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Deutsch Kerrigan Collaborates with New Orleans Law Firms to Help the Good Times Roll This Mardi Gras Through the Adopt-a-Cop Program

February 9, 2023

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Deutsch Kerrigan Collaborates with New Orleans Law Firms to Help the Good Times Roll This Mardi Gras Through the Adopt-a-Cop Program

In its latest move to support New Orleans’ rich culture and community, a network of local law firms teamed up to raise $21,500 for police officers working through the Mardi Gras season. LIFT (Lawyer Initiatives for Tomorrow) has partnered with community groups to tackle several cultural and economic challenges over the past three years.

As New Orleans became an early pandemic hotspot, the group raised more than $150,000 to feed frontline health care workers and support the city’s food and music industries through the Krewe of Red Beans’ Feed the Frontline NOLA project. The krewe served thousands of meals to health care workers in area hospitals, keeping restaurants in business and hiring out-of-work musicians as delivery drivers.

In 2022, LIFT joined 180 nonprofits and businesses across the city to create the NOLA Coalition to confront crime and quality of life issues. Through a two-pronged approach, the group pledged to raise $15 million to provide community support for NOPD and invest in youth support services. LIFT is a major contributor and proud supporter of the coalitions’ ongoing efforts.

Most recently, firms donated to the New Orleans Police and Justice Foundation’s (NOPJF)  Adopt-a-Cop program. Contributions from the following firms will be put to good use providing more than 900 much-needed hot meals, healthy snacks and beverages for NOPD officers working long days and nights to keep the two-week Carnival season safe and fun for residents and visitors:

  • Adams and Reese LLP
  • Baker, Donelson, Bearman, Caldwell & Berkowitz, PC
  • Barrasso Usdin Kupperman Freeman & Sarver, L.L.C.
  • Breazeale, Sachse & Wilson, L.L.P.
  • Carver, Darden, Koretzky, Tessier, Finn, Blossman & Areaux LLC
  • Chaffe McCall, LLP
  • Deutsch Kerrigan LLP
  • Fishman Haygood LLP
  • Gainsburgh, Benjamin, David, Meunier & Warshauer, L.L.C.
  • Galloway, Johnson, Tompkins, Burr & Smith
  • Gieger, Laborde & Laperouse, L.L.C.
  • Irwin Fritchie Urquhart & Moore LLC
  • Jackson Lewis P.C.
  • Johnson Yacoubian & Paysse
  • Jones Walker LLP
  • Kean Miller LLP
  • Krebs Farley & Dry, PLLC
  • Liskow & Lewis, APLC
  • Lowe Stein LLC
  • Lugenbuhl, Wheaton, Peck, Rankin & Hubbard
  • McGlinchey Stafford PLLC
  • Melchiode Marks King LLC
  • Mouledoux, Bland, Legrand & Brackett, LLC
  • Musgrave, McLachlan & Penn, L.L.C.
  • Phelps Dunbar LLP
  • Plauché Maselli Parkerson LLP
  • Porteous, Hainkel & Johnson
  • Salley, Hite, Mercer & Resor, LLC
  • Sher Garner Cahill Richter Klein & Hilbert, L.L.C.
  • Simon, Peragine, Smith & Redfearn, LLP
  • Taylor, Wellons, Politz & Duhe, LLC

One of America’s most celebrated events is Mardi Gras in New Orleans, and the NOPJF knows that no one works harder than the officers of the New Orleans Police Department, who work around the clock to make it happen. From shepherding floats through traffic and obstacles, to parade routes and the nightly French Quarter afterparty, our Krewe in Blue ensures parades roll and everyone enjoys the Mardi Gras revelry.

Since 1995, the NOPJF has promoted a safer New Orleans through supporting the men and women of the NOPD. During Carnival season, the NOPJF distributes thousands of meals not only to the NOPD, but to all local, state and federal first responders. During prolonged hours of standing on your feet, crowd control, barricade moving, bead retrieving, and helping lost children, a warm meal and a hot coffee can be life changing!

“The legal community has been incredibly generous in their support of the Foundation's Adopt-a-Cop Mardi Gras Support initiative,” said Melanie Talia, the foundation’s president and CEO. “Through their donation of $21,500, NOPJF will support all of our first responders throughout the 12 days of Carnival while revelers yell for throws, climb their ladders, and celebrate with family and friends. After all, there’d be no purple, green, and gold without the blue!"

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.