Bedford Workplace Sexual Assault Lawyer

Are you looking for a workplace sexual assault attorney in Bedford, TX?

At Brandy Austin Law Firm, we provide workplace sexual assault representation grounded in over 18 years of work on behalf of clients in Bedford and the surrounding area.

Sexual assault at work crosses into physical conduct, and Texas law treats it accordingly. If this has happened to you in Bedford, TX, an attorney can walk you through the legal avenues available.

Brandy Austin Law Firm has been representing clients in personal injury and civil matters across Tarrant County since 2013. Our founder, Brandy Austin, has been licensed in Texas since 2008 and has taken on cases involving assault, employer negligence, and civil litigation. If you need a Bedford, TX workplace sexual assault lawyer, contact our office to get started.

Workplace Sexual Assault Lawyer Bedford, TX

Workplace sexual assault is what happens when an employee is forced into non-consensual physical contact of a sexual nature by a coworker, a supervisor, a customer, or someone else present in the work environment. That distinguishes it from sexual harassment, which may be limited to verbal or visual conduct. Texas law allows victims to bring civil claims against the person who committed the assault and, depending on the circumstances, against the employer as well. There are specific legal protections under Texas law designed to address these situations.

The EEOC received 88,531 discrimination charges during fiscal year 2024, which marked a 9.2% jump from the year before. Sexual harassment was among the most common bases alleged. Still, a large number of incidents go unreported. Employees worry about losing their positions or dealing with workplace retaliation. Working with an attorney who handles these claims puts you in a stronger position to protect your rights and pursue the compensation owed to you.

Types of Workplace Sexual Assault Cases We Handle in Bedford

No two workplace sexual assault cases look exactly alike. The facts, the people involved, and the legal questions shift from one matter to the next. Below are the types of cases we have handled for clients in Bedford and across Tarrant County.

• Supervisor or manager assault. When someone with authority over an employee commits an assault, the employer frequently bears direct liability. The victim often felt unable to speak up because doing so meant risking their position. We bring claims against both the individual and the company in these situations.
• Coworker assault. An assault by a fellow employee can give rise to claims against the employer, particularly if management knew about the behavior or should have known and did nothing. We look at whether the company responded appropriately to earlier complaints.
• Third-party assault. Healthcare workers, hospitality staff, and retail employees sometimes face assaults from customers, vendors, or contractors. Employers owe their workers a safe environment. Where they ignore known risks, they open themselves to liability.
• Assault during work travel. Business trips, off-site meetings, and company-sponsored events can place employees in vulnerable situations. If the assault happened within the scope of employment activities, there may be grounds for a claim against the employer.
• Quid pro quo assault. This occurs when a supervisor ties job benefits to sexual compliance. Once that pressure turns physical, it constitutes assault under Texas law in addition to harassment.
• Retaliation after reporting. Termination, demotion, or any other form of punishment for reporting an assault gives rise to a separate retaliation claim on top of the underlying case. We pursue both.
• Assault in healthcare settings. Nurses, home health aides, and caregivers face a particularly high level of risk. Their employers carry heightened duties to screen personnel and enforce safety protocols. A failure in hiring or supervision can form the basis of a negligence claim.
• Employer cover-ups. Some companies suppress internal reports, destroy evidence, or use forced arbitration clauses and non-disclosure agreements to silence victims. We work to expose those patterns when they exist.

Why Choose Brandy Austin Law Firm as My Workplace Sexual Assault Lawyer in Bedford, TX?

Experience in Personal Injury and Civil Litigation

These cases sit at a crossroads of personal injury, employment law, and civil litigation. Brandy Austin founded this firm in 2013 and has practiced law in Texas for over 18 years. She is admitted to the U.S. District Courts for the Northern, Eastern, and Southern Districts of Texas, giving us the ability to litigate in state and federal court alike.

Brandy graduated from Baylor University School of Law. She earned Rising Star recognition from Super Lawyers four years running, from 2015 through 2018. The National Academy of Personal Injury Attorneys named her a Top 10 Attorney Under 40, and Fort Worth Magazine selected her as a Top Attorney. She is a Fellow of the Texas Bar Foundation, an Associate Fellow of the Litigation Counsel of America, and currently serves as President-Elect of the Tarrant County Trial Lawyers. Her awards and recognitions speak to the trajectory of her career.

As your personal injury lawyer in Bedford, TX, we apply that same preparation to workplace sexual assault cases. The firm has recovered millions of dollars for clients in personal injury matters, including one judgment that exceeded $1,000,000. We also prevailed in a Tarrant County harassment lawsuit that required sustained litigation against well-funded opposition.

We take workplace sexual assault cases on a contingency fee basis. You owe no fees unless we recover compensation on your behalf.

What Is Important to Understand About Workplace Sexual Assault Cases?

