Protecting Minors After Sexual Abuse at Work
When a teenager is sexually assaulted in the workplace, the impact is devastating, not only for the child, but for their entire family. Parents are often left shocked, angry, and unsure of what steps to take next. At Crowe Arnold & Majors, LLP, we understand how frightening this moment is, and we are here to help protect your child and your family.
Our attorneys represent families whose teens were sexually abused by supervisors, coworkers, or authority figures while on the job. These cases often involve fast food restaurants, retail stores, and other workplaces where minors are placed in vulnerable positions. Your child is not at fault and neither are you.
Teen sexual abuse is a public crisis. Any adolescent in the workplace, especially if it is their first job, can be a victim regardless of gender, identity, or sexual orientation. According to the National Sexual Violence Resource Center, 16 percent of teens aged 14-17 are sexually victimized by adults or peers.
How Our Attorneys Help Families After Teen Workplace Sexual Assault
Sexual abuse of a minor in the workplace is not just a crime, it is often the result of employer negligence. Businesses have a legal duty to protect young workers, and when they fail, they can be held accountable through a civil lawsuit.
At Crowe Arnold & Majors, LLP, we handle these cases with urgency, discretion, and compassion. Our firm has recovered hundreds of millions of dollars for victims of institutional negligence, including a $3.3 million settlement for a teenage fast-food employee assaulted by a manager.
We work to:
- Pursue compensation for counseling, trauma, and future harm
- Protect your child’s privacy
- Preserve evidence before it disappears
- Hold employers accountable
What Happens After You Call a Lawyer
If you suspect your teen has been sexually abused at work, calling a Dallas-Fort Worth lawyer is an essential first step.
Our workplace sexual assault lawyers at Crowe Arnold & Majors begin by creating a safe and confidential space for you to share what happened and to ensure your child’s immediate safety and well-being, and to gain a full understanding of the situation. It also helps us identify potential employer liability for sexual abuse in Texas and determine the immediate steps needed to protect your child.
Then, we focus on:
- Fact-finding and documentation. We conduct a thorough investigation by gathering and preserving relevant evidence, including work schedules, personnel records, internal complaints, incident reports, electronic communications (e.g., texts, emails, internal messaging platforms, and social media messages), and witness statements, to determine what occurred and assess the employer’s knowledge, response, and potential liability.
- Legal analysis. Not all incidents automatically result in employer liability. We assess whether the company failed to maintain a safe workplace, ignored warning signs, or allowed misconduct by supervisors or contractors, such as security personnel.
- Strategy development. Based on the facts, we outline potential civil claims and explain the process in clear, understandable terms. We also discuss possible outcomes and the types of compensation that might be pursued, including emotional distress, medical costs, and lost wages.
These steps are designed not only to build a strong legal case but to protect your family’s rights and position you to take decisive action.
Settlement involving client who was raped at fast-food restaurant by a manager.
Multiple settlements involving clients who were sexually abused by clergy.
Can My Child Stay Anonymous?
Protecting your child’s privacy is a significant concern for families pursuing civil claims. In North Texas, there are legal avenues that may limit public disclosure and reduce the risk of identification. These can include seeking permission to proceed under a pseudonym and requesting that certain court records be sealed at the time the case is filed. For more information, see protecting your child’s privacy.
Even when a court allows a child to proceed anonymously, certain information must still be presented to support the claim. Our experienced Dallas workplace sexual assault attorneys guide families through this process, advocating for appropriate privacy protections while ensuring the case is supported by the evidence required under Texas law.
Civil Case vs. Criminal Case
Understanding the difference between civil and criminal proceedings is key for families.
- The state pursues criminal cases and focuses on punishing the perpetrator. These cases do not guarantee compensation to the victim and require a higher standard of proof (“beyond a reasonable doubt”). Convictions may result in penalties such as imprisonment, probation, sex offender registration, and fines.
- Civil cases, on the other hand, are filed by the victim or their guardian. These lawsuits can hold the employer liable if they knew or should have known about the misconduct, failed to take reasonable steps to prevent or stop it, negligently hired or supervised the employee, or otherwise allowed a dangerous work environment to persist. Civil cases require proof “by a preponderance of the evidence,” a lower threshold than criminal trials. Civil cases help recover financial losses for medical expenses, therapy, and other damages.
