Hornor v. Wade

District Court, D. Nevada·Decided June 17, 2024·No. 2:22-cv-01840·Unknown

Opinion

UNITED STATES DISTRICT COURT DISTRICT OF NEVADA * * * Justyn Hornor, Case No. 2:22-cv-01840-RFB-DJA Plaintiff, Order v. Brandon Wey, an individual; Reflex Media, Inc., a Nevada corporation; et al.,

Defendants.

Plaintiff Justyn Horner worked for Reflex Mexia, Inc. between March of 2020 and February of 2022. During that time, he claims that Reflex’s CEO—Brandon Wey—began adopting various religious1 beliefs and forcing them onto employees. For example, Wey would allegedly require employees to share their traumas; discuss inappropriate topics like sex and relationships; undergo “aura readings”; and take mind altering drugs like MDMA, psilocybin, DMT, and amphetamines. Plaintiff claims that his reluctance to engage in these practices hurt his standing at Reflex and that the stressful environment caused his ulcerative colitis to flare up. Ultimately, Plaintiff asked to take FMLA leave to seek treatment. When Wey tried to set a meeting to inquire about Plaintiff’s leave, Plaintiff sent a letter to Reflex asking for a list of accommodations—including stopping the required religious practices—for Plaintiff to return to work. Minutes after Plaintiff sent the letter, Reflex terminated Plaintiff. Plaintiff sues Reflex and Wey for damages, alleging claims for religious discrimination in violation of 42 U.S.C. § 2000e et seq. (“Title VII”) and NRS 613.330; retaliation in violation of Title VII and NRS 613.330; failure to accommodate in violation of Title VII and NRS 613.330; hostile work environment in 1 The parties dispute whether these beliefs were “religious.” The Court refers to these beliefs as religious throughout this order. But this reference is for the sake of simplicity and the Court does violation of Title VII and NRS 613.330; tortious discharge; and Family and Medical Leave Act (“FMLA”) interference.2 Plaintiff moves to disqualify Defendants’ counsel—Mark Smith, Esq.—from taking the depositions of Plaintiff, Wey, and the 30(b)(6) witness for Reflex, arguing that Smith is a witness to the case because Smith was outside counsel for Reflex during Plaintiff’s employment. (ECF No. 48). Defendants move to strike a declaration Plaintiff attached to his reply in support of his motion to disqualify counsel, arguing that the declaration constitutes new evidence improperly attached to a reply. (ECF No. 52). Because the Court finds that Smith taking the depositions at issue would be prejudicial to Plaintiff, it grants Plaintiff’s motion to disqualify counsel. Because the Court finds that Defendants have not identified a basis for the Court to strike Plaintiff’s evidence, it denies Defendants’ motion to strike. Discussion I. Plaintiff’s motion to disqualify counsel. A. The parties’ arguments. Plaintiff moves the Court to disqualify Smith as counsel only for the upcoming depositions of Plaintiff, Wey, and Reflex’s 30(b)(6) representative. (ECF No. 48). Plaintiff argues that, if the Court later determines that Smith is a necessary witness, Smith’s dual role as attorney in these depositions and witness on the stand may confuse the jury. In support of his motion, Plaintiff asserts that Smith and his firm operated as outside counsel for Reflex. In that role, Plaintiff asserts that Smith was the recipient of Plaintiff’s complaints about Wey and likely other employees’ complaints as well. Plaintiff adds that Smith and Wey were and are close personal friends who likely engaged in non-privileged communications about the actions Wey was taking at work. Plaintiff also asserts that Smith was present in certain meetings where Wey pushed his religious beliefs. So, Plaintiff argues that it is very likely that Smith’s testimony will be vital to the case and unobtainable from other sources. However, to determine whether Smith’s

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Hornor v. Wade, (D. Nev. 2024).

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