Source: s3://data.kl3m.ai/documents/govinfo/USCOURTS/USCOURTS-cand-4_17-cv-00446/USCOURTS-cand-4_17-cv-00446-3/pdf.json

Nature of Suit Code: 790
Nature of Suit: Other Labor Litigation
Cause of Action: 28:1332 Diversity-Petition for Removal

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United States District Court

Northern District of California

UNITED STATES DISTRICT COURT

NORTHERN DISTRICT OF CALIFORNIA

STARVONA HARRIS, ET AL.,

Plaintiffs,

v.

BEST BUY STORES, L.P.,

Defendant.

Case No. 4:17-cv-00446-HSG (KAW)

ORDER REGARDING 7/24/17 JOINT 

LETTERS RE: PLAINTIFF HARRIS

Re: Dkt. Nos. 56 & 57

On July 24, 2017, the parties filed separate joint letters concerning the sufficiency of 

Defendant Best Buy’s responses to Plaintiff Starvona Harris’s first set of interrogatories (Dkt. No. 

56) and her first set of requests for production of documents (Dkt. No. 57). Since the letters

address similar issues, the undersigned will resolve both in a single order.

I. BACKGROUND

On February 11, 2015, Plaintiff Starvona Harris filed a Fair Labor Standards Act (“FLSA”) 

collective action and California class action lawsuit against her former employer, Best Buy Stores, 

L.P., for violations of wage and hour laws. Plaintiff was employed by Best Buy from October 

2013 to September 2014. The district court granted summary judgment as to Ms. Harris’s unpaid 

overtime claim under FLSA and California law, because, during the fiscal months she earned 

Monthly STI Bonuses, she did not work overtime hours in the same workweek she earned a Path 

to Excellence bonus. Order Granting Mot. for Reconsideration at 3-4, Harris v. Best Buy, L.P., 15-

cv-00657 (N.D. Cal. Oct. 26, 2016), ECF 124. As a result, Ms. Harris’s federal and state overtime 

claims were dismissed, and, ultimately, the district court declined to exercise supplemental 

jurisdiction over the remaining state law claims, and dismissed the case without prejudice. Id. at 5; 

Order of Dismissal, Harris v. Best Buy, L.P., 15-cv-00657 (N.D. Cal. Dec. 28, 2016), ECF 131.

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On December 29, 2016, Plaintiffs Starvona Harris and Jonathan Strickland filed the instant 

lawsuit in state court alleging violations of California unpaid wage and overtime law. The case 

was removed to federal court under the Class Action Fairness Act.

II. LEGAL STANDARD

The Federal Rules of Civil Procedure broadly interpret relevancy, such that each party has 

the right to the discovery of “any nonprivileged matter that is relevant to any party’s claim or 

defense and proportional to the needs of the case[.]” Fed. R. Civ. P. 26(b)(1). Discovery need not 

be admissible to be discoverable. Id. The court, however, “must limit the frequency or extent of 

discovery otherwise allowed” if “(i) the discovery sought is unreasonably cumulative or 

duplicative, or can be obtained from some other source that is more convenient, less burdensome, 

or less expensive; (ii) the party seeking discovery has had ample opportunity to obtain the 

information by discovery in the action; or (iii) the proposed discovery is outside the scope 

permitted by Rule 26(b)(1).” Fed. R. Civ. P. 26(b)(2)(C). Furthermore, “[t]he court may, for good 

cause, issue an order to protect a party or person from annoyance, embarrassment, oppression, or 

undue burden or expense,” including by precluding discovery, by conditioning disclosure or 

discovery on specified terms, by preventing inquiry into certain matters, or by limiting the scope 

of discovery to certain matters. Fed. R. Civ. P. 26(c)(1). “Rule 26(c) confers broad discretion on 

the trial court to decide when a protective order is appropriate and what degree of protection is 

required.” Seattle Times Co. v. Rhinehart, 467 U.S. 20, 36 (1984).

“District courts have broad discretion to control the class certification process, and whether 

or not discovery will be permitted lies within the sound discretion of the trial court.” Vinole v. 

Countrywide Home Loans, Inc., 571 F.3d 935, 942 (9th Cir. 2009) (citations omitted).

III. DISCUSSION

A. Relevant Time Period

As an initial matter, the parties disagree on the relevant time period. California Labor Code 

§ 203 assesses waiting time penalties for the failure to pay wages after termination. Plaintiff 

argues that the word “commenced” in section 203 refers to the date of certification rather than the 

date the putative class action was filed. (See Dkt. No. 57 at 2-4.) Defendant argues that 

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United States District Court

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“commenced” refers to the date the prior lawsuit was filed, which was on February 11, 2015, such 

that Plaintiff is not entitled to discovery after that date. Id. at 5-6.

