Henderson Workplace Sexual Assault Lawyers

Henderson workplace sexual assault lawyers pursue civil claims on behalf of survivors against both the individual who committed the assault and the employer that allowed it to happen.

Greenberg Gross LLP represents survivors throughout Henderson and Clark County in cases filed in Clark County District Court, the U.S. District Court for the District of Nevada, and through the NERC and EEOC administrative process.

Nevada law gives survivors the right to seek compensation for medical expenses, lost wages, emotional harm, and other damages through civil litigation, regardless of whether criminal charges are filed. If you experienced sexual assault at your workplace, call Greenberg Gross LLP at (702) 777-0888 for a private, confidential conversation about your legal options.

Why Survivors in Henderson Trust Greenberg Gross LLP

Greenberg Gross LLP has woven survivor advocacy into the fabric of its practice. Our firm runs FightForSurvivors.com as a standalone resource for people navigating the legal process after sexual violence, and our attorneys pair aggressive litigation strategy with the sensitivity that these cases require.

Case Results That Demonstrate Our Commitment

Our attorneys negotiated a $6.4 million settlement against a school district and a $3.75 million recovery against LAUSD in distinct sexual abuse matters. We also won a $6.1 million judgment in a retaliation dispute and secured a $10 million settlement rooted in employment-related contract claims. Those recoveries came from sustained, methodical case preparation and a commitment to pursuing every available avenue of relief.

Prior results do not guarantee a similar outcome. Each case is different and must be evaluated on its own facts.

Built for the Most Demanding Cases

Our founders left careers at a global litigation firm to build a practice dedicated to high-stakes cases that demand careful, strategic advocacy. Workplace sexual assault claims remain an important part of that work.

From the initial consultation forward, our team identifies and preserves evidence, engages the right professionals, and maps out a litigation strategy designed to maximize accountability for every responsible party.

Your Privacy Comes First

Disclosing workplace sexual assault is deeply personal, and our process reflects that reality. Every conversation with our team remains confidential, and we structure our communications to protect your privacy at each phase.

Our offices in Nevada, California, New York, Massachusetts, Illinois, Philadelphia, and New Jersey allow us to serve survivors across jurisdictions while maintaining the personalized attention your case requires.

What Legal Claims Arise from Workplace Sexual Assault in Henderson?

Survivors of workplace sexual assault in Henderson may pursue several distinct civil claims, each targeting different parties and following different procedural paths. The right combination of claims depends on the facts of what happened, who was responsible, and what the employer knew.

Direct Claims Against the Perpetrator

Nevada law permits survivors to bring civil tort claims directly against the person who committed the assault. Battery, assault, and intentional infliction of emotional distress are among the most common causes of action.

These claims proceed through Clark County District Court without any administrative filing requirement, and they remain available whether or not law enforcement pursues criminal charges.

Holding the Employer Accountable

Henderson employers face exposure when they hire, retain, or fail to supervise an employee who commits sexual violence in the workplace. Nevada recognizes tort claims for negligent hiring, negligent retention, and negligent supervision when an employer ignored red flags or failed to respond to prior warnings. NRS Chapter 613 adds a statutory layer by treating workplace sexual assault as an extreme form of sexual harassment, opening another path to employer liability.

Federal Avenues Through Title VII

Title VII of the Civil Rights Act of 1964 bars sexual harassment at employers with 15 or more workers, and sexual assault falls within the most severe end of that prohibition. Survivors file a charge with the EEOC within 300 days of the incident before bringing a federal lawsuit. NERC and the EEOC share a work-sharing agreement, so a charge filed with one agency is typically cross-filed with the other.

Layering state tort claims, NRS 613 violations, and Title VII charges together often broadens both the available remedies and the pressure on the employer to resolve the matter on terms that reflect the seriousness of what occurred.

When Does an Employer Bear Responsibility for Workplace Sexual Assault?

An employer in Henderson may owe civil damages for a sexual assault its employee committed, even though the employer did not personally cause the harm. Liability depends on whether the organization's own failures created the conditions that made the assault possible or allowed a known danger to go unchecked.

Screening Failures During Hiring

When an employer brings someone on board without checking for a history of violent or predatory conduct, and that individual later assaults a coworker, the employer's screening failure becomes the foundation of a negligent hiring claim. Courts look at whether a reasonable background investigation would have uncovered the risk and whether the employer had a process in place at all.

