Sexual Assault at Work Attorney

Yes. If your employer knew or should have known that the assailant posed a risk and failed to take preventive action, the employer can be held liable for negligent hiring, supervision, or retention. Under California and New York law, employers who ignore prior complaints about an employee's predatory behavior are particularly vulnerable to liability.

Yes, you should consider filing a police report. Criminal and civil proceedings are separate — a criminal case addresses punishment, while a civil case addresses your compensation. A criminal conviction can strengthen your civil case, but you do not need a criminal conviction to win a civil lawsuit. California has eliminated the statute of limitations for criminal sexual assault.

California extended the statute of limitations for sexual assault claims to 10 years under CCP § 340.16 (effective 2019). For FEHA claims involving sexual harassment/assault, you have three years to file with the Civil Rights Department. New York's Adult Survivors Act and the Look-Back Window have expanded filing deadlines. Federal Title VII claims have a 300-day EEOC filing deadline.

Damages can be substantial: medical expenses, therapy costs, lost wages, future earning capacity, emotional distress, pain and suffering, and punitive damages. California prohibits confidentiality clauses in sexual assault settlements (CCP § 1001). New York law similarly restricts NDAs in sexual harassment settlements unless the complainant prefers confidentiality.