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Sexual Assault and Harassment at Work.

You Have the Right to Work Without Fear of Sexual Assault and Harassment in Minneapolis.

Federal law, Minnesota state law, and Minneapolis City Ordinance Title 7 all prohibit sexual harassment at work.  That includes hostile work environment sexual harassment and quid pro quo sexual harassment.  We’ve talked a lot about those claims – you can click here and here to learn more about them.

But you should also know that you have additional potential claims available for sexual assault at work.  Sometimes, if the employer didn’t have notice about the offender’s behavior, it can get out of liability for sexual harassment claims.  But you still have the assault and battery claim against the offender for sexual abuse and assault – and you can hold the employer liable for the offender’s behavior.

Minneapolis Sexual Assault and Sexual Abuse at Work Lawyers.

You can sue the employee who sexually assaulted or abused you at work for assault and battery.  Most of the time, this wouldn’t be worth it because the employee probably doesn’t have enough money to satisfy any judgment that you obtained.  However, under the doctrine of vicarious liability and respondeat superior, you can hold your employer responsible for its employees’ behavior.  It doesn’t matter if your employer knew of the offender’s behavior or not, or was negligent in any way.  The only thing that matters is whether sexual assault was a “well known hazard” in your field.  If yes, then the law says that your employer may be held responsible for what the offending employee did to you.

We can usually establish that an offender’s behavior was a “well known hazard” by retaining an expert in the field who can comment on it and write an expert report.

Contact Our Minneapolis Sexual Assault and Harassment at Work Lawyers Today.

You must act quickly when it comes to employment claims. If you wait, there may be strict statutes of limitation that will bar you from filing any claim at all against your employer. Call Madia Law today to discuss your case.

First, contact our office and tell us about your situation. You’ll talk with our staff for about 5-10 minutes. They’ll get some basic information about you and your case.

There’s some information that we’ll need when you call. We will want to know who you worked for, what kind of work you did, for how long worked there, how much you earned, if/when you were terminated, the reason given by your employer for any discipline and termination, and why do you think your employer did something unlawful or wrongful. If you have this information handy, it will allow us to proceed more quickly.

We will get back to you shortly – usually within a few hours. If your potential case is a little outside of our wheelhouse, we may refer you to attorneys, agencies, or organizations that we think might be better suited to handle your situation. Our goal is to ensure you get the best and most appropriate help possible for your particular situation. If that’s not us, we’ll try to tell you immediately and point you in the right direction.

If we think that we might be able help you, we’ll set an appointment for you to talk with one of our employment lawyers. We’ll discuss your case, and give you our honest assessment of its strengths, weaknesses, and value. If we then mutually agree that Madia Law will represent you, we will talk about the process of moving forward with your case.

When you talk with our employment lawyers, please be sure to have all relevant documents that you have in your possession. For example, that could include:  pay-stubs, personnel files, employment handbooks/policies, letters from your employer (including your termination letter), any text messages or emails that you think are important, and any other documents that you think might be helpful.