Ignoring Internal Complaints

Survivors and coworkers who flagged troubling behavior before the assault give the employer notice of a problem. When the organization dismisses those reports, conducts a surface-level review, or takes no corrective steps, that pattern of inaction becomes central to the case. Nevada courts weigh the adequacy of the employer's response against the severity of the complaints it received.

Authority Used as a Weapon

When the perpetrator holds supervisory power over the survivor, the employer bears heightened scrutiny. The organization placed that person in a role with control over the survivor's working conditions, assignments, and job security. Courts evaluate whether the employer monitored the exercise of that authority and whether meaningful safeguards existed to prevent its abuse.

Workplace sexual assault is never a purely individual act when an employer's negligence played a role in making it happen. The law holds organizations accountable for the systems they build and the warnings they ignore.

What Compensation Might Survivors Recover in Henderson?

Civil claims for workplace sexual assault in Nevada may yield compensation that accounts for both the tangible costs and the lasting personal impact of the violence. The specific recovery depends on the claims involved and whether the case targets the perpetrator, the employer, or both.

What Damages Apply to Workplace Sexual Assault Claims

Henderson survivors who succeed in civil litigation may recover across several categories of harm:

• Costs of medical care, emergency treatment, psychological therapy, counseling, and ongoing mental health support connected to the assault
• Wages, benefits, and earning capacity lost due to the assault, including income forfeited because of job loss, constructive discharge, or inability to return to the workplace
• Compensation for psychological suffering such as anxiety disorders, PTSD, depression, insomnia, and disruption to personal and family relationships
• Punitive damages aimed at penalizing especially egregious conduct by the perpetrator or an employer that knowingly allowed dangerous conditions to persist
• Litigation expenses and attorneys' fees authorized under NRS 613 and federal employment statutes

Civil litigation provides financial remedies that the criminal justice system does not. A guilty verdict or plea in criminal court may strengthen the civil case, but survivors do not need a criminal outcome to pursue or win a civil claim.

What Filing Deadlines Apply to Workplace Sexual Assault Claims in Henderson?

Several filing deadlines govern workplace sexual assault claims in Nevada, and each one applies to a different legal theory. A missed deadline under one statute does not necessarily eliminate all options, but every passing week reduces the number of paths available.

How Filing Deadlines Break Down

Henderson survivors face multiple concurrent timelines that each control a different category of claim:

• Two years from the assault to file a personal injury lawsuit in Nevada under NRS 11.190
• 300 days to submit a sexual harassment charge to the EEOC under Title VII
• 300 days to file a discrimination or harassment complaint with NERC
• Two years for intentional tort claims such as battery and assault against the individual perpetrator
• Two years for negligence-based claims against the employer for hiring, supervision, or retention failures

Certain circumstances, including threats or coercion by the perpetrator, may toll or extend these deadlines under Nevada law. Reaching out to a Henderson workplace sexual assault attorney early in the process preserves the maximum number of legal avenues and allows your legal team to collect evidence while it remains fresh and accessible.

How Do Survivors Protect Their Rights and Build a Strong Case?

A workplace sexual assault case gains strength from early action and careful documentation. Survivors who take steps to preserve evidence and create a written record give their attorneys a stronger foundation to work from during negotiations and at trial.

Evidence That Carries Weight in Survivor Cases

Courts and juries in Clark County and the District of Nevada rely on concrete proof when evaluating workplace sexual assault claims. The following categories of evidence regularly play a decisive role:

• Records from any medical provider who treated you after the assault, including hospital discharge paperwork, therapy intake forms, and medication records
• Copies of any internal reports, HR complaints, or written notifications you provided to your employer about the assault or about prior concerning behavior by the perpetrator
• Digital communications including texts, emails, direct messages, or voicemails exchanged with the perpetrator, coworkers, or supervisors before and after the incident
• Workplace documents such as your personnel file, prior performance reviews, attendance records, and any post-report changes to your duties, location, or compensation
• A personal written account of what happened, created as close to the event as possible, including dates, times, locations, and the names of anyone present or aware of the situation

Acting quickly to collect and safeguard these materials prevents the kind of evidence loss that weakens cases over time. Your attorney supplements this foundation with formal discovery tools including subpoenas, depositions, and document requests directed at the employer.

What Happens If Your Employer Retaliates After You Report Workplace Sexual Assault?

Punishing a survivor for reporting sexual assault is illegal under both Nevada and federal law, yet many employers respond to internal complaints by targeting the person who came forward. Those retaliatory actions open separate legal claims and frequently become the most compelling evidence of the employer's wrongful conduct.

