Danielle Fuschetti is a Partner in the San Francisco office who works primarily on matters ranging from private negotiations to class action lawsuits.
David Sanford and Danielle Fuschetti helped me with two cases with great results. They were attentive to detail from the first call and assisted me every step of the way with an unbelievable work ethic. It took David and every brilliant team member's hard work to achieve a satisfactory outcome. I am forever grateful for being able to find such a great team to work with. The team at Sanford Heisler consists of great people who are not only very skillful in the legal domain, but are also wonderful human beings with the highest degree of empathy for their clients. They helped me to go through the process of a lengthy legal battle with relative ease because I was confident that they were behind me to support, to consult, to help. David exemplifies how a great lawyer and human being should behave and conduct business. The firm he built is wonderful and I would recommend anyone who has any doubt in their workplace to contact David and Sanford Heisler Sharp. A Female Director in a Tech Company
Danielle Fuschetti is a Partner in the San Francisco office of Sanford Heisler Sharp, LLP, a national law firm with offices in the District of Columbia, New York, California, Tennessee, and Maryland. She received her J.D. from the University of Michigan School of Law and her B.A. magna cum laude from Dartmouth College.
Ms. Fuschetti represents workers in matters ranging from private negotiations to class action lawsuits.
Ms. Fuschetti’s first internships were with legal services organizations providing direct legal assistance to indigent clients at Pine Tree Legal Assistance in Machias, Maine, and New Hampshire Legal Assistance, in Concord, New Hampshire. She went on to clerk in the Office of General Counsel in the Appeals Division of the Equal Employment Opportunity Commission, where she worked on amicus briefs addressing the rights of pregnant and disabled workers. After law school, Danielle litigated a wide range of employment law cases at a boutique employer defense firm before joining Sanford Heisler Sharp, LLP.
During law school, she was an Article Editor for the Michigan Journal of Gender and Law and an editor of the Michigan Journal of Environmental and Administrative law. She also externed at the Center for WorkLife Law in San Francisco, where she worked on policy issues affecting pregnant workers and those with caregiving responsibilities and co-authored a law review article titled “A Sip of Cool Water: Pregnancy Accommodation After the ADA Amendments Act, 32 Yale L. & Pol’y Rev. 97 (2013).” Ms. Fuschetti is currently a board member at the Center for WorkLife Law.
In addition to helping workers assert their rights in court, Danielle enjoys writing and speaking about the law and participating in pro bono advocacy.
- J.D., University of Michigan School of Law, 2013
- Article Editor, Michigan Journal of Gender and Law
- Editor, Michigan Journal of Environmental and Administrative Law
- B.A., Dartmouth College, 2010, magna cum laude
- Office of General Counsel in the Appeals Division of the Equal Employment Opportunity Commission
- California, 2013
- The Ninth Circuit Court of Appeals
- Northern District of California
- Central District of California
- Southern District of California
The plaintiff is former Ogletree equity partner Tracy Warren, who filed the representative action on behalf of herself and other similarly situated current or former female attorneys employed in California at the storied defense-side labor and employment firm. Ms. Warren filed the action under the California Labor Code Private Attorneys General Act of 2004 (PAGA).
The complaint asserts that Ogletree uses a number of tactics to shortchange female shareholders in pay and promotions. The firm manipulates allocation of origination credits by unfairly attributing such credits to male shareholders, even when women at the firm are the ones who bring in the client.
Sanford Heisler Sharp has filed claims that through the use of a long and confusing set of Terms and Conditions issued to each sales representative with his or her compensation plan, Oracle unlawfully and retroactively reduced the commissions of sales representatives based on grounds, criteria, and methods not defined in a signed commission contract. The case is currently in discovery and continuing investigation.
The Complaint, which is filed on behalf of three female associates currently employed at MoFo, alleges the international law firm practices systemic gender discrimination against female lawyers, particularly those who are pregnant or have children.
In March 2017, Sanford Heisler Sharp filed a class action complaint on behalf of Plaintiff Martin Fletscher and other California insurance inspectors who were classified by Overland Solutions, Inc.
This case has been settled and the class settlement is pending court approval. If the Court approves, Western Digital will make a non-reversionary payment of $7.75 million to settle class claims for gender discrimination and unequal pay for female employees.
