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Defense Digest

On the Pulse…The Blitz Is Coming: Pranks, Perception and the Risk of Draft Day

Defense Digest, Vol. 31, No. 2, June 2025

June 1, 2025

by Alan C. Nash

In April, the high-stakes world of the NFL Draft took over the airwaves. Millions were made and fumbled away as each round unfolded. Scouting reports were dissected, 40-yard dash times debated, and the patience of each player was tested. Beyond the fanfare stood a cautionary tale for civil defense lawyers. In litigation, as in football, perception, reputation, and outside interference can blindside the best-prepared team. 

Shadeur Sanders and his father, Deion, commanded headlines throughout the college football season and into the draft. However, it was Jaxson Ulbrich, son of Falcons defensive coordinator, Jeff Ulbrich, who stole a moment of spotlight both infamously and immaturely. After obtaining a private draft-day phone number, Jaxson prank-called Sanders, whose draft stock had unexpectedly fallen. He claimed that Sanders would be drafted by the Saints but would have to wait. While it was quickly revealed that he had been “trolled,” this event signifies how easily misinformation can spread and how pranks can carry real consequences. The NFL fined Jeff Ulbrich $100,000, and the Falcons organization was fined $250,000. 

In civil defense cases, surprises, misinformation, public manipulation, and ambush tactics are commonplace. Plaintiff lawyers, while mostly ethical, can sometimes push the envelope. According to the ABA, almost 300,000 lawyers are publicly disciplined for ethical misconduct each year. Therefore, a video that paints your client in unfavorable light, one that it is selectively edited, like Shannon Sharpe alleges, or one that is outright misleading, may become the order of the day. Once public, the reputational harm spreads faster than the truth can catch up. Headlines follow, juries are tainted, and the reputation of your client can plummet overnight. Insurers then start asking hard questions. 

The call to Sanders wasn’t just a joke. It could be actionable. In Florida and many other jurisdictions, the actions of Ulbrich could possibly be considered tortious interference with a current or prospective business relationship. This tort occurs when a third party intentionally disrupts a known business relationship, thereby causing damages. More specifically, the elements of the tort for tortious interference with a business relationship includes: (1) the existence of a business relationship or contract, (2) knowledge of the business relationship or contract on the part of the defendant, (3) an intentional and unjustified interference with the business relationship, and (4) damages. See Howard v. Murray, 184 So. 3d 1155 (Fla. 1st DCA 2015). An action for tortious interference with a prospective business relationship requires a business relationship evidenced by an actual and identifiable understanding or agreement which, in all probability, would have been completed had the defendant not interfered. See Ferguson Transp., Inc. v. North Am. Van Lines, Inc., 687 So. 2d 821, 822 (Fla. 1996).

Although numerous explanations for his draft slide exist (i.e., his lack of a real agent, combine opt-out, alleged poor interviews, etc.), Sanders could argue that the prank compounded doubt, shifted teams’ perceptions about drafting him, and thereby contributed to his slide. The same dynamic applies in tort litigation. When perception turns, the liability profile of a company can collapse, even without wrongdoing. 

In 2005, Anna Ayala alleged that she found a human finger in her chili at a Wendy’s in California. After a month-long investigation, it was determined that the incident was a hoax orchestrated by Ayala. Unfortunately, Wendy’s suffered work cutbacks as business fell as much as 50% in some areas. 

In 2020, rumors began on Reddit that Wayfair was allegedly involved in child trafficking. The claims were that their throw pillows and storage cabinets were a front for these nefarious activities. Social media ran with this information, complete with photographs, screen shots, and celebrity statements. The rumors were a hoax. 

In 2011, not even the Golden Arches was safe. A photo was captured and spread on social media that provided that, as an insurance measure due, in part, to a string of robberies, certain customers would be required to pay an additional fee of $1.50 per transaction. This, too, was a hoax, and McDonald’s stated: “This is, unfortunately, an example of how rumors can out speed the truth. Over the last 48 hours, we've been tweeting and striving to clarify that this is a hoax.” Nevertheless, the public was slow to believe McDonald’s statement, and the hashtag #SeriouslyMcDonalds trended.