How Employer Retaliation Unfolds After a Report

Retaliation against survivors takes many forms, and employers rarely frame their actions as punishment. Instead, adverse treatment often appears under the guise of routine business decisions:

• Firing, pressuring a resignation, or making conditions intolerable enough to force the survivor out of the job
• Moving the survivor to a different department, shift, or physical location that reduces their status, pay, or professional development
• Introducing write-ups, negative reviews, or disciplinary warnings that did not exist before the report and that contradict the survivor's documented performance history
• Pulling the survivor off key accounts, stripping responsibilities, or blocking access to advancement opportunities previously available to them
• Allowing or encouraging coworkers to ostracize, mock, or otherwise mistreat the survivor after learning about the complaint

Both NRS 613.340 and Title VII independently prohibit these retaliatory acts. When an employer's response to a sexual assault report is to punish the survivor, that conduct often inflicts additional harm and exposes the organization to damages beyond those tied to the original assault.

Ask Greenberg Gross

Do I have to go to the police before I file a civil lawsuit for workplace sexual assault?

No. Criminal and civil proceedings are completely separate under Nevada law. Filing a police report is not a requirement for bringing a civil claim, and many survivors pursue only the civil path. Others choose to engage both systems at the same time. During a confidential consultation, your attorney at Greenberg Gross LLP walks you through every option available to you.

What if I waited a long time before telling anyone about the assault?

Delayed reporting is extremely common among survivors of sexual assault. It does not disqualify you from filing a civil claim. Nevada allows two years for most personal injury actions, and separate deadlines apply to other types of claims. The sooner you connect with an attorney, the more options remain open and the easier it is to gather supporting evidence.

What if I lost my job after reporting the assault to my employer?

Firing a worker who reports sexual assault amounts to illegal retaliation under NRS 613.340 and Title VII. That termination generates independent legal claims that layer on top of the underlying assault case. It also reveals the employer's priorities in a way that juries and judges find deeply relevant to questions of institutional accountability.

FAQs for Henderson Workplace Sexual Assault Lawyers

What is the difference between a criminal case and a civil lawsuit for workplace sexual assault?

A criminal case is brought by the state and may lead to incarceration. A civil lawsuit is initiated by the survivor to recover monetary damages for medical bills, lost income, emotional suffering, and related harm. The two tracks operate independently, and pursuing one does not require pursuing the other.

How long do I have to file a workplace sexual assault lawsuit in Henderson?

Nevada imposes a two-year statute of limitations for most personal injury claims stemming from sexual assault. Administrative charges with the EEOC and NERC carry a 300-day window. Because multiple deadlines run simultaneously, consulting an attorney early safeguards the widest range of claims.

What if the person who assaulted me no longer works there?

Your legal claims survive regardless of the perpetrator's employment status. You may pursue the individual directly through tort claims, and the employer's liability for negligent supervision, screening failures, or statutory violations does not depend on whether it currently employs the perpetrator.

What if I signed an arbitration agreement or NDA?

The federal Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act voids pre-dispute arbitration agreements for sexual assault claims. NDAs involving sexual violence also face significant enforceability limitations. An attorney evaluates your specific documents and advises whether they restrict your ability to litigate.

What if my employer claims they had no idea it happened?

Lack of actual knowledge does not automatically shield an employer from liability. Courts examine whether the organization maintained reasonable safety measures, conducted adequate background checks, and responded appropriately to prior complaints or behavioral red flags. An employer that built an environment where assault could occur undetected still bears legal responsibility for those systemic failures.

Seek Justice with Henderson Workplace Sexual Assault Lawyers at Greenberg Gross

The choice to pursue legal action belongs to you alone, and there is no single right moment to make it. But Nevada's filing deadlines continue to run, and the evidence that strengthens your case becomes harder to collect as time passes. The legal framework available to Henderson survivors exists specifically because lawmakers recognized that employers who allow workplace sexual violence to occur must share in the consequences.

Greenberg Gross LLP has channeled a significant portion of its practice into representing survivors of sexual abuse and assault, recovering millions in cases against individuals and institutions that failed to protect the people in their care.

Our Nevada office near Summerlin gives us direct access to Clark County courts and federal proceedings in the District of Nevada, and we structure many survivor cases on a contingency fee basis.

Call (702) 777-0888 or contact us online for a confidential conversation with a Henderson workplace sexual assault attorney at Greenberg Gross LLP.