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Matthew J. Wildner

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MJWildner@mdwcg.com

Portrait of Matthew J. Wildner

Matthew is an attorney in the Professional Liability Department, where he represents businesses, directors and officers, design professionals, contractors and homeowners associations in commercial, professional liability, construct defect, architectural, engineering, and employment disputes. 

Litigating in both state and federal court, Matthew devotes a significant portion of his practice to defending design professionals and construction professionals, independently as well as through their insurance carriers, in complex construction defect suits involving a variety of claims, such as building and design-related deficiencies, code violations, negligence, breach of contract and fraud, as well as insurance coverage claims under GL policies. 

Additionally, Matthew represents employers in litigation and provides advice and counsel concerning a variety of employment-related matters, including claims alleging discrimination, wrongful discharge, breach of contract and related tort claims.

Matthew graduated from the University of Florida in 2006, where he received his B.A.  He obtained his juris doctor in 2010 from Stetson University College of Law. Matthew is admitted to the Bar of the state of Florida. He is admitted to practice before the Eleventh Circuit Court of Appeals and the United States District Court for the Southern, Middle and Northern Districts of Florida. Before moving into private practice, Matthew began his career at the Palm Beach County State Attorney's office, where he tried over 70 cases to verdict. Matthew also serves as an officer in the U.S. Army Reserve in the Judge Advocate General's Corps. He is a veteran of Operation Resolute Support, deploying to Afghanistan in 2016.

    • Stetson University College of Law (J.D., 2010)
    • University of Florida (B.A., 2006)
    • Florida, 2010
    • U.S. District Court Middle District of Florida
    • U.S. District Court Northern District of Florida
    • U.S. District Court Southern District of Florida
    • U.S. Court of Appeals 11th Circuit
    • Florida Bar Association
    • Represented General Contractor facing class-action lawsuit with damages claimed to exceed $1 billion. Consulted and managed multiple expert teams to defend against allegations that construction vibrations caused by the client and its subcontractors contributed to the collapse of an adjacent condominium. Representation contributed to amicable early settlement that allowed the insurer to quickly move and spared the client ongoing reputational damage.
    • Represented General Contractor of high-rise condominium complex against the owner/developer who alleged a multitude of construction defects. Drafted a MSJ that reduced scope of claim by close to $1 million and contributed to successful counterclaim. 
    • Represented subcontractor sued by Condominium HOA and General Contractor for subcontractor’s limited scope of work in case containing over 20 parties. Negotiated quick and minor payouts as to all claims which resulted in carrier saving close to $100k in attorney’s fees as opposed to protracted and costly litigation. 
    • Obtained summary judgment in favor of a south Florida municipality. The lawsuit was filed against the municipality by a member of the police department, who alleged unlawful termination due to his Post Traumatic Stress Disorder diagnosis. The suit alleged a breach contract and violations of the Americans with Disabilities Act, Title VII of the Civil Rights Act, and the Family Medical Leave Act. The defense argued that the Plaintiff was not a qualified individual for the position of police officer because he could not perform the essential functions of his job with or without a reasonable accommodation, and that Plaintiff failed to state a claim on the Breach of Contract and title VII claims. The court agreed with the defense on both points and summary judgment was granted. This was a substantial victory for the municipality, the court ruling not only upheld the termination of an unqualified employee but also avoided a potential costly judgment against the Defendant. 

Thought Leadership

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Legal Updates for Real Estate E&O Liability

