Sexual Abuse, Elder Abuse & Workplace Misconduct – What You Need to Know

While it is generally recommended to follow internal reporting procedures, you should consult with a lawyer at Karns & Karns first. We can help you document the report correctly to ensure your legal rights are fully protected and to prevent the company from “burying” the evidence.

Yes. This is known as retaliation. If you are terminated, demoted, or harassed for coming forward with a claim, you may have a secondary, high-value claim for wrongful termination in addition to your initial harassment claim.

Quid Pro Quo (meaning “this for that”) occurs when a supervisor or manager makes a job benefit—like a promotion, raise, or continued employment—conditional on the employee submitting to sexual advances. This is a direct violation of employment law.

Yes. Under California law, an employer can be held liable for harassment by non-employees if the employer knew or should have known about the conduct and failed to take immediate and appropriate corrective action.

In California, a hostile work environment occurs when unwelcome sexual conduct—such as comments, gestures, or physical contact—is so severe or pervasive that it alters the conditions of your employment. This is a violation of the Fair Employment and Housing Act (FEHA).

Yes. If a private agency or a county entity like San Diego County Child Welfare Services was negligent in their oversight or background checks, they can be held liable. We represent survivors in San Diego who were harmed by the very systems designed to protect them.

MacLaren Hall was a high-volume child welfare facility in LA County with a documented history of systemic abuse. It is a primary focus of current litigation, and survivors who passed through its doors are encouraged to contact our firm to discuss their rights to the $4.8 billion settlement.

Our institutional abuse unit is led by Trial Attorney Darryl Meigs. From our Sacramento location, Mr. Meigs provides trauma-informed, high-level advocacy for survivors, ensuring they have a seasoned litigator in their corner who understands the local court systems.

Under California’s AB 218, survivors of childhood sexual abuse in Sacramento and throughout the state have until their 40th birthday to file a civil claim. If you have recently discovered the link between past abuse and current psychological trauma, you may have even more time.

Survivors from facilities like Los Padrinos and Central Juvenile Hall are eligible to participate in the historic $4.8 billion settlement pool. At Karns & Karns, our Los Angeles-based sexual abuse unit is actively filing these claims to ensure survivors receive their fair share of these funds.

Yes. This is called “retaliation,” and it is strictly prohibited. If you were fired or demoted for coming forward, you may have a separate, high-value claim for wrongful termination.

We handle all communications with HR and the company’s lawyers, ensuring you are shielded from direct contact. We prioritize your privacy and can often resolve these cases through confidential settlements.

Yes. As long as you are within the statute of limitations, your former employer can be held liable for the harm you suffered while you were employed.

Yes. Florida law protects employees from “Quid Pro Quo” harassment (trading favors for jobs) and “Hostile Work Environments.” Our Florida team focuses exclusively on holding these employers accountable.

Harassment includes verbal conduct and hostile environments, while assault involves unwanted physical sexual contact. Both are illegal and both are grounds for a high-value civil lawsuit in Florida and Arizona.

Yes. This is considered illegal retaliation. If you are fired for seeking your legal wages, you may have a separate, high-value claim for wrongful termination.

Ensure their safety and call 911 immediately. Report the incident to Adult Protective Services and then contact a trial lawyer to hold the facility accountable for their failure to supervise staff.

Yes. Sexual harassment that creates a terrifying or hostile environment is a form of harm, and you may be entitled to compensation for emotional distress.

Yes. You may have grounds for a lawsuit against both the driver and the company. We hold rideshare companies accountable for negligent hiring and safety protocols that fail to protect passengers.

Yes. Foster Family Agencies (FFAs) and county departments (like DCFS) can be held liable for negligent placement, inadequate background checks, or failing to act on red flags regarding foster parents.

Sexual harassment is a form of discrimination that includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates a hostile or offensive work environment.

It is illegal for an employer to retaliate against you (e.g., firing, demotion, isolation) for reporting harassment or discrimination. If retaliation occurs, your attorney can file a separate retaliation lawsuit to recover additional damages, including lost wages and penalties.

No. Harassment is also illegal if it is based on a person’s sex, gender, or sexual orientation, even if the conduct itself is not sexual. This includes offensive remarks or actions directed at a person because they are male, female, or transgender.

You should encourage them to report it, but you may also report the conduct yourself to HR or a manager, as the law protects those who report harassment they witness. Your employer has a legal obligation to investigate once they are on notice of the potential harassment.

California has special laws to protect child abuse survivors. The statute of limitations is complex, but generally, a survivor has until their 40th birthday OR five years from the date they discovered (or reasonably should have discovered) that their psychological injury was caused by the childhood abuse, whichever is later. This “delayed discovery” rule acknowledges that it can take decades for a survivor to process their trauma.

Sexual harassment includes unwanted sexual advances, verbal or physical conduct of a sexual nature, or creating a hostile work environment. Sexual assault is a specific form of harassment that involves a nonconsensual sexual act or contact. Both can be grounds for a civil lawsuit.

Yes. You may be able to sue your employer if they were negligent in supervising the abuser, ignored past complaints, or failed to take reasonable steps to prevent the abuse. This is a form of institutional liability.

Yes. Under California law employers can be held responsible for harassment perpetrated by non-employees if the employer knew or should have known of the conduct and failed to take immediate and appropriate corrective action.

Quid pro quo (Latin for “this for that”) harassment occurs when a supervisor or manager conditions a job benefit (promotion, raise, job retention) on the employee submitting to sexual demands. This is often easier to prove than a hostile work environment claim.

A hostile work environment is created when unwelcome sexual conduct is so severe or pervasive that it alters the conditions of employment and creates an abusive working environment. A single, extremely severe act (like an assault) can meet this standard.

Yes. In California, you can generally sue the employer for the harassment and the harasser (if they are a supervisor, owner, or individual perpetrator) for their personal liability. This strategy helps maximize the compensation available to the survivor.

The deadlines can be complex and vary by state. However, in California, recent laws have extended the time a survivor has to file a civil lawsuit, sometimes for several years after the abuse occurred or from the date the abuse was discovered.

Not always, but it is generally a good idea to follow your company’s formal reporting procedures. Your employer may have a legal obligation to address the issue. However, you should still consult with an attorney to ensure your legal rights are protected and to avoid any pitfalls.

Proving institutional negligence involves showing that the institution had a duty of care to protect the victim, that they knew or should have known about the risk of abuse, and that they failed to take reasonable steps to prevent it. This could include a failure to conduct a proper background check on an employee, or a failure to act on prior reports of abuse.

You can file a civil lawsuit against the perpetrator (the driver) and potentially the rideshare company (Uber or Lyft). The claim against the company typically rests on a theory of negligent hiring or negligent retention if they failed to follow safety protocols or ignored prior complaints.

1. Ensure immediate safety. Leave the unsafe situation and contact a trusted family member or advocate.
2. Report the abuse to a neutral third party, such as school administration (not the abuser’s direct superior), human resources, or law enforcement.
3. Document everything in writing, including dates, names, locations, and the institution’s response, using a private device or journal.

Critical evidence includes the institution’s internal records (hiring files, complaint logs, disciplinary records), testimony from other potential victims or witnesses, and the survivor’s mental health records that document the psychological trauma caused by the abuse.

You can seek compensation for all past and future expenses, including: medical bills, extensive mental health counseling and therapy, lost wages and lost earning capacity, and significant non-economic damages for pain, suffering, and emotional distress.