United States Equal Employment Opportunity Commission v. Chipotle Services, LLC

CourtDistrict Court, D. Kansas
DecidedAugust 1, 2024
Docket2:23-cv-02439
StatusUnknown

This text of United States Equal Employment Opportunity Commission v. Chipotle Services, LLC (United States Equal Employment Opportunity Commission v. Chipotle Services, LLC) is published on Counsel Stack Legal Research, covering District Court, D. Kansas primary law. Counsel Stack provides free access to over 12 million legal documents including statutes, case law, regulations, and constitutions.

Bluebook
United States Equal Employment Opportunity Commission v. Chipotle Services, LLC, (D. Kan. 2024).

Opinion

UNITED STATES DISTRICT COURT FOR THE DISTRICT OF KANSAS

UNITED STATES EQUAL EMPLOYMENT OPPORTUNITY COMMISSION,

Plaintiff, Case No. 23-2439-KHV-BGS and

AREEJ SAIFAN,

Intervenor Plaintiff,

v.

CHIPOTLE SERVICES, LLC,

Defendant.

ORDER GRANTING MOTION TO COMPEL

This matter comes before the Court on the Motion to Compel filed by Defendant Chipotle Services, LLC (“Defendant”) seeking an Order compelling Intervenor Plaintiff Areej Saifan (“Intervenor”) to produce text messages between Intervenor, her attorney Amy Coopman (“Coopman”), and third party Moussa Elbayoumy (“Elbayoumy”). (Doc. 102.) Intervenor opposes the motion arguing various procedural defects by Defendant and that the messages are attorney- client privileged, subject to the common interest doctrine, and/or subject to work product protection. (See generally Doc. 103.) For the reasons stated herein, Defendant’s motion is GRANTED. FACTUAL BACKGROUND I. General Factual Background. This is an employment discrimination case in which Plaintiff EEOC and Intervenor allege that Defendant violated Title VII of the Civil Rights Act of 1964 and Title I of the Civil Rights Act of 1991 by unlawfully harassing Intervenor based on her religion (Muslim). (See Docs. 1, 10.) The lawsuit was timely filed by Plaintiff EEOC on September 27, 2023 (Doc. 1), with Intervenor promptly filing her federal court Complaint on November 30, 2023 (Doc. 10). More specifically, Intervenor contends that “[i]n observance of her Islamic faith, … [she] … wears a hijab and did so throughout her employment” with Defendant. (Doc. 10, at 4.) Intervenor continues that the unlawful employment practices at issue include her being “subject[ed] … to a

barrage of harassing conduct based on her religion by her supervisor” Kevin Garcia, including “incessant requests [by Garcia] to see [her] hair … .” (Id.) Intervenor states that she “immediately rebuffed Garcia’s requests and explained that she wore the hijab because of her religious beliefs and could not remove it.” (Id., at 5.) She continues that she “told Garcia his requests to see her hair were inappropriate for the workplace and that removing her hijab would be akin to removing her clothing and exposing her body.” (Id.) According to Intervenor, Garcia’s behavior “culminated in [him] grabbing and partially removing her hijab, exposing her hair.” (Id., at 4.) Intervenor claims that this harassment, coupled with Defendant’s alleged inaction, caused her to be constructively discharged from her employment. (Id., at 9-10.) Finally, Intervenor alleges that Defendant retaliated against her by “refusing to schedule her for additional shifts unless she was willing to work at a different location, while allowing her harasser to continue working at the same location.” (Id., at 11.) Defendant generally denies that it harassed, discriminated against, or retaliated against

Intervenor. (See generally Doc. 33.) Defendant further alleges that Intervenor was not constructively discharged. (Id.) II. Discovery at Issue. The present motion seeks what Defendant describes as “pre-litigation group text messages” between Intervenor, her attorney Coopman, and third-party, non-attorney Elbayoumy. (See Doc. 1, at 1.) The text messages, which have been provided to the Court for in camera review, occurred from August 16, 2021, to May 14, 2022 – some 16-25 months before the present lawsuit was initiated by the EEOC. (See Doc. 102-4.) Defendant asserts that Elbayoumy “has been deeply and personally involved in this case” from its inception. (Id., at 2.) According to Defendant, [o]n August 12, 2021, three days after … Garcia … allegedly touched [Intervenor’s] hijab, [Intervenor] contacted Elbayoumy, seeking his guidance and help from The Council on American-Islamic Relations, Kansas Chapter (“CAIR-Kansas”). Elbayoumy is a friend of [Intervenor’s] family and has served as an unpaid volunteer for CAIR- Kansas since 2014.