What To Expect for Real Estate E&O In The Florida 2026 Legislative Session

February 5, 2026

Florida’s 2026 legislative session opens with an unusually heavy real estate agenda. If enacted, proposed measures could reshape transactional practices and expand compliance-driven errors-and-omissions exposure. More than 100 pre-filed bills address real property issues, with a primary focus on ad valorem tax reform, expanded disclosure and inspection regulation, and land-use and association governance changes. While full elimination of property taxes is unlikely, multiple proposals contemplate exemptions or phase-outs for homesteaded properties, seniors, disabled veterans, and first-time homebuyers. These changes directly affect property valuation, affordability analyses, and buyer-facing representations, which are all common sources of E&O claims when tax assumptions or investment projections later prove inaccurate. Several proposed bills also carry direct operational and insurance implications for real estate professionals: Transaction and Inspection Regulation: HB 65 – Requires home inspectors to meet DBPR standards and carry E&O insurance SB 832 / HB 767 – Increased transparency in residential property insurance rate disclosures Zoning and Development: SB 48 / HB 313 – Mandatory local approval of accessory dwelling units SB 208 / HB 399 – Removal of zoning barriers to promote infill development HB 837 / SB 962 – Revised land-use definitions excluding farmland Association and Property Governance: HB 465 / SB 822 – Licensing and contract requirements for community association management firms SB 750 / HB 803 – Limits on municipal administrative fees for private inspections and plan reviews SB 606 / SB 608 / SB 610 – Expanded residential pool-safety requirements E&O Takeaway: The proposed 2026 legislation reflects a shift toward greater statutory regulation of real estate transactions, inspections, disclosures, and property governance. As regulatory requirements expand, liability risk increasingly arises from failure to recognize and implement new compliance obligations, miscommunication of zoning or tax impacts, and reliance on newly regulated third-party inspection services. Brokers, managers, and their E&O carriers should closely monitor enacted provisions and update transaction checklists, disclosure protocols, and client advisory practices accordingly. Legal Update for Real Estate E&O – February 2026, 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. We would be pleased to provide such legal assistance as you require on these and other subjects when called upon. ATTORNEY ADVERTISING pursuant to New York RPC 7.1 Copyright © 2026 Marshall Dennehey, all rights reserved. No part of this publication may be reprinted without the express written permission of our firm. For reprints or inquiries, or if you wish to be removed from this mailing list, contact MEDeSatnick@mdwcg.com.

Case Law Alerts

Florida increases minimum wage.

April 1, 2022

On September 30, 2022, the minimum wage will increase to $11.00 per hour. This comes after Florida’s minimum wage increased to $10.00 per hour on September 30, 2021 ($6.98 for tipped employees). The state minimum wage will continue to increase $1 per year thereafter until it reaches $15.00 per hour ($11.98 for tipped employees). After which, it will be adjusted annually based on inflation. Section 448.109, Florida Statutes, requires employers who pay their employees the Florida minimum wage to post a minimum wage notice in a visible and accessible place in each establishment where these employees work. In addition to the Florida minimum wage notice, federal law requires employers to post a notice of the federal minimum wage. Florida’s minimum wage notice is available for downloading in English, Spanish, and Creole from the Florida Department of Economic Opportunity’s website at: http://www.floridajobs.org.   Case Law Alerts, 1st Quarter, April 2022 is prepared by Marshall Dennehey Warner Coleman & Goggin to provide information on recent 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. Copyright © 2022 Marshall Dennehey Warner Coleman & Goggin, all rights reserved. This article may not be reprinted without the express written permission of our firm.

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Firm Highlights

Marshall Dennehey Announces 2026 Ohio Super Lawyers and Rising Stars

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Marshall Dennehey Announces 2026 Ohio Super Lawyers and Rising Stars

Thought Leadership

Congress Passes Financial Exploitation Prevention Act

On June 25, 2026, the House passed the Financial Exploitation Prevention Act of 2025 (“the Act”) by a vote of 414 to 2. The Act allows financial advisors and firms to delay suspicious transactions regarding the accounts of clients who are 65 or older, if they believe financial exploitation has occurred or is about to take place. With the advancement of technology and AI, the House’s overwhelming bipartisan passage of the Financial Exploitation Prevention Act represents an important step in strengthening the financial industry’s ability to combat the growing threat of elder financial exploitation. The Act recognizes what advisors have long known that financial professionals are often the first to detect suspicious behavior but have historically lacked clear legal authority to intervene before irreversible financial harm occurs. From the industry’s perspective, the bill accomplishes several important objectives, including the following: (1) Provides a practical “pause button” by allowing financial professionals to temporarily delay certain transaction requests when there is a reasonable belief that a senior or vulnerable adult is being financially exploited; (2) Empowers financial professionals to act by providing greater certainty that firms can act in good faith to protect clients without unnecessary legal risk; and (3) Strengthens investor protection without sacrificing client rights by allowing temporary delays based on a reasonable suspicion of exploitation, which is intended only to allow additional review and not to deny clients access to their money indefinitely. In sum, the Financial Exploitation Prevention Act will equip financial professionals with practical, carefully tailored tools to stop suspected financial exploitation before client assets are lost. By allowing firms to temporarily delay suspicious transactions under defined circumstances, Congress is recognizing the critical role advisors play as the first line of defense against increasingly sophisticated fraud schemes. The Act strikes an appropriate balance between protecting vulnerable investors and preserving individual financial autonomy, while reinforcing collaboration among advisors, families, and law enforcement to combat financial exploitation. The bill now awaits Senate action.

