Zubulake v. UBS Warburg LLC

217 F.R.D. 309, 55 Fed. R. Serv. 3d 622, 2003 U.S. Dist. LEXIS 7939, 91 Fair Empl. Prac. Cas. (BNA) 1574, 2003 WL 21087884
District Court, S.D. New York·Decided May 13, 2003·No. No. 02 Civ. 1243(SAS)·Published·Cited by 106 cases

Opinion

OPINION AND ORDER

SCHEINDLIN, District Judge.

The world was a far different place in 1849, when Henry David Thoreau opined (in an admittedly broader context) that “[t]he process of discovery is very simple.”1 That hopeful maxim has given way to rapid technological advances, requiring new solutions to old problems. The issue presented here is one such problem, recast in light of current technology: To what extent is inaccessible electronic data discoverable, and who should pay for its production?

I. INTRODUCTION

The Supreme Court recently reiterated that our “simplified notice pleading standard relies on liberal discovery rules and summary judgment motions to define disputed facts and issues and to dispose of unmeritorious claims.”2 Thus, it is now beyond dispute that “[b]road discovery is a cornerstone of the litigation process contemplated by the Federal Rules of Civil Procedure.”3 The Rules contemplate a minimal burden to bringing a claim; that claim is then fleshed out through vigorous and expansive discovery.4

In one context, however, the reliance on broad discovery has hit a roadblock. As individuals and corporations increasingly do business electronically5—using computers to create and store documents, make deals, and exchange e-mails—the universe of discoverable material has expanded exponentially.6 The more information there is to discover, the more expensive it is to discover all the relevant information until, in the end, “discovery is not just about uncovering the truth, but also about how much of the truth the parties can afford to disinter.”7

This case provides a textbook example of the difficulty of balancing the competing needs of broad discovery and manageable costs. Laura Zubulake is suing UBS War-burg LLC, UBS Warburg, and UBS AG (collectively, “UBS” or the “Firm”) under Federal, State and City law for gender discrimination and illegal retaliation. Zubu-lake’s ease is certainly not frivolous8 and if she prevails, her damages may be substantial.9 She contends that key evidence is lo[312]*312cated in various e-mails exchanged among UBS employees that now exist only on backup tapes and perhaps other archived media. According to UBS, restoring those e-mails would cost approximately $175,000.00, exclusive of attorney time in reviewing the emails.10 Zubulake now moves for an order compelling UBS to produce those e-mails at its expense.11

II. BACKGROUND

A. Zubulake’s Lawsuit

UBS hired Zubulake on August 23, 1999, as a director and senior salesperson on its U.S. Asian Equities Sales Desk (the “Desk”), where she reported to Dominic Vail, the Desk’s manager. At the time she was hired, Zubulake was told that she would be considered for Vail’s position if and when it became vacant.

In December 2000, Vail indeed left his position to move to the Firm’s London office. But Zubulake was not considered for his position, and the Firm instead hired Matthew Chapin as director of the Desk. Zubulake alleges that from the outset Chapin treated her differently than the other members of the Desk, all of whom were male. In particular, Chapin “undermined Ms. Zubulake’s ability to perform her job by, inter alia: (a) ridiculing and belittling her in front of coworkers; (b) excluding her from work-related outings with male co-workers and clients; (c) making sexist remarks in her presence; and (d) isolating her from the other senior salespersons on the Desk by seating her apart from them.”12 No such actions were taken against any of Zubulake’s male coworkers.

Zubulake ultimately responded by filing a Charge of (gender) Discrimination with the EEOC on August 16, 2001. On October 9, 2001, Zubulake was fired with two weeks’ notice. On February 15, 2002, Zubulake filed the instant action, suing for sex discrimination and retaliation under Title VII, the New York State Human Rights Law, and the Administrative Code of the City of New York. UBS timely answered on March 12, 2002, denying the allegations. UBS’s argument is, in essence, that Chapin’s conduct was not unlawfully discriminatory because he treated everyone equally badly. On the one hand, UBS points to evidence that Chapin’s anti-social behavior was not limited to women: a former employee made allegations of national origin discrimination against Chapin, and a number of male employees on the Desk also complained about him. On the other hand, Chapin was responsible for hiring three new females employees to the Desk.13

B. The Discovery Dispute

Discovery in this action commenced on or about June 3, 2002, when Zubulake served UBS with her first document request. At issue here is request number twenty-eight, for “[a]ll documents concerning any communication by or between UBS employees concerning Plaintiff.”14 The term document in Zubulake’s request “includ[es], without limitation, electronic or computerized data compilations.” On July 8, 2002, UBS responded by producing approximately 350 pages of documents, including approximately 100 [313]*313pages of e-mails. UBS also objected to a substantial portion of Zubulake’s requests.15

On September 12, 2002—after an exchange of angry letters16 and a conference before United States Magistrate Judge Gabriel W. Gorenstein—the parties reached an agreement (the “9/12/02 Agreement”). With respect to document request twenty-eight, the parties reached the following agreement, in relevant part:

Defendants will [ ] ask UBS about how to retrieve e-mails that are saved in the firm’s computer system and mil produce responsive e-mails if retrieval is possible and Plaintiff names a few individuals.17

Pursuant to the 9/12/02 Agreement, UBS agreed unconditionally to produce responsive e-mails from the accounts of five individuals named by Zubulake: Matthew Chapin, Rose Tong (a human relations representation who was assigned to handle issues concerning Zubulake), Vinay Datta (a co-worker on the Desk), Andrew Clarke (another co-worker on the Desk), and Jeremy Hardisty (Chapin’s supervisor and the individual to whom Zubu-lake originally complained about Chapin). UBS was to produce such e-mails sent between August 1999 (when Zubulake was hired) and December 2001 (one month after her termination), to the extent possible.

UBS, however, produced no additional emails and insisted that its initial production (the 100 pages of e-mails) was complete. As UBS’s opposition to the instant motion makes clear*—although it remains unsaid— UBS never searched for responsive e-mails on any of its backup tapes. To the contrary, UBS informed Zubulake that the cost of producing e-mails on backup tapes would be prohibitive (estimated at the time at approximately $300,000.00).18

Zubulake, believing that the 9/12/02 Agreement included production of e-mails from backup tapes, objected to UBS’s nonproduction. In fact, Zubulake knew

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Zubulake v. UBS Warburg LLC, 217 F.R.D. 309, 55 Fed. R. Serv. 3d 622, 2003 U.S. Dist. LEXIS 7939, 91 Fair Empl. Prac. Cas. (BNA) 1574, 2003 WL 21087884 (S.D.N.Y. 2003).

217 F.R.D. 309 (Zubulake v. UBS Warburg LLC) — published by Counsel Stack Legal Research, free access to 12M+ legal documents.

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