Washington, DC Lawyers Who Hold the Attacker’s Employer Responsible for Sexual Abuse
Experienced representation for victims of sexual abuse or harassment in the workplace
Employers do not have the right to take advantage of their workers. Moreover, employers are required to take prompt and appropriate corrective action when they become aware of misconduct. An employer’s potential liability depends on who engaged in the misconduct and whether the employer knew or should have known and failed to take appropriate action.
At Nace Law Group Accident & Injury Lawyers, we work with you, sexual abuse professionals, and through the discovery process to show that your employer had a duty to respect you, to judge your abilities based on your work skills, and to protect you from harm. Call our DC sexual abuse and harassment lawyers today to hold employers liable for your emotional trauma, physical harm, and financial damages. We’ve been fighting for personal injury victims in Washington, DC, for 40+ years.
How can we help?
- What is sexual abuse?
- How does sexual abuse in the workplace differ from sexual harassment in the workplace?
- What are the requirements for holding an employer responsible for sexual abuse and sexual harassment in Washington, DC?
- What type of physical and emotional harm does employer sexual abuse cause?
- What compensation can workers receive for sexual abuse in the workplace?
- What compensation can workers receive for sexual harassment in the workplace?
- FAQs
- Do you have a Washington, DC lawyer who files claims against employers for sexual abuse by an attacker?
What is sexual abuse?
Sexual abuse is any type of “unwanted sexual activity or behavior where consent is not freely given.” Sexual abuse includes rape, sexual assault, exploitation, and molestation.
How does sexual abuse in the workplace differ from sexual harassment in the workplace?
The laws, jurisdictions, processes, and rules for filing sexual abuse and sexual harassment claims differ. We can explain which laws protect you, what evidence you need, where your case is heard, and what compensation you can receive – depending on whether you have a sexual abuse claim or a sexual harassment claim.
Many sexual abuse-related civil claims may be filed in D.C. Superior Court, but the appropriate venue depends on the legal claims involved, including whether federal law applies.
Depending on the law invoked, claims may be filed with the Equal Employment Opportunity Commission (EEOC) or the DC Office of Human Rights. We’ll explain when you can also file a claim with the appropriate federal or DC court.
Sexual harassment is prohibited as a form of sex discrimination under Title VII of the Civil Rights Act of 1964 and applicable DC law.
The victims of sexual abuse or harassment in the workplace include employees, independent contractors, part-time workers, and unpaid interns.
What are the requirements for holding an employer responsible for sexual abuse and sexual harassment in Washington, DC?
Civil sexual abuse claims include nonconsensual sexual acts or conduct.
Sexual harassment claims, by contrast, may include unwelcome verbal, visual, or physical conduct—such as jokes, comments, or images—that create a hostile work environment or involve quid pro quo demands.
Sexual abuse claims
Employers may be held vicariously liable for misconduct by supervisors under established legal standards, while liability for coworker conduct typically depends on whether the employer knew or should have known and failed to act. Employers will normally argue that any sexual abuse by an employee is not within the scope of the employee’s employment.
Preventive measures include:
- Conducting background checks on employees
- Creating and implementing sexual abuse prevention policies in writing
- Encouraging the reporting of sexual abuse in the workplace
- Investigating complaints of sexual assault and abuse
- Disciplining or firing anyone who commits sexual abuse
- Educating the work staff about sexual abuse in the workplace.
Employers may be held liable for sexual abuse when supervisors or management engage in misconduct, particularly where their authority enabled the conduct, or under theories such as negligent hiring, supervision, or retention.
Sexual harassment claims
Generally, employees can, depending on which law applies, file a sexual harassment claim against their employer if:
- The harassment is unwelcome conduct
- The harassment is based on one or more of the following:
- Race
- National origin
- Color
- Age (40 or older)
- A disability
- Religion
- Sex (including sexual orientation, transgender status, or pregnancy)
- Genetic information, including family medical history
- Other criteria
- One of the following applies:
- Enduring the harassment becomes a condition of employment (called quid pro quo harassment)
- The harassment creates a hostile, abusive, or intimidating environment. Under C. law, courts look at the 'totality of the circumstances' to determine if the conduct unreasonably altered your working conditions.
