Key Steps for Victims to Report Dental Sexual Abuse in California

Jun 18, 2026 | Sexual Assault in California, Sexual Harassment in California

If you’re a victim of dental sexual abuse in California, you have the right to file a complaint with the Dental Board of California, report to law enforcement, and pursue a civil lawsuit for damages. The strength of your case depends on factors like documentation, timing, and whether the abuse occurred under sedation or involved a pattern of misconduct. 

Experiencing sexual harassment or abuse in a dental setting is not only traumatic; it’s also a violation of your trust when seeing a healthcare provider. Whether the harassment came from a dentist, dental assistant, or staff member, you have legal options, and you don’t have to go through it alone. This post explains how to recognize dental sexual harassment, what steps to take, and where to turn for help in California.

At Betts Law Group, we represent clients who have experienced institutional sexual assault across healthcare, sports, and workplace environments. If you’ve been harmed by someone in a position of trust, we are here to support you and help you take the next steps with care and confidence.

What Is Considered “Dental Sexual Abuse” in California?

Sexual harassment in a dental setting can include:

• Unwanted touching during treatment
• Inappropriate comments or sexual jokes
• Invasions of personal space or privacy
• Pressuring or coercing a patient into uncomfortable situations

Some cases may involve physical assault, touch, or battery under anesthesia. Others involve repeated verbal harassment or misuse of professional authority. Regardless of the form, sexual harassment in a dental setting is not acceptable.

If you have experienced sexual harassment at a dental office, take the following steps to make sure you get the support you deserve and ensure that justice is served.

Step 1: Recognize What Happened

It’s common to feel confused or unsure in the moment, especially when the perpetrator is a licensed professional. Trust your instincts. If something felt wrong or made you feel uncomfortable or violated, that matters. Keep in mind:

• Harassment can be verbal or physical
• Power dynamics may cause hesitation in speaking up
• Emotional reactions (like shame, fear, or anger) are valid responses

Whether the incident happened recently or in the past, you still have the right to come forward.

Step 2: Prioritize Your Safety and Support

If you’re in immediate danger, call 911 or seek help from someone nearby. Once safe, consider reaching out to someone you trust, whether that’s a friend, therapist, or support organization. 

Support matters. Whether or not you’re ready to take legal action, having someone in your corner can help you feel grounded and empowered.

Step 3: Document What Happened

If you feel safe doing so, gather as much information as you can:

• Write down a detailed account of what occurred, including dates, times, and locations
• Save any messages, voicemails, or emails that may support your account
• If someone witnessed the incident or part of it, try to get their contact information

This documentation may become important if you choose to file a complaint or lawsuit.

Step 4: Report the Harassment

There are multiple ways to report dental sexual harassment in California:

• File a Complaint with the Dental Board of California: The Dental Board of California investigates complaints of sexual misconduct against licensed dental professionals, including dentists, dental hygienists, and registered dental assistants.
• Report to Law Enforcement: If the incident involves physical assault or any criminal behavior, contact your local police department. You have the right to file a police report.
• Notify the Dental Office or Clinic: If the perpetrator was not the main dentist (for example, a hygienist or assistant), you may also want to inform the practice owner or office manager. However, do what feels safest for you.

Step 5: Talk to a Sexual Assault Attorney

Navigating the legal process after dental sexual harassment can feel overwhelming. A skilled attorney can help you:

• Understand your rights
• Evaluate your legal options
• File civil claims or assist with criminal proceedings

You may be entitled to compensation for emotional distress, medical bills, or other losses. The right lawyer will guide you with care and clarity. Betts Law Group has experience with professional misconduct cases and supports survivors through every step.

Contact Betts Law Group Today

We understand that speaking out after experiencing sexual harassment in a healthcare setting can be difficult. At Betts Law Group, we are committed to creating space for survivors to be heard and supported. If you’re ready to talk, contact us for a confidential consultation. You deserve to be safe, respected, and informed about your options.

