Major Benjamin D. Samia v. Hudson By Alvota, et al.
Case No. 2:25-cv-00983-JAD-BNW
UNITED STATES DISTRICT COURT DISTRICT OF NEVADA
September 4, 2025
BRENDA WEKSLER, UNITED STATES MAGISTRATE JUDGE
Order
Pro se plaintiff Major Samia brings this lawsuit regarding alleged discriminatory practices which presumably took place at his place of employment. He moves to proceed in forma pauperis. ECF No. 1. Plaintiff submitted the affidavit required by
I. ANALYSIS
A. Screening standard
Upon granting a request to proceed in forma pauperis, a court must screen the complaint under
In considering whether the complaint is sufficient to state a claim, all allegations of material fact are taken as true and construed in the light most favorable to the plaintiff. Wyler Summit P‘ship v. Turner Broad. Sys. Inc., 135 F.3d 658, 661 (9th Cir. 1998) (citation omitted). Although the standard under
B. Screening the complaint
Plaintiff alleges defendants have discriminated against him based on his disability, dismissed him without due process, and forced him to resign.
Even liberally construing the complaint, this Court finds plaintiff does not state a claim against any of the defendants mentioned in the complaint. That is because he does not provide sufficient factual allegations as to the claims in question. Without additional factual allegations regarding the underlying dispute, this Court cannot evaluate whether plaintiff‘s complaint states a claim against defendants.
The Americans with Disabilities Act (“ADA“) prohibits discrimination “against a qualified individual on the basis of disability in regard to job application procedures, the hiring, advancement, or discharge of employees, employee compensation, job training, and other terms, conditions, and privileges of employment.”
It appears plaintiff wishes to allege claims for ADA discrimination and ADA retaliation. This Court will provide plaintiff with the elements as to each of these claims so that he may allege facts as to each of the different elements.
1. ADA Discrimination
2. ADA Retaliation
ADA retaliation claims are analyzed under the same framework as Title VII retaliation claims. Purcell v. Am. Legion, 44 F. Supp. 3d 1051, 1056 (E.D. Wash. 2014). Therefore, to state a plausible ADA retaliation claim, plaintiff must allege: (1) involvement in a protected activity; (2) an adverse employment action; and (3) a but-for causal link between the two. Arnold v. Pfizer, Inc., 970 F. Supp. 2d 1106, 1140 (D. Ore. 2013) (citing Brooks v. City of San Mateo, 229 F.3d 917, 928 (9th Cir. 2000)); Gallagher v. San Diego Unified Port Dist., 14 F. Supp. 3d 1380, 1386 (S.D. Cal. 2014).
3. Instructions for amendment
If Plaintiff chooses to file an amended complaint, the document must be titled “Amended Complaint.” The amended complaint must contain a short and plain statement describing the underlying case and each defendant‘s involvement in the case. See
In addition, plaintiff must look at the elements for each of his claims closely and allege facts as to each of the elements. Should he not allege facts as to each of the different elements, his claims will be dismissed.
Additionally, plaintiff is advised that if he files an amended complaint, the original complaint (ECF No. 1-1) no longer serves any function in this case. As such, the amended complaint must be complete in and of itself without reference to prior pleadings or other documents. This Court cannot refer to a prior pleading or other documents to make his amended complaint complete.
II. CONCLUSION
IT IS FURTHER ORDERED that the clerk of court must detach and separately file Prado‘s complaint (ECF No. 1-1).
IT IS FURTHER ORDERED that plaintiff‘s complaint be dismissed without prejudice.
IT IS FURTHER ORDERED that the deadline to file an amended complaint is October 6, 2025.
DATED: September 4, 2025
BRENDA WEKSLER
UNITED STATES MAGISTRATE JUDGE