Portrait of Carolyn Schweizer, with text below: Philadelphia Office Managing Attorney

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Marshall Dennehey Names Carolyn Schweizer New Philadelphia Office Managing Attorney

Result

No-Cause Jury Verdict Secured in Wrongful Death Trial

We successfully obtained a no-cause jury verdict in a 13-day wrongful death trial. The decedent, a 59-year-old man, was admitted to the emergency room on February 15, 2019, with complaints of abdominal pain, decreased appetite, and constipation, despite the use of laxatives. The patient did not complain of any nausea, vomiting, or diarrhea. He had a significant medical history including diabetes, hypertension, prior coronary artery stenting, morbid obesity (with past gastric bypass surgery), longstanding ventral hernia, and back pain. A CT scan revealed multiple hernias and a potential closed-loop bowel obstruction, leading to a surgery consultation. Our client, an emergency general surgeon, interpreted that the patient did not have a closed loop or any significant obstruction and recommended non-surgical management. The patient was approved to have clear liquids, and had a vomiting incident shortly after, but our client was not notified. The patient was returned to NPO status, and after improving overnight, he was returned to “clears” and additional medical and renal consults were ordered. Our client did not receive any communications from the residents/nurses of any changes in the patient’s condition. On February 18, 2019, two rapid responses were called due to increased heart rate and vomiting. It is believed that the vomiting resulted in aspiration, causing sepsis, ultimately leading to the patient’s death. During the trial, the plaintiff’s sole medical expert highlighted imaging on the wrong hernia, which called into question all of his opinions in the case. We made key objections related to the expert testimony, limiting what the allegations were, and preventing new allegations from being made. After approximately two and a half hours of deliberating, the jury returned a no-cause verdict. 

Result

Summary Judgment Secured, Preserving $750,000 in Coverage for Insured in Major Trucking Liability Dispute

Ray Freudiger and Michael A. Roberts (both of Cincinnati) successfully obtained summary judgment on behalf of their client in a coverage dispute arising from a May 19, 2022, motor vehicle accident. A permissive driver operated a box truck for an interstate trucking company and caused severe injuries to two tort victims. Prior to the accident, the insured had procured a commercial auto policy for the trucking company with stated limits of $1,000,000. Following the accident, the insurer initiated a declaratory judgment action asserting that only reduced bodily injury limits of $25,000/$50,000 applied and later counterclaimed, alleging it would not have insured the driver had he been properly submitted for approval under the policy. After extensive discovery, briefing, and oral argument, the court rejected the insurer’s attempt to shift responsibility for the $750,000 in coverage it was legally required to provide for permissive drivers under Ohio law, granting summary judgment in favor of the insured and preserving $750,000 in liability exposure.

Event

Florida Insurance Fraud Education Committee (FIFEC)

Sean and Alex will present, "Life Care Plans: From Low Impact to Policy Limits," focusing on the history and expanding use of life care plans in litigation and their ability to transform low impact injury claims to disproportionate high value claims. By focusing on the limitations of life care planners, Florida's tort-reform on medical damages, and the Daubert standard, extraordinary life care plans with inflated future medical care recommendations can be defended.

blue facade of a hospital sign against blue sky

Result

Defense Verdict in Complex Medical Malpractice Trial

Thought Leadership

Mitigating Long-Tail Liability: Delaware Court Reaffirms Five-Year Workers’ Compensation Deadline

