Skip to content

Menu

LexBlog, Inc. logo
NetworkSub-MenuBrowse by SubjectBrowse by PublisherJoin the NetworkGet StartedSubscribeSupportContact
Search
Close

You Can Use AI in Court.  You Can’t Secretly Rig It.

By Gregory Knopp & Jennifer McDermott on September 16, 2026
Email this postTweet this postLike this postShare this post on LinkedIn
AI Blog post image

A Connecticut judge has drawn a crisp line for the AI era: using artificial intelligence as an aid in preparing court filings is fine—provided the user checks its work.  But hiding instructions designed to manipulate someone else’s AI will not fly.

In Elliott v. New York Bariatric Group, a self-represented plaintiff embedded tiny white-on-white text in court filings.  Invisible to ordinary readers but readable by software, it instructed any AI reviewing the documents to agree with the plaintiff and help overturn an earlier ruling.

The plaintiff called it an “audit.”  The court called it dishonest.

The plaintiff’s explanation became even harder to swallow when the hidden messages continued after the court identified the practice and warned that sanctions were possible.  Later filings included a concealed “hi :)” message and a link to a Nosferatu video.

The prompt never worked.  The court does not use AI to decide filings, and the judge denied the motion after reading a printed copy.  But the attempt itself was enough: the plaintiff lost access to electronic filing and must now submit papers in person.

Importantly, the court did not reject AI.  It welcomed its honest use, particularly as a tool for improving access to justice.  The judge even acknowledged using AI-assisted tools while preparing the decision—while independently checking the work and retaining responsibility for the result.

That distinction matters.  AI can help draft, summarize, and organize.  A hidden prompt is different.  The court likened it to a secret communication aimed at the decision-maker—or the tools the decision-maker relies on—without the other side knowing or having a chance to respond.

The lesson is refreshingly simple: use AI if it helps.  Check its work.  Own the result.  But don’t try to make someone else’s machine take your side.

Technology changes.  The duty of candor does not.

Tags: AI
Photo of Gregory Knopp Gregory Knopp

Gregory (Greg) Knopp is a partner in the Labor & Employment Law Department in the Los Angeles office.

Greg defends companies in class and collective actions and other complex disputes. He has argued successfully before state and federal courts across the country and…

Gregory (Greg) Knopp is a partner in the Labor & Employment Law Department in the Los Angeles office.

Greg defends companies in class and collective actions and other complex disputes. He has argued successfully before state and federal courts across the country and has obtained dismissals of class actions in dozens of high-profile, highly consequential matters.

Greg’s clients range from entertainment companies to prominent retailers to professional sports leagues. He has also worked with financial services and other professional services firms, along with clients in the technology, transportation and healthcare spaces. All look to Greg for his ability to quickly spot legal issues and to determine strategies to maximize advantage.

With more than 20 years of experience in employment litigation, Greg has represented clients in a wide range of employment disputes involving wage and hour issues, issues specific to California employment law, sexual harassment, and arbitration compulsion.

Read more about Gregory KnoppEmail
Show more Show less
Photo of Jennifer McDermott Jennifer McDermott

Jennifer McDermott is an associate in the Labor & Employment Law Department and a member of the Employment Litigation & Arbitration Practice Group, the Wage and Hour Practice Group, and the Class and Collective Action Practice Group. Jennifer defends employers in a variety…

Jennifer McDermott is an associate in the Labor & Employment Law Department and a member of the Employment Litigation & Arbitration Practice Group, the Wage and Hour Practice Group, and the Class and Collective Action Practice Group. Jennifer defends employers in a variety of labor and employment matters in both state and federal courts, including wage and hour single-plaintiff lawsuits and class, collective, and Private Attorneys General Act (PAGA) representative actions. In addition to her wage and hour work, Jennifer defends employers in single-plaintiff wrongful termination, discrimination, harassment, and retaliation cases, and in employment arbitrations. Jennifer is also a contributor to Proskauer’s California Employment Law Blog.

Jennifer received her B.A. from UCLA, where she graduated summa cum laude and was elected Phi Beta Kappa, and she earned her J.D. from UCLA School of Law. While in law school, Jennifer completed a judicial externship for the Honorable Richard A. Paez of the U.S. Court of Appeals for the 9th Circuit. She also served as a legal writing advisor to first-year students and worked as a legal advocate at the Lanterman Special Education Law Clinic. Jennifer received a Dean’s Merit Scholarship, the B. Epstein and C. Kim Tax Law Scholarship, and two Masin Family Academic Excellence Gold Awards for the highest grade in Legal Research & Writing and Disability Law.

Jennifer was selected to be a Protégée for Proskauer’s Women’s Sponsorship Program, an initiative for high-performing, midlevel associates that champions future leaders.  She was also selected to participate in Starbucks Diversity Mentorship Program and previously participated in Proskauer’s Mentorship Circle Program, both of which are programs designed to enhance the development of diverse associates.

Read more about Jennifer McDermottEmail
Show more Show less
  • Posted in:
    Ethics & Professional Responsibility, Technology and AI
  • Blog:
    California Employment Law Update
  • Organization:
    Proskauer Rose LLP
  • Article: View Original Source

Call us at 1-800-913-0988 or email sales@lexblog.com.

Facebook LinkedIn Twitter RSS
The Library at LexBlog
  • About LexBlog
  • The Field We Built
  • Library at LexBlog
  • Our Beliefs
  • Our Team
  • Contact LexBlog
  • Disclaimer
  • Editorial Policy
  • Terms of Service
  • Get Started
  • Publishing Solutions
  • Compass
  • Submit a Request
  • Support Center
  • System Status
Copyright © 2026, LexBlog, Inc. All Rights Reserved.
Law blog design & platform by LexBlog LexBlog Logo