You can also file a sexual harassment claim if your employer retaliates because you file a sexual harassment claim or support someone else’s claim (such as by testifying on their behalf).
Workers can file a sexual harassment claim even if they are not the target of the sexual harassment, provided they are affected by the sexual harassment.
What type of physical and emotional harm does employer sexual abuse cause?
Sexual abuse and sexual harassment in the workplace can cause:
- Physical consequences
- Sexual assault
- Unwanted pregnancy
- Sexually transmitted infections
- Other physical injuries
- Emotional consequences
- Anxiety
- Depression
- Post-traumatic stress disorder (PTSD)
- Self-harm
- Other types of emotional trauma
- Workplace consequences
- Job termination
- Denial of a deserved promotion
- Loss of pay
- Other financial damages
What compensation can workers receive for sexual abuse in the workplace?
At Nace Law Group Accident & Injury Lawyers, we work with your doctors and our network of doctors to show just how devastating and traumatic sexual abuse is. We seek compensation for all your past, current, and future damages, including:
- Medical bills for any physical injuries
- Medical bills for the psychological counseling and mental health counseling you need and will continue to need
- The loss of income and benefits
- The inability to keep and maintain healthy relationships
- The inability to enjoy life’s pleasures
- We may also seek punitive damages for intentional and malicious behavior
In workplace sexual abuse cases, compensation may also reflect the impact on your career, including lost advancement opportunities, damage to your professional reputation, and the loss of a safe and supportive work environment.
What compensation can workers receive for sexual harassment in the workplace?
In cases involving sexual harassment due to violations of federal or DC laws, we may also seek (in addition to the damages described above for sexual abuse claims):
- Attorney’s fees
- Statutory damages
- Court orders may require that your employer create and implement policies and procedures to protect workers from sexual assault, sexual abuse, and sexual harassment.
FAQs
What is the timeline for filing a sexual abuse or sexual harassment claim against an employer?
Don’t wait. Please contact us as soon as you can to protect your rights and to help ensure that you are receiving the medical care you need. Chances are, the person who is committing sexual abuse could be abusing other workers.
Each case is different. The statute of limitations also varies for Washington, DC claims and federal claims, abuse and harassment claims, and other factors. We’ll explain the specific statute of limitations and notice requirements for your situation.
What resources are available for workers who suffer sexual abuse?
A few Washington, DC resources that sexual abuse, harassment, assault, and rape victims can use include the following:
- Metropolitan Police Department of the District of Columbia. This link includes departmental resources, liaison units, national resources (such as RAINN), local resources (such as the DC Child and Family Services Agency), financial assistance resources, deaf and hard-of-hearing sexual assault resources, and other resources.
- DC Coalition to End Sexual Violence. This group provides a DC victims’ hotline, helpful guidance, and other survivor-focused resources.
- The DC Rape Crisis Center.
- DC Forensic Nurse Examiners.
- The Johns Hopkins Bloomberg School of Public Health provides many resources.
Do you have a Washington, DC lawyer who files claims against employers for sexual abuse by an attacker?
Yes, we do. Our main office, near the Washington Harbour in Georgetown, is located at 1025 Thomas Jefferson St NW #810, Washington, D.C. 20007. We also conduct consultations by phone and through online video. If your trauma prevents you from traveling, we can discuss alternate arrangements.
We’re here to explain your rights and fight to hold your employer accountable.
Contact our Washington, DC lawyers when employers commit sexual abuse or fail to protect you from sexual abuse
Employers have no right to condition your job on sexual conduct. They are expected to maintain policies and take reasonable steps to prevent and address workplace misconduct under applicable federal and D.C. law. At Nace Law Group Accident & Injury Lawyers, we work to maximize your sexual assault claim to obtain justice for you and help protect other workers from sexual abuse.
Please call us or complete our contact form to schedule a free consultation. We’re ready to help you now.