The Court tends to agree with Plaintiff, because the putative class members are not part of 

the class until the class is certified, and so those employees discharged after that date could be 

potential class members. Indeed, the Second Amended Complaint clearly identifies the class as 

“DEFENDANT’S non-exempt employees who were employed in California during the period 

from four years prior to the filing of the Prior Federal Action (February 11, 2011) until this 

Court’s Order granting class certification who fall within one or more of the following subclasses 

(“California Class”). . . .” (Second Am. Compl., “SAC,” Dkt. No. 55 ¶ 13.) 

The Court notes that Plaintiff’s citation to Brewer v. General Nutrition Corporation is

misleading, because, while the court noted that “the word ‘commenced’ is used differently in the 

limitations context in American Pipe than it is in the context of section 203’s accrual cutoff,” the 

court never ruled on the merits. 2015 WL 5072039, at *14 (N.D. Cal. Aug. 27, 2015). 

Defendant’s legal authority is similarly unavailing, as they do not confirm that commencement is 

when the class action is filed, rather than when it is certified. (See Dkt. No. 57 at 6.) To the 

contrary, the cases cited are predominantly suits in which the class representatives lacked standing 

to state a valid section 203 claim, because they were still employed. See, e.g., Pulido v. CocaCola Enterprises, Inc., No. EDCV06-406VAP(OPX), 2006 WL 1699328, at *2-3 (C.D. Cal. May 

25, 2006) (Plaintiffs could not state a valid section 203 claim, because they were still employees, 

and simply filing the case as a class action could not save the claim.); Mersnick v. USProtect 

Corp., No. C-06-03993 RMW, 2006 WL 3734396, at *8 (N.D. Cal. Dec. 18, 2006)(current 

employee lacked standing to bring section 203 claim); Roberts v. Marshalls of CA, LLC, No. 13-

CV-04731-MEJ, 2017 WL 1152967, at *13 (N.D. Cal. Mar. 28, 2017)(“As these class members 

continue to work for Defendants, they are not legally entitled to waiting time penalties.”). The 

only relevant case to which Defendant cites that addresses the commencement issue is an 

unpublished order from the Central District of California, in which the plaintiff conceded the 

issue. (Dkt. No. 57 at 6) (citing Campbell v. Best Buy Stores, L.P., 2014 U.S. Dist. LEXIS 190308, 

*62 (C.D. Cal. Aug. 15, 2014)). In light of the plaintiff’s concession, the court provided no legal 

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analysis. See id. Thus, the case is not persuasive.

Here, the district court has not made a dispositive ruling regarding the class period. As 

relevancy is a broad standard, the undersigned declines to limit the discovery at this juncture. 

Accordingly, for the purposes of discovery, and until the district court makes a dispositive ruling 

regarding the commencement issue in the section 203 context, Best Buy shall provide responsive 

information until such a date as the class is certified.

B. Interrogatory Nos. 1-3

Special interrogatory Nos. 1-3 seek the identities and contact information for putative class 

members and PAGA-aggrieved employees. (Dkt. No. 56 at 2.) The contact information sought 

includes names, addresses, phone numbers, and email addresses. Id.

Plaintiff believes that she is entitled to the information subject to a protective order. Id. The 

Supreme Court has recognized the importance of permitting class counsel to communicate with 

potential class members for the purpose of gathering information, even prior to class certification. 

Gulf Oil Co. v. Bernard, 452 U.S. 89, 102–03 (1981); see also Vinole, 571 F.3d at 942 (“Although 

a party seeking class certification is not always entitled to discovery on the class certification 

issue, the propriety of a class action cannot be determined in some cases without discovery.”); 

Doninger v. Pacific Northwest Bell, Inc., 564 F.2d 1304, 1313 (9th Cir. 1977) (“the better and 

more advisable practice for a District Court to follow is to afford the litigants an opportunity to 

[obtain material through discovery in order to demonstrate] whether a class action was 

maintainable . . . especially when the information is within the sole possession of the defendant.”). 

