-07283
StatusUnknown

This text of Felder v. Urban Outfitters, Inc., et al. (Felder v. Urban Outfitters, Inc., et al.) is published on Counsel Stack Legal Research, covering District Court, S.D. New York primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Felder v. Urban Outfitters, Inc., et al., (S.D.N.Y. 2026).

Opinion

|IPSKY LOWES Pe Lou 4 Travis Pierre-Louis AN EMPLOYMENT LAW FIRM 420 Lexington Avenue, Suite 1830 matter has now been referred to Magistrate Judge Tarnofsky for general New York, New York 10170 rial management. The parties shall raise this dispute, as well as any Main: 212.392.4772 discovery disputes, before Judge Tarnofsky. Direct: 646.494.0667 travis@lipskylowe.com ORDERED. ( www.lipskylowe.com Ronnie Abrams June 18, 2026 22, 2026 VIA ECF Honorable Ronnie Abrams, U.S.D_J. Thurgood Marshall United States Courthouse 40 Foley Square, Room 2203 New York, New York 10007 RE: Felder y. Urban Outfitters, Inc., et al., No. 1:25-cv-07283 (RA) Dear Judge Abrams: This firm represents Plaintiff. Pursuant to Local Civil Rule 37.2 and Your Honor’s Individual Practices in Civil Cases, Section 3, Plaintiff respectfully requests that the Court so-order Plaintiff's proposed ESI Protocol (“Ex. 1”) and compel Defendants to produce all responsive ESI by a date certain. I. Background and Procedural History By way of background, Plaintiff was employed by Defendants from May 2022 until her unlawful termination on January 12, 2024, and asserts claims under the FMLA, NYSHRL, and NYCHRL arising from persistent discriminatory harassment, failure to accommodate her disabilities, and termination on the day she returned from FMLA leave. The claims centrally implicate four custodians: Jake Pelletier, Plaintiffs direct supervisor and individual defendant, who dismissed her complaints and personally terminated her employment; Kate Chase-Lansdale, General Manager and individual defendant, who received notice of Plaintiff's harassment complaints and took no remedial action; Cathy Green, Defendants’ HR Director, who received and handled Plaintiff's formal discrimination complaints; and David Topper, the primary source of the discriminatory harassment at issue. On May 1, 2026, Plaintiff served her discovery demands and proposed ESI Protocol, requesting a hit report or comparable metrics to substantiate any burden objections and offering a meet and confer. Defendants’ document demand responses were due June 2, 2026. On May 8 and May 15, Plaintiff followed up on the ESI Protocol, each time reiterating her request for a hit report. On May 22, Defendants responded for the first time, characterizing some of Plaintiff's search terms as “severely overbroad” — despite not having downloaded or reviewed any data, run any searches, or produced any metrics to support that characterization. At the same time, Defendants requested an

LIPSKY LOWES AN EMPLOYMENT LAW FIRM

extension of their discovery response deadline to June 22, citing the ongoing ESI delay as the basis for the request. Plaintiff consented to the extension. On May 28, the parties held a telephonic meet and confer during which Defendants again asserted undue burden. Plaintiff renewed her request for a hit report, stating modifications should be based on evidence rather than speculation. Defendants would not commit to providing one and Plaintiff followed up on June 4, June 9, and June 15. On June 18, 2026, the parties held a second meet and confer. At that time, Defendants confirmed they will not produce a hit report, offering instead only to share their “search parameters.” Defendants claimed that producing a hit report would implicate the attorney-client privilege because it would reveal the terms they intend to search — seemingly dismissing the possibility that they would run Plaintiffs proposed terms at all. When pressed on the delay, defense counsel acknowledged she had no explanation for why the data collection was taking so long. Plaintiff explained that a hit report showing search terms, custodians, timeframes, and hit counts is not privileged and is routinely exchanged in good faith ESI negotiations. Defendants disagreed and maintained their refusal. The parties were thus unable to reach agreement, necessitating this motion. Il. This Court Should So-Order Plaintiff's Proposed ESI Protocol and Compel Production of Relevant ESI Defendants’ refusal to produce a hit report fails to meet their discovery obligations. Courts in this district have made clear that a hit report is a fundamental first step in ESI negotiations that imposes no undue burden on the producing party. See Steinberg v. Cushman & Wakefield, Inc., No. 24 Civ. 6470 (DEH)(SLC), at 1 (S.D.N.Y. Feb. 27, 2025) (“the hit report is merely a first step in this discovery process and will not itself impose an undue burden”); see also Winfield v. City of N.Y., No. 15-CV-05236 (LTS)(KHP), at *16 (S.D.N.Y. Nov. 27, 2017) (emphasizing that “review and production of ESI require cooperation between opposing counsel and transparency in all aspects”). Despite Plaintiff's repeated good faith efforts, Defendants have refused to cooperate. First, Defendants’ privilege assertion is meritless. The attorney-client privilege protects confidential communications between attorney and client made for the purpose of seeking or providing legal advice. The mechanics of an ESI search — what terms were run, against which custodians, over what timeframes, and how many documents each term returns — is not legal advice and is not privileged. Moreover, the burden of establishing that a discovery request is unduly burdensome rests squarely with the party resisting discovery. Fort Worth Employees Retirement Fund v. J.P. Morgan Chase & Co., 297 F.R.D. 99, 102-03 (S.D.N.Y. 2013) (party resisting discovery must submit “affidavits or offering evidence revealing the

nature of the burden”); Zhulinska v. Nivazov Law Grp., No. 21-CV-1348 (CBA) (E.D.N.Y. Nov. 12, 2021) (rejecting speculative claims of undue burden in ESI discovery without hit report); Felder v. Warner Bros. Discovery, Inc., No. 23 Civ. 8487 (AT)(GS), 2025 U.S. Dist. LEXIS 117479, at *29 (S.D.N.Y. June 20, 2025) (party “cannot object to searches on burden grounds without substantiating its burden claim with a hit report”). Here, Defendants have offered nothing — no affidavit, no hit report, no evidence. Their overbreadth objections, raised before any data was collected or any search was run, are precisely the kind of speculative, unsubstantiated assertions courts have consistently rejected. To the contrary, Plaintiffs proposed protocol is carefully tailored to the facts of this case. The custodians are the specific individuals whose conduct and communications are directly at issue, and the search terms track the core allegations: disability disclosures, accommodation requests, the PIP, FMLA leave, Topper’s harassment, Green’s receipt and handling of discrimination complaints, and the termination decision. The primary custodian group runs from Plaintiffs date of hire through her termination, with a second window capturing post-filing communications and preservation efforts. Green’s search extends further back to capture prior complaints of discrimination, harassment, and FMLA violations she personally received, investigated, or handled in her capacity as HR Director — courts routinely order such multi-year discovery of similar complaints in employment cases. See Shah v. Consolidated Edison Corp., No. 05 Civ. 2868 (JSR)(KNF) (S.D.N.Y. Oct. 26, 2006); Shannon v. New York City Transit Auth., No. 00 Civ. 5079 (RWS) (S.D.N.Y. Mar. 22, 2001). Finally, Defendants are sophisticated corporate entities generating billions of dollars in annual revenue, with the resources and infrastructure to manage ESI discovery in even the most complex litigation. The assertion that their IT teams require seven weeks — and counting — simply to collect and index the data, without any explanation for the delay or any timeline for completion, strains credulity.

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Felder v. Urban Outfitters, Inc., et al., Counsel Stack Legal Research, https://law.counselstack.com/opinion/felder-v-urban-outfitters-inc-et-al-nysd-2026.