I would expect a request for depositions from Susie, the AD (others in AD office, consultants, etc.) and anyone else in the decision making or discussion process that will get statements as to any discussions related to the decision to fire Ollie going back a couple of years at least with the sole purpose of examining the extent to which UConn basketball performance (losing, transfers, attendance, etc.) played in the discussions. Make UConn prove that the reason he was fired are solely due to those mentioned in the termination letter. I would expect some difficulty in the trail of discussions, some outside guys who would also be brought in (JC perhaps) and even some "memorialization and notes to meetings" that might say some stuff UConn would rather not have anyone see.
For example, if discussions were held between the AD and Herbst related to basketball team performance before the violations were brought to their attention and included discussions about the difficulty firing Ollie with the buyout I'd like to have that info to argue claiming cause to cover intent to fire for poor team performance and avoid the buyout.
If UConn violated Ollie's right to suppress the Miller statement it could be claimed that UConn's error mortally wounded Ollie's ability to get another NCAA coaching job having this unsubstantiated claim in the public domain. That could be worth millions. Pearl got another job, Sampson got another job (and neither of these guys won a NCAA championship) so even with poor performance Ollie had a shot at another job with the type of violations claimed in the firing - paying a recruit it's over; being charged with paying a recruit which you can't "unprove" would have just about the same effect as if he actually did it.
UConn could have paid Ollie (not saying they should have) and ended it. Now you deal with it. You hired him, gave him an extension and put the "cause" statements in there. You know the process for termination of an employee, don't complain when he fights back just as hard as you when your initial position was he was fired for cause and was due nothing (regardless of what your negotiating stance actually was, the firing was for cause and he was due nothing).