Jody L. Newman is an employment lawyer, independent investigator and mediator with more than 35 years’ experience in resolving workplace disputes and investigating bias and sexual misconduct cases across workplaces and college campuses.
Jody’s deep experience resolving employment disputes is unique in that she spent most of her career representing individuals in a boutique litigation firm and, more recently, serving businesses in the Boston office of a large global law firm. Jody’s in-depth experience in employment litigation, including numerous jury trials, non-jury, administrative hearings and appeals, made her an early adopter to ADR and collaborative law practices for the valuable closure it achieved for clients without the risks of litigation. Jody is a tenacious and passionate advocate for her clients for whom she has resolved the most entrenched and contentious employment disputes.
Jody’s experience includes representing individuals in all industries from the trades to the C-Suite. She is also well-versed in helping employers avoid being sued through best practices, including the revelations of the #MeToo movement on the ineffectiveness of existing sexual harassment policies. Jody is skilled at keeping employers abreast of the rapidly evolving state and local legislation addressing paid sick leave, paid family and medical leave and pay equity laws, and most recently, advising businesses on their COVID-19 response.
Beyond client advocacy, Jody developed an employment-focused neutral practice as an independent investigator to get to the truth of workplace discrimination and other misconduct claims. She serves as a trainer for human resources professionals on best practices for conducting effective internal investigations. She provides workplace trainings, developing and conducting individualized employment law, implicit bias, and contemporary sexual harassment programs for state entities and businesses. Jody completed mediation training in 2014.
Colleges and universities look to Jody’s strength in conducting independent investigations in gender bias and sexual misconduct claims under Title IX. She is certified to conduct Title IV investigations and serves on a panel of neutral investigators and adjudicators for Harvard Law School.
Jody began her career more than 35 years ago with Collora LLP, serving as Managing Partner from 2007 to 2012, prior to the firm’s merger with Hogan Lovells US, LLP. She is an active member of various nonprofit organizations, including Lawyers for Civil Rights, and the Massachusetts Woman’s Bar Association, devoting significant time to support their missions.
Jody lives in Brookline, Massachusetts with her spouse who is also a lawyer, and her daughter, a recent college graduate who chose science over law and is working at a lab at a local hospital.
- Obtained a multi-million dollar settlement on the eve of trial for a tenured university professor wrongfully terminated following his exoneration in a Title IX investigation
- Following a jury and bench trial involving claims and counterclaims, an interlocutory appeal and a direct appeal to the Supreme Judicial Court, secured a muti-million dollar judgment for an executive whose valuable founder shareholder rights were wrongfully forfeited contrary to the terms of the shareholder agreement.
- Serving as a mediator, mediated highly charged sexual harassment, race discrimination, age discrimination and disability discrimination cases both pre-suit and in entrenched protracted litigation.
- Tried first Sarbanes-Oxley whistleblower case in Boston regional office of the U.S. Department of Labor, representing an executive who was found to have been terminated for trying to insure company adherence to federal securities laws.
- Secured a number of large, six-figure settlements for women executives and professionals adversely affected by gender bias in different commercial sectors.
- Obtained a large jury verdict in glass ceiling gender bias case, and then resolved the case through mediation after the Supreme Judicial Court clarified the proper jury charge instructions in discrimination cases.