Ohio Attorney for Workplace Sexual Assault Victims

If you were sexually assaulted at work, you may have a civil claim against your employer or the organization responsible. Andy Goldwasser represents workplace sexual assault survivors throughout Ohio and works to hold institutions accountable for the harm they allowed to happen.

What Is a Civil Sexual Assault Claim?

Sexual assault in the workplace is more common than most people realize, and employers can face significant civil liability when they fail to prevent it. A civil claim is entirely separate from any criminal case. You do not need a police report, a criminal complaint, or a criminal conviction to pursue civil justice.

Civil claims against employers focus on what the organization knew, what it should have known, and what it failed to do. Employers have a legal duty to maintain a safe work environment. When they ignore prior complaints or fail to screen employees, they can be held civilly liable. Retaliating against a survivor who comes forward can create additional legal exposure.

Andy Goldwasser focuses on holding institutions accountable for the harm their negligence allowed to occur. A free consultation is the best way to understand whether your situation gives rise to a civil claim.

Types of Workplace Sexual Assault Cases

Workplace sexual assault takes many forms. The situations below may support a civil claim against an employer, staffing agency, or other responsible organization.

  
        Situation
        Description
      
        Assault by a Supervisor or Manager
        When someone in a position of authority uses that power to assault a subordinate, the employer may face liability for enabling the abuse or failing to act on prior complaints.
      
        Sexual Assault by a Co-Worker
        If an employer knew or should have known that an employee posed a risk and failed to act, they may share civil liability for an assault carried out by that worker.
      
        Assault by a Client or Vendor
        Employers have a duty to protect workers from foreseeable harm, including assaults by clients, contractors, or third-party vendors with access to the workplace.
      
        Failure to Act on Complaints
        When an employee reports harassment or assault and the employer dismisses the complaint or delays action, the employer's failure to respond can form the basis of a civil claim.
      
        Negligent Hiring or Retention
        If an employer hired or retained someone with a known history of misconduct, or failed to conduct proper background checks, that failure can establish civil liability.
      
        Retaliation Against Survivors
        Being demoted, terminated, or pushed out after reporting an assault compounds the harm and may give rise to additional civil claims on top of the underlying assault.
      
        Inadequate Security or Supervision
        In environments where employees work in isolation, night shifts, or with public access, inadequate security measures can contribute to employer liability when an assault occurs.
      
        Assault During Work Travel or Events
        Sexual assaults that occur during work travel, company retreats, or off-site events may fall within an employer's legal responsibility if the context was work-related.

Situation	Description
Assault by a Supervisor or Manager	When someone in a position of authority uses that power to assault a subordinate, the employer may face liability for enabling the abuse or failing to act on prior complaints.
Sexual Assault by a Co-Worker	If an employer knew or should have known that an employee posed a risk and failed to act, they may share civil liability for an assault carried out by that worker.
Assault by a Client or Vendor	Employers have a duty to protect workers from foreseeable harm, including assaults by clients, contractors, or third-party vendors with access to the workplace.
Failure to Act on Complaints	When an employee reports harassment or assault and the employer dismisses the complaint or delays action, the employer's failure to respond can form the basis of a civil claim.
Negligent Hiring or Retention	If an employer hired or retained someone with a known history of misconduct, or failed to conduct proper background checks, that failure can establish civil liability.
Retaliation Against Survivors	Being demoted, terminated, or pushed out after reporting an assault compounds the harm and may give rise to additional civil claims on top of the underlying assault.
Inadequate Security or Supervision	In environments where employees work in isolation, night shifts, or with public access, inadequate security measures can contribute to employer liability when an assault occurs.
Assault During Work Travel or Events	Sexual assaults that occur during work travel, company retreats, or off-site events may fall within an employer's legal responsibility if the context was work-related.

What Organizations Can Be Held Responsible

In sexual assault cases involving the workplace, the individual who committed the assault is rarely the only party with civil exposure. Employers, supervisors, and organizations have legal duties to protect the people in their care. When those duties are ignored, civil liability can extend well beyond the individual perpetrator.

Andy Goldwasser's practice is built on institutional accountability. These organizations have resources and legal teams focused on limiting their exposure. Having an attorney with the experience to take on large institutional defendants makes a material difference in outcome.