Families in Dallas-Fort Worth and Oklahoma often pursue civil cases even if criminal charges are pending, because the goals (compensation and accountability) are different.
When Employers Can Be Held Liable for Sexual Abuse of Teen Workers
In many cases, the abuse could have been prevented. Employers may be legally responsible when they:
- Hire or retain known offenders
- Fail to supervise teen employees
- Schedule minors to work alone or late hours
- Ignore complaints or warning signs
- Fail to report abuse as required by Texas law
These cases are not just about one individual—they are about unsafe systems that put children at risk.
If Your Child Was Abused at Work,Call an Attorney Before Contacting the Employer
Types of Teen Sexual Assault Cases We Handle
Our firm focuses on civil cases involving sexual abuse of minors where negligence played a role, including:
Fast Food, Restaurant, and Retail Jobs
Many teens experience their first jobs in fast food or retail. Unfortunately, these environments often lack proper supervision, making teen workers especially vulnerable to abuse by supervisors or older coworkers.
Institutional and Corporate Negligence
We pursue cases against companies, franchises, and organizations that failed to protect minors through proper hiring, supervision, and reporting practices.
How Long Do These Cases Take?
The duration of a civil case involving workplace sexual abuse of minors can vary widely.
Factors include:
- Complexity of the evidence. Cases with extensive documentation or multiple witnesses may take longer to prepare.
- Employer cooperation. Employers who resist discovery or contest liability can extend the timeline.
- Court scheduling. The availability of the court in North Texas, DFW, or Oklahoma can affect how quickly a case proceeds.
On average, families should expect a case to take several months to a few years from filing to resolution.
Common Mistakes Parents Make After Workplace Abuse
After learning of abuse, parents sometimes unintentionally make decisions that can complicate a legal case.
Common pitfalls include the following:
- Delaying legal action. Although Texas law provides extended time for minors to file suit, waiting can jeopardize evidence and may affect certain claims or notice requirements.
- Confronting or speaking directly to the employer. Statements made in the heat of the moment can be mischaracterized, documented selectively, or later used to challenge the claim.
- Overlooking evidence. Failing to save text messages, emails, photos, and witness information right away can make it harder to prove what happened.
- Ignoring emotional support. Failing to seek appropriate counseling or professional support can leave a child without needed care and may complicate the healing process during an already difficult time.
- Delaying medical care. If the assault was recent, waiting to seek medical attention may result in the loss of crucial forensic evidence.
Sexual assault attorneys at Crowe, Arnold & Majors are here to guide families, protect your child’s rights, and safeguard the strength of your potential case.
Steps Parents Should Take After a Teen Is Sexually Abused at Work
If your child has been sexually assaulted, taking prompt action can protect their health and legal rights:
- Report the abuse to law enforcement or the Texas Department of Family and Protective Services
- Seek medical and emotional care, including services from the Dallas Area Rape Crisis Center
- Contact a lawyer immediately to preserve evidence and protect your child from retaliation
You do not have to navigate this alone.
Fight Back Against Sexual AbuseCall to Speak With an Experienced Attorney
What Are The Warning Signs My Teenager Is Being Sexually Abused At Work?
When a teen experiences sexual assault on the job, many feel guilt or shame about what happened to them and whether it was even “serious enough” to report.
Signs that your child has been sexually assaulted may include:
Emotional Withdrawal and Anxiety
A sudden change in your teen’s emotional state, such as increased withdrawal, irritability, anxiety, or persistent sadness, may indicate distress linked to workplace trauma. Pay attention to whether these changes align with specific shifts, work locations, or interactions with certain employees.
Avoidance or Refusal to Return to Work
Teens who abruptly quit or dread going to work may be trying to avoid an unsafe environment. This behavior can signal a fear of encountering an abuser or ongoing harassment.
Unexplained Physical or Behavioral Changes
Watch for signs such as unusual sleep patterns, loss of appetite, unexplained bruises or injuries, or sudden changes in personality or behavior. While these symptoms don’t always indicate abuse, when they appear alongside emotional distress about working, they might justify further inquiry.
Digital Red Flags in Workplace Misconduct
Workplace misconduct often begins or continues through inappropriate messages sent via text, social media, or other digital platforms. If a teen appears anxious or unusually guarded about work-related communications, it may signal a concern that warrants closer attention.