District courts do not abuse their discretion by refusing to allow pre-certification discovery where 

the plaintiff failed to show either a prima facie case for class relief under Rule 23 or that discovery 

was likely to produce substantiation of the class allegations. See id. (class certification was 

properly denied without discovery where plaintiffs could not make a prima facie showing of Rule 

23’s prerequisites or that discovery measures were “likely to produce persuasive information 

substantiating the class action allegations”); Mantolete v. Bolger, 767 F.2d 1416 (9th Cir. 1985) 

(no abuse of discretion by denying pre-certification discovery where plaintiff merely cited “two 

other complaints filed elsewhere” by similar plaintiffs against the same defendant to demonstrate a 

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likelihood that discovery would substantiate class allegations).

Defendant argues that Plaintiff is not entitled to the private contact information of more 

than 10,000 employees simply because she has asserted a PAGA claim and called her case a class 

action. (Dkt. No. 56 at 4.) The undersigned, however, agrees that “nothing in Doninger and 

Mantolete . . . suggests that a prima facie showing is mandatory in all cases, and it very well may 

be the case that courts routinely do not require such a showing.” Kaminske v. JP Morgan Chase 

Bank N.A., 2010 WL 5782995, at *2 (C.D. Cal. May 21, 2010); see also Wellens v. Daiichi 

Sankyo Inc., No. C-13-00581-WHO (DMR), 2014 WL 969692, at *2 (N.D. Cal. Mar. 5, 2014). 

Moreover, as Plaintiff points out, “numerous courts in this District have made clear, the disclosure 

of class members' contact information, such as their names, addresses, telephone numbers, and 

email addresses, is a common practice in the pre-class certification context.” Bell v. Delta Air 

Lines, Inc., No. C 13-01199 YGR (LB), 2014 WL 985829, at *3 (N.D. Cal. Mar. 7, 2014). 

Accordingly, Plaintiff has sufficiently established that she requires the information sought to 

substantiate the class allegations.

Notwithstanding, the Court agrees that Plaintiff is not entitled to the contact information 

for all putative class members and PAGA-aggrieved employees. Rather, a random sample is more 

appropriate at this juncture. Given the large size of the putative class, the Court finds that the 500 

employees previously offered by Defendant is appropriate. (See Dkt. No. 56 at 5-6.) That said, 

Best Buy shall produce the names, last known address, phone number, and email address of each 

member of the sample, which shall be obtained randomly.

Furthermore, Plaintiff’s counsel is instructed to inform each potential class member that 1) 

he or she has a right not to talk to counsel, and 2) that, if he or she elects not to talk to counsel, 

Plaintiff’s counsel will terminate the contact and not contact them again. See Bell v. Delta Air 

Lines, Inc., 2014 WL 985829, at *4.

C. Special Interrogatory Nos. 4 & 6 and Requests for Production Nos. 4 & 6

Interrogatory Nos. 4 and 6 seek the last dates of employment for putative class members 

who either resigned or were terminated. (Dkt. No. 56 at 6.) The dispute is whether Best Buy must 

produce information from February 11, 2015 to present. Id. Pursuant to the foregoing, Best Buy is 

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ordered to produce that information. See discussion supra Part III.A. 

Requests for Production Nos. 4 and 6 similarly seek “all DOCUMENTS RELATING TO 

the dates their employment was terminated including, but not limited to, TIME ENTRY 

RECORDS, discharge notices and SEARCHABLE, ELECTRONIC DOCUMENTS.” (Dkt. No. 

57 at 2.)

Best Buy argues that fully responding to these requests would require manually sorting 

through employee files to locate responsive documents, and then taking steps to redact those 

documents, which would take an estimated fifteen to thirty minutes per employee. (Dkt. No. 57 at 

5.) At this juncture, and in light of all of the other information already produced, that type of 

individualized, pre-certification discovery runs afoul of Rule 26’s proportionality requirement. 

The Court, therefore, denies Plaintiff’s request to compel those records. To the extent, however,

that Best Buy has access to any such responsive information to either these requests or the 

corresponding interrogatories in a searchable, electronic format— database or otherwise— that 

information shall be produced.

IV. CONCLUSION

In light of the foregoing, Defendant shall furnish the contact information for a random 

sample of 500 potential class members in response to Special Interrogatory Nos. 1-3 within 14 

days of this order. Additionally, Defendant shall furnish supplemental responses to Special 

Interrogatory Nos. 4 and 6 and Requests for Production Nos. 4 and 6—if available in a searchable, 

electronic format— that include responsive information to the present date, also within 14 days of 

this order. 

IT IS SO ORDERED.

Dated: September 8, 2017

__________________________________

KANDIS A. WESTMORE

United States Magistrate Judge

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