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Benjamin D. Sharkey

Principal and Office Litigation Manager
Jacksonville

P 904-638-2661
F 904-638-2656
Benjamin.Sharkey@jacksonlewis.com

Biography

Benjamin D. Sharkey is a Principal and Office Litigation Manager of the Jacksonville, Florida, office of Jackson Lewis P.C. He specializes in the representation of management in all facets of employment law.

Mr. Sharkey has significant federal and state court trial experience throughout the country representing management in cases involving all types of employment litigation, including claims of discrimination on the basis of age, disability, race, national origin, sex, sexual harassment, retaliation, wrongful discharge, whistleblower retaliation, wage hour disputes, breach of contract, and state tort issues. He also has extensive experience prosecuting and defending claims for injunctive relief involving trade secrets, non-competition agreements, non-solicitation agreements, and non-disclosure agreements. Mr. Sharkey’s practice includes single plaintiff, multi-plaintiff, class action and collective action cases.

Mr. Sharkey regularly counsels clients on human resources policies and procedures, reductions in force, employment agreements, restrictive covenant agreements, and wage and hour issues. He also speaks to employer groups on all areas of preventive employment practices.

Honors and Recognitions

Martindale-Hubbell

Professional Associations and Activities

  • Academy of Florida Management Attorneys
  • Chester Bedell Inn of Court
  • Florida Bar
  • Florida Bar Grievance Committee for the Fourth Judicial Circuit, Vice-Chair from 2010-2013
  • Jacksonville Bar Association
  • Jacksonville Chamber of Commerce, Trustee (2009-2010)

Pro Bono and Community Involvement

  • Neighbor to Family, Inc., Board Member

See AllBlog Posts by Benjamin D. Sharkey

Federal Court Interprets Florida and Pennsylvania Law To Endorse Protection Of Salon Services Company’s Customer Relationships And Specialized Information
December 26, 2017

In states that permit the enforcement of non-compete and other restrictive covenant agreements against former employees, companies must still demonstrate that the restrictions are designed to protect a legitimate business interest, and not to simply avoid ordinary competition. In Osborne Assocs. v. Cangemi, Case No. Read More