Why These Cases Are Time-Sensitive
Although Texas law provides an extended statute of limitations for civil claims involving the sexual abuse of a minor, these cases remain time-sensitive because delays can jeopardize critical evidence and weaken a claim.
Acting quickly is crucial to:
- Prevent the loss or deletion of critical evidence such as internal employer records and surveillance footage.
- Ensure witness accounts are documented while memories remain fresh and accurate.
- Protect your ability to hold all responsible parties accountable, particularly if managers leave or a business changes ownership.
Our legal team prioritizes immediate action to protect your child and build the strongest possible case. For more information, see how long families have to file a civil sexual abuse lawsuit.
Why Families Trust Crowe Arnold & Majors, LLP
Every case is unique, and the rights of teen workers sexually abused at work vary depending on the circumstances, including the nature of the misconduct, the employer’s role, and the specific facts involved. Families in Dallas, DFW, North Texas, and Oklahoma who act promptly can pursue justice and hold negligent employers accountable.
At Crowe Arnold & Majors, we guide families through each step: from understanding employer liability for sexual abuse under Texas law to gathering evidence to negotiating with insurance carriers or litigating in court.
What we bring to your case:
- Decades of experience handling abuse and negligence cases. Our team has over 65 years of combined experience representing victims of workplace abuse and other serious injuries.
- Proven results against powerful employers. We have successfully recovered hundreds of millions in settlements and verdicts, even against large corporations and franchises.
- A trauma-informed, family-first approach. We prioritize your teen’s well-being and ensure the legal process respects their emotional needs and privacy.
- No fees unless we recover compensation. Our contingency-fee approach means you don’t pay unless we win, so that families can pursue justice without financial stress.
Speak With a Dallas Lawyer About Your Child’s Case Today
If your child was sexually abused in the workplace, time matters. Evidence can disappear quickly, and employers may act to protect themselves—not your family.
Find Out How We Can HelpCall for a Confidential Consultation
Legal Support for Families in Dallas and Surrounding Cities
Crowe Arnold & Majors, LLP proudly represents families throughout Dallas, Arlington, Plano, Garland, Irving, Richardson, and surrounding North Texas communities. We understand local employers, courts, and reporting systems—and we use that knowledge to protect children and families.
John W. Arnold,
Partner, Trial and Appellate Attorney
With over 25 years of experience, John is a seasoned trial and appellate attorney known for delivering results.
David W. Crowe
Partner, Personal Injury
For more than 30 years, David has been a powerful advocate and fighting for individuals harmed by negligence and abuse.
D.G. Majors
Trial Attorney, Personal Injury and Product Liability
D.G. is a trial lawyer with a strong track record of results in personal injury, product liability, and commercial litigation.
Our Dallas Location
6550 Bank of America Plaza
901 Main St.
P: 214-231-0555
Frequently Asked Questions
Q: Can a minor file a lawsuit on their own?
A: Typically, a parent or guardian must file on behalf of the minor. This ensures the child’s rights are protected and that they receive proper legal representation.
Q: Will my child have to testify in court?
A: Not always. Many civil cases are settled before trial, but if testimony is required, our attorneys work to make the process as comfortable as possible.
Tap Here to Call Our Law Office
Q: Can the employer be held liable even if they didn’t commit the abuse?
A: Yes. In Texas, an employer may be held liable if a supervisor, employee, or contractor committed the abuse within the scope of their employment, or if the employer knew or should have known about the risk and failed to take reasonable steps to prevent or stop the misconduct.
Q: What kind of evidence will help the case?
A: Documentation such as text messages, emails, work schedules, incident reports, and surveillance footage can be important. Witness statements, internal company reports, prior complaints, and medical or counseling records related to the abuse may also help support the claim and demonstrate the impact on the child. For more information, please see what evidence is needed in a civil sexual abuse case.
Get Trusted Guidance When it Matters Most. Schedule a Free Consultation Today.
Your teen’s safety, privacy, and ability to recover are our priority. Get the support you need after workplace sexual abuse. Contact Crowe, Arnold & Majors to schedule a free consultation to explore your options and take the first step toward justice. Based in Dallas, we’re proud to serve clients across North Texas and Oklahoma.