  
        Liable Party
        Description
      
        Employers and Companies
        A business that ignored complaints, failed to screen employees, or created conditions that enabled abuse may be held civilly responsible for a sexual assault in the workplace.
      
        Temporary Staffing Agencies
        When a staffing agency places a worker who commits an assault, the agency may share liability if it failed to conduct adequate background checks or supervision.
      
        Supervisors and Managers
        Individuals in supervisory roles who use their authority to commit or facilitate an assault can face personal civil liability in addition to employer liability.
      
        HR Departments and Organizations
        When an HR department mishandles a complaint, buries a report, or fails to follow established policies, the organization may bear liability for the harm that results.
      
        Franchise or Parent Companies
        Parent companies and franchisors can sometimes be held liable for assaults at affiliated locations, depending on the level of operational control they exercise.
      
        Third-Party Contractors and Vendors
        Organizations that allow outside contractors or vendors onto their premises may be liable if they failed to vet those individuals or protect employees from known risks.

Liable Party	Description
Employers and Companies	A business that ignored complaints, failed to screen employees, or created conditions that enabled abuse may be held civilly responsible for a sexual assault in the workplace.
Temporary Staffing Agencies	When a staffing agency places a worker who commits an assault, the agency may share liability if it failed to conduct adequate background checks or supervision.
Supervisors and Managers	Individuals in supervisory roles who use their authority to commit or facilitate an assault can face personal civil liability in addition to employer liability.
HR Departments and Organizations	When an HR department mishandles a complaint, buries a report, or fails to follow established policies, the organization may bear liability for the harm that results.
Franchise or Parent Companies	Parent companies and franchisors can sometimes be held liable for assaults at affiliated locations, depending on the level of operational control they exercise.
Third-Party Contractors and Vendors	Organizations that allow outside contractors or vendors onto their premises may be liable if they failed to vet those individuals or protect employees from known risks.

First Steps After a Sexual Assault at Work

The steps you take after an assault affect both your safety and your legal options. You do not need to have everything figured out before contacting an attorney. The guidance below can help you understand where to start.

01

Step 1: Get to Safety and Seek Medical Care

Your immediate priority is your physical safety and health. Seek medical attention as soon as possible, even if your injuries are not visible. Medical records can be important evidence in a civil case, and a healthcare provider can also connect you with additional support resources.

02

Step 2: Write Down Everything You Remember

As soon as you are able, record the details of what happened: the date, time, location, who was present, what was said, and anything else you can recall. Include any prior incidents or complaints you made to HR or management. This documentation can be valuable later in a civil case.

04

Step 4: Think Carefully Before Reporting to HR

You are not required to report to HR before speaking with an attorney. There are situations where reporting first may not serve your interests. An attorney can advise you on whether and how to report, and how to protect yourself from retaliation.

Schedule a Free Consultation

03

Step 3: Preserve All Available Evidence

Do not delete text messages, emails, or other communications related to the assault or any complaints you made. If there were witnesses, note their names. Keep copies of any HR correspondence, performance reviews, or other documents connected to what happened.

05

Step 5: Contact a Workplace Sexual Assault Lawyer

You do not need a completed HR investigation or a police report to speak with an attorney. Andy Goldwasser offers free, confidential consultations and evaluates every case personally. He will give you a direct assessment of whether a civil claim is viable and what the process would involve.

CALL (216) 658-9900

What Survivors Can Recover in a Civil Case

A successful civil case can include compensation for a range of harms. Every case is different, and outcomes depend on the specific facts and circumstances. The following categories represent what courts can award to survivors in civil proceedings.

Medical and Therapy Costs

Compensation for current and future medical treatment, including physical care following the assault, ongoing therapy, and mental health support needed as a result of the trauma.
Lost Wages and Earning Capacity

If the assault caused you to miss work, change jobs, or affected your ability to earn income going forward, those economic losses may be recoverable in a civil claim.
Pain and Emotional Suffering

Civil claims can include compensation for emotional distress, anxiety, depression, PTSD, and the lasting psychological impact of the assault and its aftermath.
Punitive Damages

In cases where an employer's conduct was particularly reckless or deliberately indifferent to known risks, courts may award punitive damages beyond compensatory amounts.
Loss of Enjoyment of Life

Sexual assault can affect a survivor's relationships, sense of safety, and quality of life in ways that go beyond specific financial losses. Civil damages can reflect these broader harms.