Workplaces should be safe, respectful spaces where employees are free from fear or exploitation. Unfortunately, some employers and supervisors abuse their power, creating environments where sexual abuse can occur.
If you or someone you know has been a victim of employer sexual abuse in Los Angeles, it’s important to understand that you have rights. Greenberg Gross LLP is committed to supporting survivors with expert legal representation and compassionate care to hold perpetrators accountable.
Advocating for Survivors of Employer Sexual Abuse
Greenberg Gross LLP is dedicated to empowering survivors of workplace sexual abuse. We understand the power dynamics and emotional toll involved in these cases, and our experienced attorneys are committed to protecting your rights and seeking justice on your behalf.
Types of Employer Sexual Abuse Cases
Sexual abuse in the workplace can take many forms, often involving complex legal and emotional issues. Greenberg Gross LLP has extensive experience handling a variety of cases, including:
Abuse by Supervisors or Managers
When individuals in positions of authority misuse their power to engage in sexual abuse, it represents a severe violation of trust. These cases often involve coercion, quid pro quo harassment (exchanging sexual favors for workplace benefits), or threats of retaliation.
Hostile Work Environments
A hostile work environment exists when pervasive abuse, harassment, or inappropriate behavior creates a toxic and unsafe workplace for employees. Even if the abuse is not directly targeted at a specific individual, employers are responsible for addressing these conditions.
Negligent Hiring or Supervision
Employers have a duty to screen employees thoroughly and respond appropriately to complaints or red flags. Failure to do so can result in liability if an abuser is allowed to continue working in an environment where abuse occurs.
Abuse at Work Events or Offsite Locations
Sexual abuse may occur during work events, conferences, or offsite activities where the lines between professional and personal boundaries are blurred. Employers remain responsible for employee safety in these contexts.
Retaliation for Reporting Abuse
California law protects employees from retaliation after reporting abuse or harassment. Retaliation can take many forms, including wrongful termination, reduced hours, negative performance reviews, or exclusion from workplace opportunities.
Common Challenges in Employer Sexual Abuse Cases
Survivors of employer sexual abuse often face significant barriers when seeking justice:
- Power Imbalances: Supervisors and employers often hold authority over victims, making it intimidating and difficult to report abuse.
- Retaliation: Employees may fear retaliation in the form of termination, demotion, or workplace ostracism if they report misconduct.
- Workplace Negligence: Many workplaces fail to address complaints or lack adequate systems to prevent abuse.
- Emotional and Financial Toll: Survivors often struggle with trauma, anxiety, and financial insecurity, especially if their employment is affected by reporting abuse.
At Greenberg Gross LLP, we address these challenges by prioritizing your safety, advocating aggressively for your rights, and ensuring you have the resources to rebuild your life.
Legal Protections for Employees in Los Angeles
California has some of the strongest laws in the country to protect employees from sexual abuse and harassment. These laws hold employers accountable and empower survivors to seek justice:
The Fair Employment and Housing Act (FEHA)
FEHA prohibits sexual harassment and abuse in the workplace. Employers are required to implement anti-harassment policies, provide regular training, and promptly address complaints. Failure to do so can result in significant liability.
Title VII of the Civil Rights Act of 1964
This federal law protects employees from sex-based discrimination, including harassment, in workplaces with 15 or more employees. Title VII establishes clear standards for employer responsibility and prohibits retaliation against individuals who report abuse.
Retaliation Protections
California law explicitly protects employees who report sexual abuse or harassment. Retaliation is illegal and can form the basis for an additional claim in a lawsuit.
California Law on Childhood Sexual Assault (AB 452)
As of January 1, 2024, there is no statute of limitations for filing lawsuits related to childhood sexual assault. Survivors can file claims at any time for assaults occurring on or after this date, regardless of their age or when the abuse was discovered.
Compensation for Employer Sexual Abuse Claims
Survivors of workplace sexual abuse may be entitled to significant compensation, including:
- Medical and Therapy Costs: Coverage for counseling, therapy, and other medical expenses related to the abuse.
- Lost Wages and Career Impact: Compensation for lost income or career opportunities resulting from the abuse or retaliation.
- Emotional Distress: Damages for the trauma, anxiety, and suffering caused by the abuse.
- Punitive Damages: In cases of gross negligence or willful misconduct by an employer, punitive damages may be awarded to deter similar behavior.
How Greenberg Gross LLP Handles Employer Sexual Abuse Cases
Greenberg Gross LLP uses a survivor-focused and strategic approach to address employer sexual abuse cases:
Comprehensive Investigations
Our attorneys conduct detailed investigations into the workplace environment, including:
- Reviewing workplace policies and training programs.
- Examining prior complaints or disciplinary actions against the abuser.
- Gathering witness statements, digital evidence, and employment records.
Aggressive Advocacy
We pursue claims against all responsible parties, including individual abusers, negligent supervisors, and employers who failed to act. Our goal is to hold all entities accountable for their actions or inaction.
Survivor-Centered Legal Strategies
We tailor our approach to the unique circumstances of each survivor, providing compassionate guidance while ensuring your rights are protected. We also work to secure confidentiality to protect your privacy throughout the legal process.
Why Choose Greenberg Gross LLP?
Greenberg Gross LLP is dedicated to empowering survivors by providing legal representation that is both effective and empathetic. Our team understands the sensitivity of these cases and offers:
- Confidential Consultations: Ensuring your privacy while we discuss your case and legal options.
- Survivor-Centered Advocacy: We tailor our strategies to support your specific needs, providing a safe space to voice your concerns.
- Proven Expertise: With a track record of success in complex abuse cases, we know how to pursue justice aggressively and thoughtfully.
Contact Greenberg Gross LLP Today
If you’ve been affected by sexual abuse in the workplace, remember that you are not alone. Taking action can:
- Hold Abusers Accountable: Ensure that those responsible face the legal consequences of their actions.
- Protect Your Rights: Obtain fair compensation for your suffering and losses.
- Promote Safer Workplaces: Encourage changes in policies and practices to prevent future abuse.
Reach out to Greenberg Gross LLP for a free, confidential consultation to explore your legal options. Let us stand by your side as you seek justice and healing.
Frequently Asked Questions (FAQ)
- Can I take legal action if the abuse occurred offsite or after hours? Yes, employers can be liable for abuse even if it occurs during work-related events or offsite activities.
- What types of evidence can support my case? Evidence can include emails, text messages, witness statements, previous complaints, and records of retaliatory behavior. Our team will guide you in collecting and presenting this information.
- Is it possible to keep my identity confidential? Yes, protecting your identity is a priority. We will take all necessary steps to maintain your privacy throughout the legal process.
- What should I do if I fear retaliation? California law prohibits employer retaliation. If you experience adverse consequences for reporting abuse, this can strengthen your case. Consult with an attorney for immediate advice.
- What damages can I seek? Damages may include therapy costs, medical bills, lost wages, and punitive damages for severe employer misconduct.
- How does Greenberg Gross LLP approach these cases? We provide thorough, compassionate, and aggressive representation, ensuring you feel supported while we fight for justice. Contact us today for a confidential consultation.