Insights

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Louisiana Court Closures & Deadline Suspensions: Lawyers Must Remain Diligent

April 6, 2020

Kelly E. Theard, Sean P. Mount, Melissa M. Lessell, Raymond C. Lewis

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In Louisiana and across the country, many Federal and State Courts have issued orders governing how court business will be conducted in light of shelter-in-place orders and social distancing.  Here in Louisiana, many of our courts have completely closed for weeks at a time.  However, even in this unprecedented time of global pandemic, lawyers are not relieved of their ethical and professional obligations to their clients. One such obligation is to ensure that they are meeting all deadlines promptly.

The most recent National Survey of Legal Malpractice Claims promulgated by the American Bar Association’s National Standing Committee on Lawyers’ Professional Liability found that a single activity most likely to generate a legal malpractice claim was the preparation, filing, and transmittal of documents.[1] This is because almost one-third of all errors alleged in the malpractice claim survey had to do with missed deadlines, including the: 1) failure to calendar a deadline properly; 2) the failure to file a document; 3) the failure to react to a deadline on a calendar; 4) the failure to know and/or to ascertain a deadline; or, 5) a planning error.[2]

In Louisiana, all legal deadlines applying to Louisiana State court proceedings have been suspended from March 16, 2020, the original date Governor John Bel Edward supplemented his emergency proclamations to legal deadlines,  until “at least Monday, April 30, 2020” under Governor John Bel Edwards' recent April 2, 2020 Order, extending the Stay at Home Mandate.[3]  The suspension of legal deadlines under Governor Edwards' Orders includes deadlines relating to prescription (akin to common law statute of limitations) and preemption (somewhat similar to a statute of repose) deadlines.  It also includes the deadlines associated with pending cases, such as briefing deadlines.  The extension of deadlines applies to proceedings in all Louisiana State courts, administrative agencies and boards. However, it is important to note that this extension of filing deadlines does not apply to cases proceeding in federal court where federal procedural law applies.

Louisiana lawyers should bookmark and frequently check the Louisiana Supreme Court’s COVID-19 information page.[4]  Here, the Court has created a dedicated page that posts all of the orders issued by the individual Louisiana Courts, including some of the orders issued by Federal Courts located in Louisiana.

Thinking proactively, if you have not switched to a fully electronic calendar, now is the time. You want to make sure your calendaring system has built in redundancy in two important aspects.  First, you want to make sure that more than one person is aware of all deadlines.  Second, you want to make sure that there is more than one copy of the calendar – there must be a backup in place so that if your computer crashes, you do not lose your entire calendaring system. And, of course, the most practical solution to time-based malpractice is obvious – don’t procrastinate.  Use this weird time, to the best of your ability, to proactively get ahead of your deadlines.

N.B. This is an incredibly stressful time.  Our profession is already plagued by high levels of stress, anxiety and depression.  Do not be ashamed if you are struggling.  JLAP, a confidential program, has put together a list of resources for Louisiana Judges and Lawyers: https://louisianajlap.com/covid-19/.


[1] American Bar Association Standing Committee on Lawyers’ Professional Liability, Profile of Legal Malpractice Claims 2012-2015 (2016).

[2] Id.

[3] The April 2, 2020 Order can be found here: https://gov.louisiana.gov/assets/Proclamations/2020/41-JBE-2020-Stay-At-Home-Extended.pdf

[4] See, https://www.lasc.org/COVID19. The Louisiana Supreme Court website provides a complete listing of all Court Orders issued to date from the various district and circuit courts around the State.

Firm Highlights

  • Experience

    Burnell Joseph v. Atalco Gramercy, LLC et al., No. 3:23-cv-505, United States District Court for the Middle District of Louisiana

    Bob Kerrigan and Jose Ruiz successfully secured summary judgment dismissal for their client, Velan, Inc., in a complex intentional tort and products liability act involving catastrophic injury. The plaintiff, a precipitation batch tank operator working at the Atalco alumina refinery in Gramercy, Louisiana, suffered severe and debilitating chemical burn injuries to his face, eyes, and body when he was sprayed with caustic liquor while working underneath a tank at the refinery. He claimed that the valve that controlled the flow of liquor into the tank was leaking, which allowed the tank to become filled with liquor after it had been previously verified as empty. He filed suit against Velan, Inc., the manufacturer of the valve that controlled the flow of liquor into the tank, alleging that the valve was unreasonable dangerous in accordance with the Louisiana Products Liability Act. He also filed an intentional tort claim against his employer, Atalco Gramercy, LLC, alleging that Atalco knew the valve was leaking and continued to force employees to work underneath the tank. He claimed that under these conditions, an incident such as his was substantially certain to occur. Following the close of discovery, Velan moved for summary judgment dismissal of the plaintiff’s claims was appropriate because: (1) the plaintiff’s injuries were a result of Atalco’s misuse of the valve; (2) the plaintiff lacked the expert testimony needed to prove his theory of liability under the Louisiana Product’s Liability Act; (3) the Velan valve at issue was not unreasonably dangerous as defined by the Louisiana Products Liability Act; and (4) the plaintiff was unable to prove proximate causation needed to establish his case of liability against Velan. The Hon. Brian Jackson found that under the undisputed facts presented by Velan, summary judgment was appropriate and dismissed the plaintiff’s claims against it, with prejudice.
  • Insight