Damages, Liability, and Compensation for Workplace Sexual Assault Cases

Texas law permits victims of workplace sexual assault to seek damages across several categories. What you can recover depends on the severity of what happened, the resulting harm, and the employer’s role in it.

• Medical expenses. Emergency treatment, ongoing therapy, psychiatric care, counseling, and prescriptions or procedures tied to the assault all fall under this category.
• Lost wages and earning capacity. This covers income lost from missed work, an inability to return to the same role, or a diminished capacity to earn going forward.
• Pain and suffering. Physical pain along with emotional harm, which can include anxiety, depression, PTSD, and a diminished quality of life.
• Punitive damages. Where the conduct was especially egregious or an employer showed deliberate indifference, Texas courts can impose punitive damages as a deterrent.
• Loss of employment benefits. Health insurance, retirement contributions, bonuses, and other benefits lost because of the assault or retaliation that followed.

Liability may attach to the perpetrator individually, the employer, or both. Claims against the employer commonly rest on theories of negligent hiring, negligent supervision, ratification, or a failure to enforce anti-harassment policies.

What Are Important Aspects of a Workplace Sexual Assault Case?

A handful of factors tend to carry outsized weight in these claims.

• Documentation. Text messages, emails, incident reports, medical records, and witness accounts all strengthen a case. If you remain employed, preserving evidence without tipping off the wrong people protects both the claim and your position.
• Employer response. How the company reacted to a report matters. Whether they investigated, what corrective steps were taken, and whether you faced retaliation all bear on negligence and liability arguments.
• Witness testimony. Coworkers who saw the assault or its aftermath, and anyone who can speak to a pattern of behavior by the same individual, provide corroboration that is hard to dismiss.
• Prior complaints. If earlier reports about the same person were filed and the employer still did nothing, that record supports a claim of deliberate indifference or negligent retention.

What Is the Workplace Sexual Assault Case Timeline?

No two cases move at the same pace, but the general sequence tends to follow a predictable path.

• Initial consultation and case evaluation. We go over the facts, assess the claims available to you, and lay out your options. This usually takes place within the first week or two after you reach out.
• Investigation and evidence gathering. Our team collects records, interviews witnesses, obtains personnel files, and brings in investigators when warranted. Expect this phase to last several weeks to a few months.
• Filing the claim. This step may involve filing a charge with the EEOC or the Texas Workforce Commission, filing a lawsuit in civil court, or both. Administrative complaints carry a 300-day filing deadline from the date of the incident.
• Discovery and depositions. Both sides exchange documents and take testimony under oath. This phase tends to run several months and is often where the real strength of a case becomes apparent.
• Negotiation or trial. Settlement through mediation resolves many of these cases. When a fair outcome cannot be reached that way, we are prepared to go to trial.

Under Texas Civil Practice and Remedies Code § 16.0045, the statute of limitations for a civil claim based on sexual assault is five years from the date the cause of action accrues. Acting sooner preserves evidence and puts you in a better position.

What Should You Bring to Your Workplace Sexual Assault Consultation?

Having materials ready for the first meeting allows us to evaluate the case more efficiently.

• Any written communications connected to the assault, such as emails, text messages, and letters
• Reports or complaints submitted to your employer’s HR department
• Medical records, therapy records, or prescriptions related to injuries from the assault
• A written timeline of events with dates, locations, and the names of individuals involved
• Pay stubs, employment contracts, or records showing changes to your employment status

We will go through the facts with you, explain the legal paths available, and answer whatever questions you have. Everything you share with us is confidential.

Tarrant County Court and Local Resources for Workplace Sexual Assault Cases

Bedford sits within Tarrant County. Civil lawsuits stemming from workplace sexual assault are generally filed in Tarrant County civil courts at 100 E. Weatherford, Fort Worth, TX 76196. Federal employment claims may proceed through the U.S. District Court for the Northern District of Texas, Fort Worth Division.

Employees in Bedford who wish to file discrimination or harassment complaints can contact the EEOC Dallas District Office at 207 S. Houston Street, 3rd Floor, Dallas, TX 75202, or call 1-800-669-4000. The TWC Civil Rights Division accepts complaints as well and can be reached at 800-628-5115. Both agencies enforce a 300-day deadline from the date of the incident.

Local resources for survivors include the Tarrant County Crisis Center, which offers advocacy and referrals, and the RAINN National Sexual Assault Hotline at 1-800-656-4673.

Reach Out to Brandy Austin Law Firm to Schedule a Consultation

If you have experienced sexual assault at work in Bedford or the surrounding area, Brandy Austin Law Firm is prepared to review your case. We take these matters on a contingency fee basis, which means you owe nothing unless we recover compensation for you. Contact us to schedule a consultation with a workplace sexual assault attorney in Bedford, TX.