Newton Sexual Harassment, Discrimination, & Employment Lawyer Danielle Jurema Lederman


Attorney Danielle Jurema Lederman is an associate at the firm, where she practices in all areas of civil litigation, with an emphasis on plaintiff-side employment law. Her principal areas of practice include representing clients in sexual harassment, discrimination, retaliation, wrongful termination, and wage and hour matters.  She also represents clients in contract negotiations, including agreements relating to terms of employment, severance, and non-competes. Ms. Lederman recently prevailed at trial, with Matthew Fogelman, securing a $1.2 million verdict in an age discrimination case in Norfolk Superior Court.


Outside of practicing law, Ms. Lederman enjoys traveling and following World Cup soccer.

J,D., Northeastern University School of Law
  • Senior staff member on the Northeastern University Law Journal
  • Competed in the Hispanic National Bar Association’s Moot Court
  • Participated in a legal clinic which provided criminal defense representation to indigent clients
  • Interned at the United States Attorney’s Office, a large international financial institution, and a mid-sized civil law firm in Boston.
B.S., cum laude, Chemistry, University of Florida
  • Massachusetts
  • United States District Court for the District of Massachusetts
  • Member, Boston Bar Association
  • Member, Women’s Bar Association
  • Member, Massachusetts Employment Lawyers Association (MELA).
Prior to joining the firm, Ms. Lederman litigated employment cases at a Boston-based non-profit organization, clerked for a federal magistrate judge, provided support for in-house counsel at a large construction equipment company, and served as a Law Fellow for Northeastern University School of Law's Community Business Clinic.  While attending law school, Ms. Lederman interned in the United States Attorney's Office, a larger international financial institution, and a mid-sixed civil law firm in Boston.

About My Practice

My role is to help victimized employees and to stop wrongful workplace conduct. In some situations, demand letters may be appropriate; in other cases, litigation may be warranted.  Sometimes clients have been terminated before they come to our firm, which may be the result of discrimination or retaliatory claims (such as complaining about sexual harassment).   In these cases, not only have clients been victimized, they also must face the prospect of finding a new job.  Other clients are not paid the wages they are owed. I help empower clients so that they can make the decisions that are right for them with respect to how to proceed with their matter.  This law firm works resolutely in seeking to achieve client objectives. Clients should know that when they retain our firm, powerlessness ends, and their employer will be held to account for wrongful workplace conduct and violating community safety rules that protect all of us.    

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