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Using Social Media to Your Client’s Advantage

March 21, 2023

Catherine R. Filippi

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Using Social Media to Your Client’s Advantage

It’s widely reported how much information the internet, even public search engines, can tell others about us. With a few taps of a keyboard and the click of a button, you can see everything from an individual’s voter registration (in some states) to their grandmother's 2011 obituary, which outlines their entire families’ names and locations, sometimes spanning generations. This information is not just useful for the curious, though: it is imperative that attorneys are fully utilizing the information that’s publicly available to them, too. Particularly in litigation.

Consider the following scenario: you’ve been retained by an insurance company to defend a local restaurant. The manager of the restaurant says not only can he not remember the plaintiff falling, but he can’t even remember the plaintiff being at his restaurant at all. As an early part of your investigation, you type the plaintiff’s name into Facebook. A public profile appears. You scroll down the plaintiff’s posts and you find a picture of the plaintiff at your insured’s restaurant, smiling with their young children, posted on the day the plaintiff claims she was injured. What have you learned from this little bit of investigation? A few things, both about the plaintiff and your insured:

  1. First, you have now confirmed that the plaintiff was at the restaurant on or near the time she claims she was injured;
  2. Second, you’ve got a picture of the plaintiff smiling and posing for a photograph at the restaurant she claims was negligent with no visible injuries; and
  3. Third, you’ve learned that your insured might not be the most reliable narrator. Perhaps you should be asking to speak to more to his staff, who might remember guests more clearly.

The importance of reviewing an opposing party’s public social media profiles and information available through Google cannot be overstated. In a day and age where we, quite literally, have a plethora of information in our pockets at all times, it would be irresponsible to not search the opposing party’s name. A popular trend on the social media website TikTok is for users to post “a day in my life” type of content. Imagine how useful it would be to watch “a day in the life” of a plaintiff, in their own words.  However, in some cases, the inquiry should not end with the attorney.

The other side of the coin in having so much information is that, well, we have so much information. Determining what information is important in any given matter will always be the job of the attorney, but condensing that information into a palatable report? That is where hiring an outside private investigator may be worth the investment.

Between Google and social media, there can be hundreds of pages of information about one plaintiff. But, maybe, all you really need to know is how this plaintiff is doing in one respect or the other. Is the plaintiff who claims they can’t work due to a car accident with your client playing intramural soft ball? Is the plaintiff who claims that the incident they were involved in with your client is keeping them from living a full life going on a three-week Mediterranean cruise this summer? Is the plaintiff who claims the accident he witnessed gave him post traumatic stress disorder giving TED talks about moving past grief? While these are all, admittedly, extreme examples, they all describe information that you may want or need to know about a plaintiff that a private investigator could uncover for you. Perhaps this information only hurts the credibility of the plaintiff and paints a picture of them malingering. But, perhaps, the information takes you from a would-be six figure verdict to a defense verdict. Either way, I submit that the brief time you spent hiring the private investigator has paid off in a big way.

In conclusion, the duty to investigate claims on behalf of our clients has always been present, but that duty has evolved over time. At this point in time, with so much information so readily available, every attorney should make a cursory Google and social media check of the opposing party one of the first items on their “to-do” list when a new matter comes in. The time investment upfront can pay dividends later in the matter.

Firm Highlights

  • 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).
  • 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.