(Id.) Intervenor identifies Elbayoumy as “Chair” of CAIR Kansas, an organization that “provides guidance and toolkits regarding the pillars of Islam (Islamic religious practices) and civil rights.” (Doc. 103, at 3.) She indicates that there is “no dispute that Dr. Elbayoumy introduced [her] to her undersigned counsel,” Coopman. (Id.) Intervenor continues that Coopman has represented her in three legal matters arising from the scarf-grabbing incident: (1) the Lenexa, Kansas criminal battery police report and charge against the Assistant Manager that was filed within days of the scarf-grabbing incident (for which [Intervenor’s] counsel was paid on an hourly basis by CAIR Kansas); (2) the EEOC administrative proceeding and conciliation process arising from [Intervenor’s] charge of religious discrimination, harassment and retaliation; and (3) the instant lawsuit.

(Id.) Elbayoumy’s involvement with Intervenor and this case is highlighted by his inclusion in the Rule 26 initial disclosures submitted by Intervenor and Plaintiff EEOC on January 8, 2024, in which Elbayoumy was identified as a fact witness who “is likely to have information regarding the allegations in the EEOC’s Complaint for Damages, the pillars of Islam, and [Intervenor’s] emotional distress damages.” (Doc. 102-6, at 3.) Defendant’s First Requests for Production of Documents were served on Intervenor on December 18, 2023. (Doc. 102-5.) Therein, Defendant sought communications between Intervenor and the Council on American–Islamic Relations (CAIR), “including, but not limited to, electronic communications, letters, social media messages, and text messages” as well as communications between Intervenor and “(a) any individuals you have identified in response to Defendant Chipotle Services, LLC’s First Interrogatories to Plaintiff or (b) any other employee or agent of Chipotle, which relate to her employment with Chipotle, including, but not limited to, electronic communications, letters, social media messages, and text messages.” (Id.) Intervenor

objected to these discovery requests on January 17, 2024, on the basis of the common interest privilege, the attorney-client privilege, and the work product doctrine. (Id.) Intervenor did not, however, indicate in her discovery responses that documents were being withheld on these bases, nor did she produce a privilege log at that time. (Id.) Defendant contends it did not learn of the existence of documents responsive to these discovery requests (the aforementioned group text conversations between Intervenor, Elbayoumy, and Coopman) or that such documents had been withheld from production until Elbayoumy’s deposition on June 3, 2024 – almost five months after Intervenor’s discovery responses were served. (Doc. 102, at 4.) According to Defendant, at the June 3 deposition, Coopman objected to producing these communications on the grounds that Elbayoumy was a consulting expert – information that had not been disclosed previously.”1 … To that point, Coopman admitted that she had neglected to provide the requisite privilege log. (Id.) As to Elbayoumy’s expert status, he admitted he had not been paid by [Intervenor] or Coopman to be a consulting expert and no written agreement for expert services existed.2 On June 23, 2024, Intervenor produced her first privilege log identifying 45 separate text communications that span several months.3

(Id.) In opposition to Defendant’s motion, Intervenor contends that she shares a common

1 Doc. 102, at 4 (citing Doc. 102-2, Elbayoumy’s Depo, 128:5-8). 2 Id. (citing Doc. 102-2, Elbayoumy’s Depo, 129:12–13, 130:5–8). 3 Doc. 102-4 (Intervenor’s Privilege Log). interest in the outcome of this litigation with Elbayoumy, which creates an exception to any potential waiver of the attorney-client privilege that would have otherwise occurred by sharing these communications with a third-party such as Elbayoumy. (Doc.

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United States Equal Employment Opportunity Commission v. Chipotle Services, LLC, Counsel Stack Legal Research, https://law.counselstack.com/opinion/united-states-equal-employment-opportunity-commission-v-chipotle-services-ksd-2024.