Learn more about the Sexual Assault Lawsuit, related issues, and how to file a claim with Carter Law Group attorneys.

 

Sexual Assault in the Workplace: The 7 Risks Teenagers Face

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Teenage workers are at increased risk of sexual assault and sexual harassment in the workplace.

Teenagers entering the workforce are often faced with a unique set of challenges and vulnerabilities, one of which is the increased risk of experiencing sexual assault and harassment.  In fact, the U.S. Equal Employment Opportunity Commission (EEOC) lists young workers as a key risk factor of workplace sexual harassment.  As they navigate the transition from school to employment, it’s crucial to recognize the factors that make teenagers in the workplace particularly vulnerable to these distressing situations. In this blog article, we will explore the reasons behind this vulnerability and discuss the importance of addressing and preventing sexual assault and harassment in the workplace.

Limited Experience and Knowledge: 

One of the key factors that make teenagers in the workplace vulnerable to sexual assault and harassment is their limited life and work experience. Often entering their first job, they may not fully understand their rights or recognize inappropriate behavior. This lack of experience can lead to confusion, making it easier for perpetrators to take advantage of their naivety.

Power Imbalance:

In many workplaces, there’s a distinct power imbalance between teenage employees and their supervisors or older colleagues. This power dynamic can be exploited by those in positions of authority, making teenagers feel powerless to report or resist harassment or assault. Fear of retaliation or job loss further silences young victims.

Peer Pressure:

Teenagers in the workplace may face pressure from their peers to conform to unhealthy workplace norms. They may hesitate to speak out about harassment or assault for fear of being ostracized by coworkers or labeled as troublemakers. Peer pressure can contribute to a culture of silence that allows harassment to persist.

Inadequate Training and Education:

Workplaces often lack comprehensive training and education programs for employees, especially younger workers. This leaves teenagers uninformed about what constitutes harassment or assault and how to report such incidents. Improved training can empower them to identify and address problematic behavior.

Financial Dependence:

Teenagers may rely on their jobs to support themselves or help their families financially. This financial dependence can create a sense of desperation to keep their jobs, even in the face of harassment or assault. Fear of job loss can trap them in abusive situations.

Limited Support Systems:

Teenagers may lack a strong support system at work, as they may not have established relationships with coworkers. Isolation can make them more vulnerable to harassment or assault and less likely to have allies who can help them navigate these difficult situations.

Stigmatization and Victim-Blaming:

Society often stigmatizes victims of sexual assault and harassment, blaming them for what happened. This stigma can be especially harmful to teenagers who may already be dealing with societal pressures, body image issues, and self-esteem challenges. The fear of being judged or blamed may deter them from reporting incidents.

It’s crucial to recognize and address the vulnerability of teenagers in the workplace to sexual assault and harassment. By acknowledging these risks and working to create safer, more supportive work environments, we can protect the rights and well-being of young workers. Employers, educators, and society as a whole must take steps to educate teenagers about their rights, provide support, and foster a culture that prioritizes respect and safety in the workplace. Empowering teenagers to speak out against harassment and assault is essential in creating a more inclusive and secure work environment for all.

For more information on sexual harassment in the workplace, go to Sexual Harassment | Carter Law Group (clgtrial.com)

Dallas sexual harassment and sexual assault lawyers at Carter Law Group are ready to build a strong and effective case for you. Contact us today. Call (214) 390-4173

 

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Premises Liability Lawsuits in Texas: Sexual Assault Attorneys Seeking Justice for Sexual Assault Victims

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If you or a loved one has been sexually assaulted while on property owned by another person or company, you should contact a sexual assault attorney.

Sexual assault on another person’s property can be a traumatic experience, and in Texas, premises liability laws hold property owners accountable for ensuring a safe environment for their visitors.

An experience sexual assault attorney can help victims consider their legal options.

What is a Premises Liability Lawsuit?

Premises liability in Texas is a legal doctrine that holds property owners responsible for maintaining their premises in a safe condition. When sexual assault occurs on someone else’s property, the victim may have a legal basis to hold the property owner or manager liable for the incident. Key elements to consider in a premises liability case involving sexual assault in Texas include:

  1. Duty of Care: Property owners have a duty to protect visitors from foreseeable harm, which includes taking steps to prevent sexual assaults on their premises.
  2. Foreseeability: To establish liability, the victim must demonstrate that the property owner should have foreseen the risk of sexual assault based on previous incidents, crime rates in the area, or other relevant factors.
  3. Negligence: Victims need to prove that the property owner was negligent in providing reasonable security measures, lighting, surveillance, or employee training that could have prevented the assault.
  4. Causation: It is crucial to establish a direct link between the property owner’s negligence and the sexual assault.
  5. Damages: Victims must also demonstrate the physical, emotional, and financial damages they suffered as a result of the assault.

