Sanderson Farms, Inc.
26 distinct federal cases coded as employment matters from public court records (2003–2024)
5 trusted published court opinions across 5 distinct cases
What public court records show
In public federal court records, Sanderson Farms, Inc. is named as a party in 26 federal cases coded as employment matters between 2003 and 2024.
The most common claims on record were Retaliation, Wrongful Termination, and Failure To Accommodate.
Cases were filed across 2 states, most often in MS.
These figures summarize publicly available U.S. federal court records only. Most workplace disputes are resolved privately and never appear in litigation. A case outcome reflects many factors and is not a finding that any employer violated the law.
Written decisions across 5 distinct cases.
Jurisdictions represented in the analyzed opinions.
About this employer
Sanderson Farms, Inc. appears in 5 trusted published federal employment opinions. The most recent written decision on record:
Matson v. Sanderson Farms, Inc. (2019) — Defendant Win. An employee at Sanderson Farms claimed the company discriminated against him based on a disability, failed to provide necessary workplace accommodations, and retaliated against him for taking protected medical leave. Read the ruling.
The published opinions primarily involve Retaliation (3 of 5), Wrongful Termination (3 of 5), Disability Discrimination. Browse the linked claim hubs for outcome statistics and other employers facing the same allegations. Retaliation, Wrongful Termination and Disability Discrimination.
Applicable statutes referenced across these rulings include: NLRA (29 U.S.C. §§ 151-169) — The National Labor Relations Act (NLRA) protects the rights of employees to organize, form or join labor unions, bargain collectively through representatives of their choosing, and engage in other concerted activities for mutual aid or protection. See the NLRA reference page for filing deadlines, employee thresholds, and remedies. NLRA.
Published opinions span Mississippi (2), Texas (1). Browse state-specific employment rulings for jurisdictional patterns. Mississippi rulings and Texas rulings.
These published opinions sit within the manufacturing sector, where OSHA whistleblower, FMLA, and disability-accommodation claims are most common.
Claim Types
What these numbers mean
A case is one lawsuit, identified by its court and docket number. The docket is the running court record for that same case — it is not an extra case.
A published opinion or ruling is a written court decision. One case can produce several opinions, so opinion counts and case counts answer different questions. Only trusted, reportable opinions are used in the outcome statistics on this page.
Docket entries are the individual filings inside a case — motions, orders, scheduling notices. We read them to confirm a case is real and to see where it got to, but an entry is never counted as a case or as an outcome. A single case can generate hundreds of entries.
Far fewer opinions than cases is normal. Many employment cases settle privately or close without a published opinion. No opinion here does not mean the worker lost; it means this public record does not show a reportable result.
Everything on this page comes from public federal court records. Where we are not confident a record is accurate, we leave it out rather than guess.
Federal court cases
public court recordsOne row per court+docket case · written opinions stay grouped inside their case · plaintiff names redacted
Other court records naming this party
2 published opinions name this party but are not coded with an employment claim. Some are labor, unemployment or workers’ compensation matters whose claim type was not recorded; others are not employment disputes at all. They are not counted in any figure on this page, and no outcome is shown for them.
Other employers with published opinions
Browse trusted published opinions involving other employers.
Data sourced from public federal court records via CourtListener.com. Case outcomes extracted using AI analysis. This information is for educational purposes only and does not constitute legal advice. The presence of an employer on this page does not imply wrongdoing — many cases are dismissed or resolved without findings of liability.