Workplace Sexual Assault Lawyer in Ohio
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.
Assault by a Supervisor or Manager
When someone in authority uses that power to assault a subordinate, the employer may face liability for enabling the abuse or failing to act on prior complaints
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.
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
Inadequate Security or Supervision
In environments where employees work in isolation or with public access, inadequate security measures can contribute to employer liability when an assault occurs.
Sexual Assault by a Co-Worker
If an employer knew or should have known an employee posed a risk and failed to act, they may share civil liability for an assault carried out by that worker.
Failure to Act on Complaints
When an employee reports harassment and the employer dismisses the complaint or delays action, the employer's failure to respond can form the basis of a civil claim.
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.
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.
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Employers and Companies
A business that ignored complaints, failed to screen employees, or created conditions that enabled abuse may be held civilly responsible.
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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.
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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.
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HR Departments
When an HR department mishandles a complaint, buries a report, or fails to follow established policies, the organization may bear liability for the resulting harm.
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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.
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Third-Party Contractors and Vendors
Organizations that allow outside contractors 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.
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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.
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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.
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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.
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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.
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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.
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.
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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.
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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.
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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.
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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.
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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.
What Happens After You Contact Andy Goldwasser
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Free Confidential Consultation
You contact the firm by phone or through the website. The consultation is free, confidential, and carries no obligation. Andy Goldwasser personally reviews every potential case and gives you an honest assessment of your options
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Case Evaluation and Legal Strategy
Andy evaluates the facts of your situation, identifies the institutions and parties that may be liable, and outlines the legal path forward. If the firm takes your case, a clear plan is established so you understand what to expect at each stage.
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Investigation and Case Building
The firm investigates thoroughly, gathering evidence, identifying prior complaints or patterns of misconduct, and building the strongest possible case. Andy has the resources to pursue complex matters against large employers, corporate defendants, and their insurance carriers.
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Resolution Through Settlement or Trial
The firm pursues full accountability and fair compensation, whether through a negotiated settlement or trial. Andy does not push for quick settlements when a better outcome is achievable through litigation. He has the experience and resources to take a case all the way to verdict.
No Upfront Costs. Free Confidential Consultation.
Andy Goldwasser represents survivors on a contingency fee basis: no fee unless the firm recovers compensation on your behalf. The firm advances all costs of investigating and pursuing your claim, so there are no out-of-pocket expenses at any point in the process. The specific fee percentage is discussed privately during your free consultation and varies depending on the case. There are no hidden charges and no obligation after speaking with Andy.
Free, confidential initial consultation with no obligation
No upfront costs and no out-of-pocket expenses during the case
No Fee Guarantee: you pay nothing unless the firm recovers compensation
24/7 direct access to Andy Goldwasser throughout your case
Ohio Statute of Limitations for Sexual Assault Claims
Ohio law sets deadlines for filing civil sexual assault claims, and missing those deadlines can permanently eliminate a survivor's ability to seek civil justice. The applicable deadline depends on the type of claim, when the assault occurred, and the specific circumstances of the case.
In some situations, the deadline can be tolled or extended based on factors like ongoing concealment by the employer, the age of the victim at the time of the assault, or other case-specific considerations. These are fact-intensive questions that require legal analysis.
If you are unsure whether your deadline has passed, do not assume it has. Contact Andy Goldwasser for a free consultation. He will review your situation and tell you exactly what applies to your case.
Results Andy Goldwasser Has Achieved for Survivors
Past results do not guarantee a future outcome, but they reflect Andy's experience pursuing serious civil claims on behalf of sexual assault survivors.
$4.2
Million Jury Verdict
Sexual assault case against a national sports organization. Jury found 88% liability for the assault of a 17-year-old athlete. E.D.N.Y., June 2024.
Andy Goldwasser | Ohio Sexual Assault Attorney
Andy Goldwasser has spent over 25 years representing survivors of sexual assault throughout Ohio and across the country, developing what he describes as particularized expertise in sexual abuse. His practice is built on results and referrals from other attorneys, judges, and physicians, along with genuine, ongoing involvement in the survivor community.
Top 50 Cleveland Super Lawyer (2016-present)
Peer-reviewed recognition sustained annually for nearly a decade, placing Andy among the top litigators in the Cleveland market.
ABOTA Member (American Board of Trial Advocacy)
Requires a proven record of jury trial experience and peer nomination, one of the most credentialed trial designations available.
National Crime Victim Bar Association
A specialized bar association for attorneys representing crime and sexual abuse victims. Andy's membership reflects his dedicated practice focus.
Cleveland Rape Crisis Center, Board of Directors
Andy serves on the board and chairs its governance committee, reflecting an active, ongoing commitment to the survivor community.
Best Lawyers in America, Personal Injury Plaintiff
Listed in Best Lawyers in America since 2015, including Personal Injury Plaintiff and Product Liability Litigation since 2023.
Workplace Sexual Assault: Common Questions
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No. Even if a co-worker, supervisor, or third party committed the assault, your employer may still face civil liability. Civil claims against employers focus on what the organization knew, what it should have known, and what it failed to do. Employers who ignored prior complaints, retained someone with a known history of misconduct, or failed to provide adequate oversight can be held liable regardless of who physically carried out the assault.
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No. A civil claim and a criminal case are entirely separate legal processes. You do not need a police report, a criminal complaint, or a criminal conviction to pursue civil justice. Many survivors pursue civil claims with no parallel criminal proceeding. Andy can advise you on whether reporting might affect your civil case and how to approach it.
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Yes. Your current employment status does not affect your right to pursue a civil claim. Whether you left voluntarily, were terminated, or were pushed out through retaliation, you may still have a viable case depending on the specific facts and applicable deadlines.
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An employer's internal investigation and its findings do not determine whether you have a valid civil claim. HR departments work for the employer, not for you. An internal investigation that found no wrongdoing does not prevent you from pursuing civil legal action. Andy evaluates every case independently based on the actual facts, not an employer's internal conclusions.
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Yes. Your consultation with Andy Goldwasser is completely confidential. Nothing you share is disclosed to your employer, to anyone at your workplace, or to any other party. There is no obligation to retain the firm after speaking with Andy.
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Assaults that occur during work travel, company retreats, or off-site events may still give rise to an employer civil liability claim if the context was work-related. Whether a specific situation qualifies depends on the facts. A free consultation can help you determine whether your circumstances support a claim.
Other Types of Sexual Assault Cases We Handle
If your situation involves a different setting or context, one of the following pages may be more relevant to your circumstances.
Institutional Sexual Abuse Lawyer
Civil claims against organizations and businesses that failed to protect people from abuse.
Teacher and School Sexual Abuse Lawyer
Claims involving sexual abuse by educators, school staff, or administrators at K-12 schools and universities.
Civil representation for trafficking survivors pursuing accountability from traffickers and enabling organizations.
Nursing Home Sexual Abuse Lawyer
Civil claims against healthcare facilities and providers that failed to protect patients from sexual misconduct.
Sports Coach Sexual Abuse Lawyer
Claims against sports organizations, coaches, and institutions that abused or failed to protect athletes.
Ready to Talk? Your Consultation Is Free.
If you were sexually assaulted at work, you deserve clear answers about your legal options. Contact Andy Goldwasser for a free, confidential consultation. There is no cost, no obligation, and no fee unless the firm recovers compensation on your behalf.