It’s important to remember that every case is unique, and the legal process can be complex. Consult with a sexual assault attorney to understand your rights, responsibilities, and the best course of action for your specific situation. Legal professionals can guide you through the legal process and help you seek justice.  But generally, if you have been a victim of sexual assault on someone’s property, you should consider the following:

  1. Seek Medical Attention: The well-being of the victim is of paramount importance. Seeking immediate medical attention is crucial for both physical well-being and the preservation of evidence.
  2. Contact Law Enforcement: Report the incident to local law enforcement. A police report can serve as critical evidence in your case.
  3. Preserve Evidence: Preserve any evidence related to the incident, such as clothing, photographs, or any communication with the assailant.
  4. Seek Legal Counsel: Consult an experienced attorney who specializes in premises liability and sexual assault cases. They can help assess the strength of your case and guide you through the legal process.
  5. Gather Witness Statements: Collect statements from any witnesses who were present during the assault. Their testimony can be valuable in court.
  6. Document Expenses and Damages: Keep meticulous records of medical expenses, therapy costs, lost wages, and any other damages incurred as a result of the assault.
  7. Negotiation or Litigation: Your attorney will help determine whether a settlement can be reached with the property owner or if litigation is necessary to secure a fair outcome.

Premises liability cases in Texas involving sexual assault are emotionally taxing, but they play a crucial role in holding property owners accountable for maintaining safe environments. It is essential for victims to know their rights and have the support of an experienced attorney who can help navigate the legal process. By seeking justice through the legal system, victims can not only obtain compensation for their suffering but also contribute to safer premises for everyone in their community.

For more information, please visit Sexual Assault | Carter Law Group (clgtrial.com) or the National Sexual Violence Resource Center.

A potential claimant may feel nervous and uncertain about bringing a legal lawsuit against the sexual abuser. Additionally, understanding court procedures and modifications to Texas law can be difficult and stressful.

Our committed Texas sexual abuse attorneys can assist you if you were the victim of sexual misbehavior or abuse.

Call Carter Law Group in Texas today to arrange your free, no-obligation consultation. Call (214) 390-4173 or submit your case.

Do I Have Lawsuit for My Sexual Assault | Carter Law Group

Do I Have Lawsuit for My Sexual Assault?

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At Carter Law Group, our sexual assault lawyers and the team are privileged to represent women and men who have been sexually assaulted in the workplace, in public spaces, and sometime even private residences. One of the questions we hear a lot is, “Do I even have a lawsuit? I thought this was a criminal matter.”

As always in the law, the answer is, “It depends.”  So, here are some basic scenarios where sexual assault victims can bring a lawsuit to recover money damages.  If you have questions about your specific case, please reach out to us and we can talk about the facts of your individual case.

Workplace Assault

Many people know they can sue their employer for sexual harassment.  But what about a sexual assault at your work?  Or by your boss or co-worker but somewhere other than work?  What if the perpetrator didn’t work for your employer but the workplace assault happened on your work’s premises or while you were performing your job duties?

Many factors go into whether and how you can sue your employer for workplace assault – either sexual harassment or sexual assault.  The law is very nuanced and heavily dependent upon the unique facts of each individual case. If you have been assaulted by anyone at your workplace or anyway related to your work, you should talk to an attorney who specializes in sexual harassment or sexual assault cases.

You can reach us at (214) 390-4173. Or, if its easier for you to tell your story via email, please email us at intake@clgtrial.com.

Assault in Public Places

Many of our clients want to punish the criminal who hurt them, but the attacker most times does not have any money to recover in a lawsuit.  So, they settle for the criminal prosecution process and walk away from claims they may have for money damages because, as the saying goes, you just can’t get blood from a stone.

But, in some cases, there may be parties other than the assaulter who have some civil liability. Texas businesses and property owners have a duty to provide a safe space for people they invite onto their premises. This includes a duty to provide protection from foreseeable criminal activity. Depending on the type of business or space those “invitees” may be customers, clients or just the general public.

Whether the criminal activity was foreseeable is again one of those nuanced questions that depends heavily on the unique factual circumstances of your case.