The law is catching up to the age of virility and meme culture. However, as the aforementioned warnings demonstrate, hoaxes can have impacts that far outlive the “joke.” It can be a draft-day prospect losing millions or a client losing trust; in all scenarios, narrative controls and perception matters. 

Whether it is Sanders waiting for a life-changing call or a business defending its decades of good will, the threats aren’t always head-on. Sometimes, the blitz is coming from your blindside. 


 

Defense Digest, Vol. 31, No. 2, June 2025, is prepared by Marshall Dennehey to provide information on recent legal developments of interest to our readers. This publication is not intended to provide legal advice for a specific situation or to create an attorney-client relationship. ATTORNEY ADVERTISING pursuant to New York RPC 7.1. © 2025 Marshall Dennehey. All Rights Reserved. This article may not be reprinted without the express written permission of our firm. For reprints, contact tamontemuro@mdwcg.com.

Firm Highlights

Thought Leadership

Commonwealth Court Reaffirms the Constitutionality of Act 111's IRE Provisions

In this case, the claimant sustained a work injury of January 6, 1994, which was acknowledged by Notice of Compensation Payable (NCP). After the claimant’s receipt of 104 weeks of temporary total disability benefits, the employer filed a Request for an Impairment Rating Examination (IRE). The IRE was performed in May 2023 and the IRE physician found that the claimant had a 5% whole person impairment, under the AMA Guides. The employer filed a Petition based on the IRE results, and the Petition was granted by the WCJ. During litigation, the claimant argued that the IRE provisions of Act 111 (Section 306(a.3) of the Act) were not applicable to her injury, since it predated June 24, 1996, the date Act 57 went into effect, and that the IRE provisions were unconstitutional. The Workers’ Compensation Judge (WCJ)) granted the Petition and the Board affirmed. On appeal to the Commonwealth Court, the claimant argued that Act 111 violated the nondelegation doctrine and that its retroactive application to the claimant’s injury was unconstitutional. The court rejected the arguments on the basis that they had already found the same arguments without merit in multiple, prior cases. The court also addressed an argument made by the claimant that Act 111 was procedurally defective under the Pennsylvania Constitution because it was only considered on two days in each House after having undergone amendments and reassignments. The court noted that the Pennsylvania Constitution requires every bill to be considered on three different days in each House. The claimant maintained that, according to the legislative history, the bill did not receive three separate days of consideration from each House when it was assigned a new bill number. The court pointed out, however, that the bill number, H.B. 1840 remained constant and was considered on three occasions by the House. Further, the court concluded that minor amendments to the bill were germane to its original subject, which was to modify the Act’s IRE process, in accordance with Protz II.

Thought Leadership

Appellate Division Reversed Trial Judge's Orders Granting a Plaintiff's Section 40 Summary Judgement Motion

