Garcia Hernandez v. Chipotle Mexican Grill, Inc.

257 F. Supp. 3d 100
CourtDistrict Court, District of Columbia
DecidedJune 28, 2017
DocketCivil Action No. 2014-0297
StatusPublished
Cited by7 cases

This text of 257 F. Supp. 3d 100 (Garcia Hernandez v. Chipotle Mexican Grill, Inc.) is published on Counsel Stack Legal Research, covering District Court, District of Columbia primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
Garcia Hernandez v. Chipotle Mexican Grill, Inc., 257 F. Supp. 3d 100 (D.D.C. 2017).

Opinion

MEMORANDUM OPINION

BERYL A. HOWELL, Chief Judge

The plaintiff, Doris Nohemi Garcia Hernandez, prevailed at trial on her claim of pregnancy discrimination and now seeks from her former employer, the defendant Chipotle Mexican . Grill, a total of $838,122.00 in attorneys’ fees and costs for 2073 hours of billed work. Pi’s Pet, Att’ys’ Fees & Costs ("Pi’s Pet.”) at 1, ECF No. 137. The parties agree that the plaintiff is entitled to attorneys’ fees, id., Def.’s Opp’n PL’s Pet. (“Def.’s Opp’n”) at 1, ECF No. 139, and that most of the fees should be awarded based .on the 2016-17 United States Attorney’s Office Fee Matrix (“USAO Laffey Matrix”), PL’s Pet. at 10; Def.’s Opp’n at 1, but the defendant challenges a substantial number of hours billed by plaintiffs counsel as insufficiently documented or excessive and objects to the application of a higher billing rate, under Salazar v. District of Columbia, 123 F.Supp.2d 8 (D.D.C. 2000) (“LSI Laffey Matrix”), for 270 hours of senior attorney work in final preparation for and at trial. For the reasons set out below, the plaintiffs petition is granted in'large part and denied in part.

I. BACKGROUND

The facts underlying the present fee petition aré undisputed. For almost two years, from April 2012, when the plaintiff filed an EEOC claim against the defendant, until shortly after, the filing of the instant federal action, the plaintiff was represented, pro bono, by Debevoise & Plimpton LLP (“Debevoise”) and the Washington Lawyers’ Committee (“WLC”). See PL’s Pet. at 8-9; id. Ex. C (Declaration of Peter Grossi, dated October 5, 2016 (“Grossi Decl.”)) ¶ 1, ECF No. 137-3; id. Ex. G (Decl. of Christine Tschi-derer, dated'October 6, 2016 (“Tschiderer Decl.”)) ¶ 16, ECF No. 137-7. In'April 2014, two months after this case was filed, Debevoise withdrew as’ counsel, due to a potential conflict of interest, see Notice of Withdrawal, dated April 16, 2014, ECF No. 12; Tschiderer Decl. ¶ 16, and soon after, counsel from the firm Arnold & Porter LLP ("A&P”), entered an appearance on behalf of the plaintiff, Notice of Appearance, dated April 23, 2014, ECF No. 13, 1 A&P has provided pro bono repre *103 sentation of the plaintiff, along with WLC, for the last three years of litigation, including during discovery, the defendant’s unsuccessful motion for summary judgment, and at trial.

The plaintiffs discrimination case presented particular circumstances that required' significant work and staffing from plaintiffs counsel. First, the defendant is an established national corporation headquartered in Denver, Colorado, while the plaintiff was employed as a “relatively new serving line worker” at the defendant’s restaurant in. Washington, D.C., and as such, the plaintiff “was not in any position to inform her counsel on the practices and policies of’ the defendant. Pl.’s Pet. at 4. Consequently, plaintiffs counsel was required “to expend considerable time and effort developing and documenting” the “practices and policies” of the defendant. Id. at 3 (citing Grossi Decl. ¶ 19(c); see also Def.’s Answer ¶ 10 (affirming that the defendant “has its corporate headquarters in Colorado”), ECF No. 15. Second, the plaintiff and other key witnesses in the case “spoke only Spanish, thereby requiring the use” of translators throughout the litigation, Pl.’s Pet. at 3 (citing Grossi Deck ¶ 19(b)), increasing the amount of time and preparation required of plaintiffs counsel. Third, due to “[t]he high rate of employee turnover at” the restaurant where the plaintiff worked, “and the fact that at least one key witness had left the United States entirely,” plaintiffs counsel had “to search for remaining witnesses ... and ultimately to develop facts through other witnesses still associated with” the defendant. Id. (citing Grossi Deck ¶¶ 19(e)-(d)). Fourth, notably, the defendant “repeatedly changed its purported justification for terminating the defendant,” which required counsel “to investigate and refute each different theory, primarily through the examination of’ the defendant’s own witnesses. Id. at 3 (citing Grossi Deck ¶ 19(a)); see also Def.’s Opp’n at 13. Finally, after the defendant raised the potential conflict of interest that required Debevoise to withdraw as counsel two years into the litigation, A&P had to step in and learn the entire case, while defense counsel not only had the benefit of those two years as background in this case, but also has significant experience representing the defendant in other employment discrimination cases throughout the country. Pk’s Pet. at 4; Grossi Deck ¶ 19(e) (listing cases). -

After three years of litigation before this Court that culminated in a four-day jury trial, the plaintiff prevailed on her claim that the defendant discriminated against her on the basis of her pregnancy, in violation of the Civil Rights Act of 1964, as amended by the Pregnancy Discrimination Act, 42 U.S.C. § 2000(e), et seq., and the District of Columbia Human Rights Act, D.C. Code § 2-1401.01. The jury awarded her damages of $50,000.00 in compensatory damages and $500,000 in punitive damages, Comph ¶¶ 1, 9, 31, ECF Ño. 1; Judgment on the Verdict, ECF No. 122, which was later reduced to a total of $390,000, including back pay, by joint stipulation of the parties, in light, of the statutory cap on punitive damages, under 42 U.S.C. § 1981(b)(3)(D), see J. Stip., dated September 9, 2016, ECF No. 131; Minute Order, dated September 9, 2016. The plaintiff timely filed her petition for attorneys’ fees and costs, seeking a total of $838,122.00 in fees and costs, see Pk’s Pet. at 1, which the defendant has opposed in part, see generally Def.’s Opp’n.

II. LEGAL STANDARD

Under the fee-shifting provision of the Civil Rights Act of 1964, courts may award- “a reasonable attorneys’ fee” to prevailing private parties in any action or proceeding to enforce equal employment discrimination statutes. 42 U.S.C. § 2000e- *104 5(k). In principle, “[a] reasonable fee is one that is adequate to attract competent counsel, but that does not produce windfalls to attorneys.’ ” West v. Potter, 717 F.3d 1030, 1033 (D.C. Cir. 2013) (quoting Blum v. Stenson, 465 U.S. 886, 897, 104 S.Ct. 1541, 79 L.Ed.2d 891 (1984)).

The D.C. Circuit has developed a three-part analysis, the “lodestar” method, for assessing “appropriate fee awards under fee-shifting statutes in cases involving complex federal litigation.” Salazar v. District of Columbia,

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Bluebook (online)
257 F. Supp. 3d 100, Counsel Stack Legal Research, https://law.counselstack.com/opinion/garcia-hernandez-v-chipotle-mexican-grill-inc-dcd-2017.