So, if you were assaulted at a business or in a space where the public is invited onto the property to conduct any kind of activity, you may have a lawsuit against the owner of that space.  To be sure, you should talk to a qualified attorney who handles civil assault cases. You can reach us at (214) 390-4173. Or, if its easier for you to tell your story via email, please email us at intake@clgtrial.com.

 

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Assault in Private Residences

All too often, an offender attacks someone in a private home.  This may be a stranger or someone the victim knows. Depending on the facts of the case, homeowner’s insurance may cover damages related to a sexual assault in the home.

As always, if you have specific questions about the facts of your case, you should reach out to a lawyer who handles civil sexual assault cases. You can reach us at (214) 390-4173. Or, if its easier for you to tell your story via email, please email us at intake@clgtrial.com.

I’m not going to lie—bringing a lawsuit after a sexual assault is hard.  It’s an emotional and difficult process. But for some women, bringing a lawsuit allows a feeling of closure and some recovery.

If you are the victim of a sexual assault, we are so sorry for the tragedy you’ve been through.  We know that a lawsuit for money will not fix what your attacker broke. But if you want a lawyer to fight like a mother, call us. I’m certain we can help.

Contact An Experienced Sexual Assault Lawyer Today

If you are a victim of sexual assault, contact Carter Law Group at (214) 390-4173. We can help you through this emotionally difficult time and get you the emotional care and monetary recompense you are due for your victimization and trauma.

We understand women and men who are victims of sexual assault and we are well known for protecting and enforcing the rights of our clients. Call us now!

Workplace Sexual Assault at 30,000 Feet

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Two American Airlines attendants recently filed lawsuits against their employer for workplace sexual assault alleging their employer failed to protect them from repeated drunken sexual assaults by an American Airlines pilot, John Nelson. Janette Beckman and Leanne Hansen’s lawsuit calls this

a shocking example of a patriarchal playground where almost exclusively male assets known as pilots are allowed to roam free to assault flight attendants as they please, while American sits idly by.

flight attendant alleges workplace sexual assaultMs. Beckman and Ms. Hansen—veteran flight attendants with over 40 years of service—were working a flight departing from Los Angeles, one Nelson was piloting. After departure, Nelson began asking Ms. Beckman for alcohol. When Ms. Beckman denied him, Nelson grew verbally abusive, spewing sexually explicit and sadomasochistic comments at both Ms. Beckman and Ms. Hansen—“I know you like to be tied up,” he taunted. Ms. Beckman stated that he then “grabbed Hansen by her hips, dug his nails into her hip bones and repeatedly pushed against her body.” When reporting Nelson’s behavior, Ms. Beckman and Ms. Hansen were met with apathy from their employer.

Both women eventually left work on stress leave and filed complaints with American Airlines’ human resources department. Even though AA offered them paid leave at first, that offer was retracted and both attendants spent months on unpaid leave while Nelson received paid leave at the same time. After six months Ms. Hansen and Ms. Beckman received a notice from AA explaining that the “appropriate” action had been taken.

But appropriate action had not been taken at all.

In a lawsuit Ms. Beckman and Ms. Hansen filed, they accuse American of allowing “a known sexual predator to drunkenly harass and physically assault lifelong flight attendants who had devoted their entire professional lives to providing excellent service for American’s customers.”  The lawsuit states that while it harbored a known sexual predator for years, it left veteran flight attendants “disgraced among their peers and isolated from the company to which they have devoted the past four-plus decades, just because they had the courage to stand up to a pilot who sexually assaulted and harassed them in the workplace.”

This incident proves that, despite the creation of the National In-Flight Sexual Misconduct Task Force in 2018, not much in the legal department has progressed. The Task Force report, published March 2020, detailed ways airlines should improve the reporting process and prevent more incidents, but this flagrant sexual harassment happened months after the report, indicating that airlines may not be taking the report with the appropriate seriousness.

If you or a loved one encounters a situation in which you have been sexually assaulted or abused, contact the Carter Law Group to receive the compensation you deserve.

For the full report by the National In-Flight Sexual Misconduct Task Force, click this link:

https://www.transportation.gov/sites/dot.gov/files/2020-03/Task%20Force%20Report.pdf

Sexual harassment impacts male, transgender, cisgender, and non-binary employees, too. And perpetrators can be of either the same or opposite sex. Carter Law Group passionately advocates for all of its sexual harassment clients – regardless of their gender or their harasser’s gender.

Let’s meet. And let’s right these wrongs. Together.

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