In Haskins v. Casey, et al., the plaintiff Dane Haskins worked for defendant Ekornes, Inc. (Ekornes) as a material handler. In June 2021, he filed a workers’ compensation claim petition for benefits due to a left shoulder injury in December 2020. He then resolved his workers’ compensation claim in November 2022 under an Order Approving Settlement. In January 2023, he filed a lawsuit against Ekornes and later amended to add additional claims and name other defendants, including the Ekornes president, chief financial officer, and director of human resources. In May 2025, a second amended complaint alleged that after he filed the workers compensation claim, Ekornes placed him on leave under the Family and Medical Leave Act (FMLA), denied his request for a work accommodation, and ultimately terminated him from employment in December 2021. He pleaded several causes of action asserting violations of the New Jersey Law Against Discrimination (LAD) as well as fraudulent concealment and wrongful discharge. The plaintiff then moved for partial summary judgment, seeking an order enforcing Section 40 of the Workers’ Compensation Act (WCA) as well as summary judgment on his FMLA claims. The defendants opposed the motions and cross-moved for summary judgment on the FMLA claims. After arguments, the court entered an order in December 2025, denying the FMLA motion and cross motion and granting the plaintiff’s Section 40 motion. In the order, the court permitted the plaintiff to pursue compensatory damages at trial in connection with the bodily injury claim. The court also allowed the plaintiff to present evidence of any workers’ compensation benefits to support his claim. The court then denied the defendant's subsequent reconsideration motion in February 2026. The defendants that appealed the Section 40 aspect of the orders. In reviewing the appeal de novo, the Appellate Division rejected the plaintiff's argument that the work-related injury arose out of his discrimination claims under the LAD. The plaintiff argued that he should be able to pursue a personal injury claim as a part of his LAD claim, noting that the employer’s compensation carrier would be able to assert a lien against any recovery against his LAD claims. In distinguishing between the Richter vs. Oakland Board of Education, 246 N.J. 507 (2021) case, in which the Court found that any recovery would be subject to a Section 40 lien as the allegation was that the defendants failed to accommodate her pre-existing diabetic condition, which resulted in bodily injury. In this case, the Appellate Division indicated that there was no bodily injury caused by Ekornes’ failure to accommodate a pre-existing disability. Rather, the shoulder injury was a result of a workers compensation claim, for which he received appropriate benefits previously. The Appellate Division noted that if the plaintiff was successful in proving his LAD claims, he would be entitled to damages caused by the discriminatory discriminatory conduct such as lost wages and emotional distress damages and that there will be no Section 40 lien. In addition, the Appellate Division disagreed that the petitioner could present evidence about and seek damages for his shoulder injury at trial. Although the petitioner argued that a defendant who retaliated against an employee for filing a workers’ compensation claim should not benefit from the exclusivity provision of the WCA, the Appellate Division noted that the Legislature did not include this type of scenario in the statue nor did any of the case law recognize this type of claim as a remedy. As such, the Appellate Division reversed the December 2025 order granting the the plaintiff’s Section 40 summary judgment motion as well as the February 2026 reconsideration motion order. The Appellate Division noted that they did not intend to limit the plaintiff in his pursuit of his other claims on under the LAD, FMLA, and workers’ compensation retaliation causes of action.

Thought Leadership

WCJ Improperly Refused to Conduct C&R Hearing and Erroneously Required Settlement of All Pending Petitions

In this case, the claimant sustained injuries in the course and scope of her employment as a registered nurse. The employer acknowledged the injury by a Notice of Compensation Payable (NCP).  Subsequently, a Workers’ Compensation Judge (WCJ) expanded the description of injury. The employer then filed a Termination Petition, alleging the claimant was fully recovered from the injuries. Providers filed Utilization Review (UR) Petitions, challenging UR determinations finding their chiropractic treatment to be not reasonable and necessary. A settlement of the claim was eventually reached, and the employer filed a Petition to Seek Approval of a Compromise and Release (C&R) Agreement. The C&R outlined that the agreement fully resolved all future workers’ compensation claims except for the termination and UR Petitions. Briefs were filed and one day later, the WCJ issued an Interlocutory Order which stated if instructions were not followed regarding filing of a C&R, a settlement hearing date would not be given. The employer complied with the order, and filed the C&R. Subsequently, the WCJ notified the parties that the C&R must resolve all issues in the petitions, or would not be entertained. A settlement hearing was never held, and the WCJ then issued a decision, granting the Termination Petition and dismissing the UR Petitions. The WCJ also said that the Petition for Approval of a C&R was dismissed without prejudice, as the issues in the Termination and UR Petitions went to a decision. The claimant appealed to the Workers’ Compensation Appeal Board (Board). The Board granted the claimant’s appeal, finding that the WCJ violated the requirement of Section 449 that an expedited hearing be held when a Petition for Approval of a C&R is filed.  The Board further held that it was legally incorrect for the WCJ to insist that the C&R resolve all issues raised by the pending Petitions. The Board remanded the case to a new WCJ, and Employer appealed to the Commonwealth Court. The court affirmed the Board and held that the WCJ erred, as a matter of law, by refusing to hold an expedited hearing within 30 days, once the Petition for Approval of a C&R was filed.  The court noted that the language of Section 449(b) is mandatory, and a settlement hearing is not discretionary or dependent on a party’s separate request for a stay, or whether the record has been closed. The court further rejected Employer’s argument that the case should not be remanded to a new WCJ for a new decision on the termination and and UR Petitions, as the Board passed no judgment on whether the C&R Agreement resolved the termination and UR Petitions, and left it for the WCJ to decide in connection with the Petition for Approval of a C&R.