Case Description Case Type: Gender Discrimination Company: SeaSpine Holdings Inc. Click here to read Exhibit B – Press Release
In addition to monetary relief, the settlement requires Qualcomm to institute comprehensive programmatic relief, which will ensure that female employees working, for example, in STEM and related positions will enjoy equal job opportunities at the company. The settlement on behalf of a class of approximately 3300 women was reached before Plaintiffs filed suit.
Daiichi Sankyo Gender Pay, Promotion and Pregnancy Discrimination Class Action – $8.2 Million Settlement
In February 2013, six current and former female pharmaceutical sales professionals filed a $100 million class and collective action gender discrimination lawsuit against Daiichi Sankyo in the U.S. District Court for the Northern District of California, alleging discrimination in pay, promotion and other terms and conditions of employment based on gender, pregnancy and family responsibilities. The case was settled for $8.2 million in 2016.
The popular women’s basketball head coach was terminated by San Diego State University with four years left on her new 5-year contract after the women’s Aztecs basketball team completed a record-breaking 27-win season. The institution initially claimed its decision to remove Burns was based on her actions during a 2013 home game between her Aztecs and Colorado State University, during which she had incidental physical contact with a male assistant coach on the Aztecs’ bench during the heat of the close game.
- Sanford Heisler Sharp Announces Ten Promotions For 2021
- Fuller Seminary’s Claims of Religious Exemption from Federal Codes May Not Be Enough in Same-Sex Discrimination Case
- MoFo Settles With 5 ‘Mommy Track’ Accusers In $200M Suit
- Sanford Heisler, The Firm Helping Female Lawyers Sue Big Law
- Ogletree Lawyer’s Pay Bias Case Must Be Arbitrated Solo
- Male-Dominated Ogletree Underpays Female Attys, Suit Says
- Sanford Heisler Sharp Takes On Equifax In Data Breach And Privacy Class Action
- Credit Card Companies Want You to Give Up Your Right to Sue Them. Here’s How to Opt Out
- Qualcomm enters $19.5 million gender bias settlement
- Qualcomm settles gender-discrimination lawsuit
- Northern California Super Lawyer Rising Star, 2018-20
- CAOC Consumer Attorneys of the Year, Nominee, 2018
- Bar Association of San Francisco, Justice and Diversity Center, Outstanding Volunteer, 2017
If you are an employee in the United States, you probably have given up your constitutional right to access the courts and receive a trial by a jury for claims against your employer, or will soon do so. Many, if not most, large employers impose arbitration agreements (sometimes misleadingly referred to as “policies”) on their […]
The coronavirus pandemic is changing the face of work. Many employees are working from home, while others are putting in double-time in essential roles. As the economy reopens, employers have implemented and will continue to implement measures designed to limit the spread of Covid-19. At their best, these myriad changes may make employees safer and […]
It’s happened to my friends and no small number of the people who call into our office. They received a job offer, or rather, they were told orally in language they cannot precisely recall, replete with reassuring gestures and talk of the future, that a business with which they have already completed the interview cycle […]
Beginning January 1, 2018, employers in California may no longer inquire into prospective employees’ compensation history. The goal of this measure is to reduce the substantial gaps in pay for female and minority employees. On October 12, 2017, Governor Jerry Brown signed AB 168 into law. The Bill adds a new section containing several important […]
The metaphor of ships passing in the night originated (at least according to Google) from a poem by Henry Wadsworth Longfellow, in a compilation called Tales of Wayside Inn. There, Longfellow laments the disconnectedness of the human condition in lines that seem equally applicable to modern life: Ships that pass in the night, and speak […]
Paid family leave has been at the fore of both the Sanders and Clinton campaigns. According to their campaign websites, both Sen. Bernie Sanders and former Secretary of State Hillary Clinton support creating an entitlement to at least 12 weeks of paid family leave. While paid family leave would be a tremendous step forward, it […]
Arbitration agreements are quickly becoming employers’ best and most common defense against class action lawsuits by their employees. As discussed in the recent New York Times article “Arbitration Everywhere, Stacking the Deck of Justice,” in addition to depriving employees of the opportunity to have their claims heard in court, arbitration agreements often waive employees’ right to […]