    No Mercy for Employers in Louisiana Supreme Court’s Recent Magill Decision

    In its recent per curiam opinion, Magill v. Werner Enterprises, Inc. of Nebraska[1], the Louisiana Supreme Court has foreclosed a routine defense strategy to shield employers from direct negligence claims. The high court has extended their 2022 decision in Martin v. Thomas[2], and now allows plaintiffs to pursue direct negligence claims against an employer despite the employer’s stipulation that its employee was in the course-and-scope of employment and caused the accident. Essentially, employers who fail to implement better employment practices will permit plaintiffs to ramp up potential exposure with evidence, if such exists, that heretofore they were routinely barred from introducing at trial. The Supreme Court’s Magill holding should encourage employers to update where needed their policies and procedures pertaining to hiring, training, supervising, and entrusting duties and property to employees, not only for the safety of their employees and customers in this state, but also eliminate employer’s exposure to direct negligence claims. Prior to Martin, a litigation strategy had taken shape where employers stipulated to 1) an employee being in course-and-scope of employment at the time of the accident, 2) that the employee was at fault for the accident being caused, or 3) both. By stipulating these facts, employers were largely able to exclude evidence of any direct negligence on part of the employer and/or narrow the scope of trial to only a contest of the plaintiff’s injuries. The Supreme Court in Martin held that despite an employer admitting their employee was in course and scope when the accident occurred, plaintiffs could pursue direct negligence claims against the employer—as the issue of liability had not been admitted. Accordingly, employers found success by admitting both course and scope and liability—as seen in the Western District of Louisiana’s holding in Ferguson v. Swift Transp. Co. of Arizona[3]. In Ferguson, the defendants stipulated that their employee was acting in course-and-scope at the time of the accident and their employee was 100% at fault for the accident being caused. Due to the employer’s stipulation of fault, Judge Wicks of the Western District of Louisiana held that Martin did not apply and that plaintiffs could not pursue direct negligence claims. In Magill, the Louisiana Supreme Court provided scarce reasoning for their decision. The high court simply affirmed the District Court’s expansion of the holding in Martin and that the employer’s reliance on the Western District’s Ferguson holding was a misapplication of Louisiana law. The Supreme Court also cited the decision in Tardo v. Farrell.[4] where the Fifth Circuit held that even if an employer and employee stipulate to course and scope and fault, those admissions do not eliminate direct-negligence claims because those claims remain separate issues for the trier of fact. The Fifth Circuit notably stated, “the societal decisions as to who actually pays does not change the manner of assessing fault to all parties as required by law.” This statement raises concern, as plaintiffs may now attempt to challenge employer stipulations that historically narrowed trials. The Supreme Court did not explain its reliance on Tardo, so future litigation will likely clarify the decision’s full impact. Under Magill, plaintiffs are permitted to pursue direct negligence claims against the employer despite the employer admitting that their employee was acting in course and scope at the time of the accident and their employee was 100% at fault for the accident being caused. The full effect of the Supreme Court’s decision remains to be seen. In praxis, Magill will permit plaintiffs to put on evidence of direct negligence by an employer in front of a jury who cannot assign fault—as fault has already been stipulated to by the defendants. Employers now face the practical risk that plaintiffs will encourage juries to increase damages as a form of punishment against an employer that admits fault but contests the nature and extent of the plaintiff’s injuries. Employers should use this moment to rigorously review and strengthen policies and procedures related to hiring and training in order to limit exposure when plaintiffs assert direct-negligence claims.  [1] Magill v. Werner Enterprises, Inc. of Nebraska, 2025-00892 (La. 11/12/25) [2] Martin v. Thomas, 21-01490 (La. 6/29/22), 346 So.3d 238 [3] Ferguson v. Swift Transp. Co. of Arizona, 17-1570, 2023 WL 173413 (W.D. La. Jan. 12, 2023) [4] Tardo v. Ferrell, 25-123 (La. App. 5 Cir. 5/28/25), 2025 WL 1516837 (unpublished).