Danielle H. Moore 

Danielle H. Moore specializes in employment class action defense as a partner at Fisher & Phillips LLP. She joined the firm in 2006 and, as a young partner, she founded and co-chaired the Fisher Phillips Women’s Initiative and Leadership Council to mentor rising women attorneys across the U.S.

“When I first got out of law school, I did construction defect work, and I didn’t love it. It wasn’t for me,” she said. “So I blanketed my résumé all around California and found I really liked the people and culture here. And within six months, I really loved employment law.”

A fresh wrinkle in Moore’s practice is her use of a new artificial intelligence program her firm helped develop. Fisher Phillips says it is one of the first major law firms to deploy the technology firm-wide. Named co-counsel and produced by the legal AI company Casetext, Inc., the software employs GPT-4, the most advance language model from OpenAI.

“It’s phenomenal,” Moore said. “I can start with a legal question, and within five minutes, it produces an analysis that would take an associate five hours. I use it on all my cases. It’s terrific for employment law.”

The firm said its knowledge management team worked closely with Casetext to help create a version of the tool that is knowledgeable, reliable and secure enough for use by legal professionals. It added that the GPT-4 version passed the Uniform Bar Exam in the top 10% — where GPT-3.5’s version landed in the bottom 10%

“You have to use it responsibly, of course,” Moore said. “You double-check all the citations, all the work, for example. You can ask it to write a four-page brief. Then you can ask it to put in a more persuasive tone — and it will. I’ve been using it for about six months.”

Moore doesn’t name clients, but in one recent matter, she advised a corporation on a high-stakes wage and hour class action and steered the case to an early, favorable resolution.

The matter involved several claims, including a PAGA action. Moore and her team’s early analysis of her client’s potential liability led to negotiations that persuaded opposing counsel to resolve the matter for a six-figure sum.

“Clients sometimes throw good money after bad litigating these issues,” Moore said. “It’s hard to comply with the Labor Code 100 percent. If we learn early on that we have concerns, we’re at an advantage because the other side doesn’t know it yet. We’re both incentivized to come to a resolution before putting much time into it.”

—John Roemer