Stuart Jackson has been practicing in the employment law field for over twenty-five years and focuses his practice on advising employers on compliance with civil rights/employment laws and developing personnel policies, employment agreements and covenants not to compete. Jackson most recently has focused his time on assisting employers on medical marijuana and COVID-19 related paid leave issues, and defended employers in wage and hour class and collective action litigation.
Jackson defends employers in federal and state court litigation and appeals, including claims under Title VII of the Civil Rights Act of 1964, the Americans with Disabilities Act, the Family and Medical Leave Act, the Age Discrimination in Employment Act, the Fair Labor Standards Act, 42 U.S.C. Sections 1981 and 1983 and state law claims involving trade secrets, non-compete agreements, arbitration agreements, wrongful discharge, the Arkansas Civil Rights Act and the Arkansas Minimum Wage Act.
Jackson’s more recent experience includes:
- Co-counsel in a disability discrimination and retaliation case tried in March 2015. The jury returned unanimous defense verdicts on the disability claims, and the Court granted the defense a directed verdict on the retaliation claim.
- Co-counsel in a contested race and disability discrimination case in September 2014. The jury returned defense verdicts on the discrimination claims.
- Co-counsel for an Arkansas hospital facing claims of due process violations. The court granted the hospital’s motion for summary judgment and the Eighth Circuit affirmed the district court's ruling.
- Co-counsel defending a regional company in wage and hour claims asserting both class and collective actions. The Court recently denied the plaintiff's motion for class certification.
- Lead counsel for a medical insurance provider in a race discrimination and retaliation lawsuit. The court granted the provider's motion for summary judgment and the Eighth Circuit affirmed the district court's ruling.
- Lead counsel defending numerous EEOC charges against public entities and private companies.