Williamson v. Donald F. Deaven, Inc., No. N25A-07-004 FWW, 2026 LX 252526 (Del. Super. Ct. June 2, 2026) Claimant was involved in a compensable industrial work accident on May 12, 1995, for a low back injury.  Following this, he received compensation for temporary total disability benefits from July 1996 to September 1996 and for sustaining a permanent impairment in 1997 and 1998. For the next 23 years, the claimant continued treatment and paid his own medical bills without submitting them to the employer’s insurer. In November 2021, the claimant filed a petition seeking payment for medical expenses, including prospective surgery and a resulting period of total disability. The employer moved to dismiss the petition, arguing it was barred by Delaware’s five-year statute of limitations (19 Del. C. § 2361(b)). Pursuant to 18 Del. C. § 3914, insurers must provide prompt written notice of the applicable statute of limitations to invoke the five-year deadline. Due to the age of the case, neither party had a comprehensive file of the claim and the Board had archived its file of the matter. The carrier’s computer system retained only bare information indicating that payments occurred and agreements and receipts were filed with the Board in 1997. While the claimant argued that the employer could not prove it provided the mandatory statutory notice, the Hearing Officer recovered the archived file, which contained two “Receipts for Compensation Paid” signed by the claimant. The receipts explicitly contained the required five-year limitation language, which the claimant testified to signing at the hearing. The claimant also attempted to introduce evidence of payments he claimed the employer made, which would have extended the statute of limitations. As a preliminary matter, the hearing officer excluded the testimony about the payments because the claimant did not produce them to the employer. The Board found in favor of the employer and dismissed the claimant’s petition as time-barred. The claimant appealed the Board’s decision, arguing that he never received adequate notice of the statute of limitations and that the hearing officer’s evidentiary ruling was an abuse of discretion. The Court held that the archived, signed receipts constituted substantial evidence that the insurer fulfilled its statutory notice requirements. Therefore, the claimant’s petition was time-barred under the statute of limitations provisions of 19 Del. C. § 2361(b). Furthermore, the Court reinforced strict procedural compliance: it rejected the claimant’s attempts to introduce evidence of payment on appeal, ruling the argument was waived for failure to preserve it while the matter was still before the Board. This recent ruling by the Court underscores the importance and necessity of robust data preservation and precise compliance with notice requirements. For risk managers, employers, and insurers, the decision highlights how tight administrative execution protects against catastrophic long-tail liability.

Thought Leadership

New Jersey Expands Family Leave Protections Effective July 17, 2026

On January 17, 2026, Governor Murphy signed into law legislation expanding the New Jersey Family Leave Act (NJFLA). Beginning July 17, 2026, significant amendments to the NJFLA will expand job-protected family leave to smaller businesses and more employees across the state. The new law broadens coverage by lowering the threshold for private employers from 30 employees to 15 employees, meaning many smaller businesses will now be subject to the NJFLA. Employees of state and local government agencies will continue to be covered regardless of the size of the employer. The amendments also make it easier for employees to qualify for leave. Under the revised law, an employee will be eligible after three months of employment and at least 250 hours worked during the preceding 12 months, replacing the previous requirement of 12 months of employment and 1,000 hours worked. Currently, New Jersey's Temporary Disability Insurance (TDI) and Family Leave Insurance (FLI) programs provide eligible employees with wage replacement while they are on leave but do not independently guarantee job protection. The recent amendments to the New Jersey Family Leave Act (NJFLA) expand these protections by extending job-protected leave to additional employees. Under the amended law, employees receiving TDI or FLI benefits may be entitled to return to the same position they held before taking leave, or to an equivalent position with the same seniority, status, pay, and benefits. Although the legislation also states that it does not expand or modify an employee's reinstatement rights under the NJFLA, the amendments appear to provide job protection to eligible employees receiving TDI or FLI benefits without requiring them to separately satisfy the eligibility requirements of the NJFLA or the federal Family and Medical Leave Act (FMLA). As a result, some employees may be entitled to longer periods of job-protected leave than were previously available under existing law. With these amendments, New Jersey continues to strengthen workplace protections by expanding access to job-protected family leave for eligible employees. These changes significantly expand access to job-protected family leave and may require employers to update their leave policies, employee handbooks, and HR practices. Notably, employers who were previously not required to administer NJFLA may need to amend their policies and/or create new protocols to come into compliance with the NJFLA. Failure to do so would prove costly, as the penalties for non-compliance are significant.

Casey Alan Coyle Joins Marshall Dennehey's PA Appellate Practice as a Shareholder in Harrisburg and Philadelphia

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Marshall Dennehey Expands Leading Pennsylvania Appellate Practice With Addition of Shareholder Casey Coyle