Workplace Sexual Assault Personal Injury Lawyer in Dallas
What Is a Workplace Sexual Assault Personal Injury Claim?
When sexual assault happens at work, most people assume their only legal option is an employment law claim, like a sexual harassment charge filed through the EEOC or the Texas Workforce Commission. Those claims are real, and Carter Law Group handles them. But they come with a ceiling. Federal employment law caps the damages a jury can award based on the size of the employer.
A workplace sexual assault personal injury claim is different. Instead of going through the employment administrative process, it treats the assault as what it is: a physical harm. Personal injury claims are not subject to the same damages caps. They allow a jury to award the full scope of what the survivor has suffered, including physical pain, emotional distress, lost income, medical expenses, and punitive damages, without a cap tied to employer size.
This distinction matters because employment damages caps can limit a verdict to as little as $50,000 for smaller employers or $300,000 for the largest, regardless of how severe the assault was. A personal injury claim removes that ceiling.
Carter Law Group identifies and pursues workplace sexual assault cases under personal injury legal theories when the facts support it. The defendant may be the employer (for negligent hiring, supervision, or retention), the individual who committed the assault, or both.
When a Workplace Assault Becomes a PI Claim
Your employer may be liable under personal injury theories if they knew about the person's behavior, had prior complaints, and failed to act.
Company retreats, holiday parties, conferences, and off-site meetings can give rise to employer liability if the employer created or allowed the conditions.
If the assault occurred on employer-controlled property, the employer or property owner may be liable for inadequate security under premises liability law.
When management received complaints about the assailant's behavior before the assault and failed to investigate, remove, or discipline, that failure can support a negligence claim.
Employers have a duty to protect workers from foreseeable harm. If your employer knew a client posed a danger and did nothing, you may have a PI claim.
If the person who assaulted you had a documented history of misconduct and your employer kept them on staff, that pattern strengthens a negligent retention claim.
What to Do After a Workplace Sexual Assault
01
Get to a safe place
Your physical safety comes first. If you are in immediate danger, call 911. If you are no longer in danger but are at work, remove yourself from the situation. You do not owe your employer an explanation in the moment.
02
Seek medical attention
Go to a hospital or see a doctor as soon as you are able. A medical examination creates a record of your injuries. If you go to a hospital, ask about a Sexual Assault Nurse Examiner (SANE). Medical records created close to the time of the assault carry significant weight in a legal case.
03
Preserve evidence
Save anything that documents what happened. Text messages, emails, photos of injuries, screenshots of communications with the assailant, internal HR complaints, and witness contact information all matter. Do not delete anything, even if it seems minor.
04
Report to your employer (when safe to do so)
Texas law and federal law both create stronger legal positions when you report through internal channels like HR, a supervisor, or a compliance line. But reporting is not always safe, and the decision to report is yours. If you are afraid of retaliation, talk to a lawyer first. Carter Law Group also handles workplace retaliation claims.
05
Talk to a lawyer before signing anything
Your employer may ask you to sign a statement, accept a severance package, or enter mediation. Do not sign anything until you understand your legal options. Carter Law Group offers a free consultation, and you will not pay anything out of pocket.
How Carter Law Group Handles These Cases
01
You tell us what happened. We listen, we believe you, and we evaluate your legal options. Amy Carter personally reviews every case the firm considers taking.
We determine whether your case supports a personal injury claim, an employment claim, or both. Many workplace sexual assault cases involve multiple legal theories, and we pursue all of them.
02
We gather evidence, interview witnesses, retain experts when needed, and prepare the case for litigation. Our team handles everything. You pay nothing out of pocket at any stage.
03
We pursue the strongest possible resolution. If the defendant makes a reasonable offer, we advise you on whether to accept. If they do not, we take the case to trial.
04
Most firms stop at settlement. Carter Law Group prepares every case as though it will be tried, and that changes how defendants negotiate from the very start.
05
YEARS TO FILE A TEXAS PI CLAIM
Filing Deadlines for Workplace Sexual Assault Claims
Texas personal injury claims are generally subject to a two-year statute of limitations from the date of the assault. That means you typically have two years from the date the assault occurred to file a lawsuit.
The deadline can shift depending on the facts. If the assault was part of an ongoing pattern, if you did not immediately realize the full extent of your injuries, or if the defendant took steps to conceal what happened, exceptions may apply.
If you are also pursuing an employment law claim (such as a sexual harassment charge through the EEOC or TWC), that process has separate deadlines. You must file an administrative charge within 180 to 300 days of the discriminatory act, depending on whether you file at the state or federal level.
Running both a PI claim and an employment claim at the same time requires careful coordination of these overlapping deadlines. Call Carter Law Group as early as possible so the firm can map out the timeline and make sure nothing expires.
You Will Not Pay Anything Unless We Win
Why Survivors Choose Carter Law Group
Female-led, from intake to trial
Every attorney at the firm is a woman. Most of the staff is too. Clients regularly tell us the female-led team is what made them call, and that includes men. For survivors of sexual assault, this matters.
Trial readiness changes the math
Most employment and PI firms settle every case. Carter Law Group has tried four cases to verdict in the last two calendar years. Defendants negotiate differently when the firm across the table actually goes to court.
We handle the complexity
Workplace sexual assault cases often span multiple legal theories: PI, employment, premises liability, and sometimes more. Amy Carter spent decades in complex pharmaceutical and product liability litigation, giving the firm the structure to handle cases other firms turn away.
No cost to you unless we win
Many employment firms charge for consultations or require a retainer to start. Carter Law Group charges nothing upfront and only collects a fee if the case succeeds.
Trial Results That Demonstrate What We Do in Court
Products liability case tried to verdict, demonstrating the firm's trial capability under personal injury law.
Products liability case tried by Amy Carter as part of a decades-long record in personal injury litigation.
Racial discrimination case tried to verdict in Texas, showing the firm wins employment-adjacent claims before a jury.
Meet the Attorneys Who Handle These Cases
Amy reviews every case and conducts the initial interview. She brings decades of PI trial experience, including cases requiring fluency in medicine, engineering, and genetics.
Heather leads pre-litigation strategy, handling evidence gathering, demand letters, and early negotiation. She coordinates any parallel employment claim alongside the PI case.
Kassi takes over once a case moves to litigation. Harvard Law graduate and former Counsel to a United States Senator, she leads the firm's trial preparation and second-chairs complex matters.
What Clients Say About Working With Us
Common Questions About Workplace Sexual Assault PI Claims
What is the difference between a harassment claim and an assault PI claim?
A sexual harassment claim goes through the employment law process. You file with the EEOC or TWC, wait for the administrative investigation, and then potentially file a lawsuit under Title VII or the Texas Labor Code. These claims are subject to damages caps based on employer size.
A personal injury claim treats the assault as a physical harm and goes directly to court. There is no administrative filing requirement, no damages cap, and the case is governed by Texas personal injury law. Carter Law Group evaluates every workplace assault case for both types of claims.
Who is the defendant in a workplace sexual assault PI case?
The defendant depends on the facts. It could be the employer for negligent hiring, negligent supervision, or negligent retention of the person who committed the assault. It could be the individual assailant. It could also be a property owner if the assault happened on premises with inadequate security. In many cases, there are multiple defendants.
Can I file both an employment claim and a PI claim?
Yes. A workplace sexual assault can support both an employment law claim (sexual harassment) and a separate personal injury claim. The two cases proceed on parallel tracks with different rules, different deadlines, and different potential recoveries. Carter Law Group handles both.
What are damages caps, and why do they matter here?
Under Title VII and the Texas Commission on Human Rights Act, the damages a jury can award in an employment case are capped. For employers with 15 to 100 employees, the cap is $50,000. For employers with more than 500 employees, the cap is $300,000. A personal injury claim removes this cap entirely. For severe workplace sexual assault, the PI theory often leads to a significantly larger recovery.
What if my employer fires me for reporting the assault?
That is retaliation, and it is illegal under federal and Texas law. Retaliation is one of the most provable claims in employment law. If you were terminated, demoted, or otherwise punished for reporting a workplace sexual assault, Carter Law Group handles workplace retaliation claims alongside the assault case.
Do I need a police report to file a civil case?
No. A civil personal injury case and a criminal prosecution are separate. You do not need to file a police report, press criminal charges, or participate in a criminal case to pursue a civil claim. A police report and any criminal proceedings can provide useful evidence, but they are not required.
How much does it cost to hire Carter Law Group?
Nothing upfront. Carter Law Group works on contingency with no consultation fees, no retainers, and no hourly billing. The firm covers all litigation costs. You pay nothing unless the firm wins your case.