Frequently Asked Questions About Reporting Dental Sexual Harassment in California

1. What counts as sexual abuse or harassment in a dental setting?

Sexual abuse or harassment in a dental setting includes any unwanted touching, sexual comments, inappropriate physical contact during treatment, or abuse while a patient is sedated. If a dentist, hygienist, assistant, or any staff member made you feel violated or uncomfortable in a sexual way, that experience is valid and may have legal significance; we handle these cases under institutional sexual assault.

2. What should I do first if I’ve been sexually abused by a dentist in California?

The most important first steps are to get to safety, write down everything you remember about what happened, and reach out to someone you trust. After that, consider filing a complaint with the Dental Board of California and contact a sexual assault attorney. You don’t need to have everything figured out before you make that call.

3. Can I file a civil lawsuit against a dentist for sexual abuse in California?

Yes. In addition to filing a criminal complaint or a report with the Dental Board, you may be able to pursue a civil lawsuit for damages including emotional distress, therapy costs, and other losses. 

4. Can I report dental sexual abuse if it happened years ago?

Possibly, yes. California has expanded its statute of limitations for sexual assault civil claims in recent years. 

5. How do I file a complaint against a dentist with the Dental Board of California?

You can file a complaint directly through the Dental Board of California’s complaints page. The Board investigates sexual misconduct complaints against licensed dental professionals and can refer serious cases for criminal prosecution. Filing a board complaint is separate from pursuing a civil lawsuit, and you have the right to do both.

6. Will I have to relive what happened in order to take legal action?

Working with the right attorney makes a meaningful difference here. At Betts Law Group, Whitney Betts is a certified Rape Crisis Counselor as well as a civil attorney. She understands the emotional weight of coming forward and approaches every case with care, at a pace that works for you.

7. What compensation can I receive for dental sexual abuse in California?

Compensation in a civil sexual assault case can include damages for emotional distress, therapy and medical costs, lost wages, and, in some cases punitive damages. Every case is different, which is why Betts Law Group handles all cases on a contingency basis, so you pay nothing unless we recover for you.

8. Do I have to report dental sexual abuse to the police to take legal action?

No. A police report and a civil lawsuit are separate processes. You can pursue a civil claim without filing a criminal complaint, and vice versa. Some survivors choose one path, and some choose both. What matters most is that you make the choice that feels right for you, with a full understanding of all your options.

How Arbitration Agreements Affect Sexual Harassment Claims in California

Jun 3, 2026 | Sexual Harassment in California, Sexual Assault in California

For many employees, workplace contracts include pages of fine print that often go unread. Tucked into that fine print, many employees discover arbitration agreements (clauses) requiring workplace disputes to be settled privately instead of in court. When it comes to sexual harassment claims, these agreements can have a major impact on how survivors pursue justice.

At Betts Law Group, we believe survivors should understand their options before signing or challenging an arbitration clause. Here’s what you should know about how these agreements work in California and how they can affect your rights.

What Is an Arbitration Agreement?

An arbitration agreement is a clause in an employment contract that requires disputes between an employee and employer to be resolved through private arbitration rather than in a public courtroom. This process takes place before a neutral third party called an arbitrator, not a judge or jury.

While arbitration is often presented as faster or less costly, it usually benefits the employer. Arbitration proceedings are private, and the decisions are typically final, meaning survivors lose their right to appeal or publicly hold the employer accountable.

Can Sexual Harassment Claims Be Forced Into Arbitration?

In the past, many survivors were forced into arbitration because of these contracts, which effectively silenced them and kept misconduct out of public view. However, California and federal law have recently changed to offer greater protection.

Under the Ending Forced Arbitration of Sexual Assault and Sexual Harassment Act, employees who experience sexual harassment or assault now have the choice to pursue their claim in court even if they signed an arbitration agreement.

This federal law applies nationwide and gives survivors the right to make their claims public, allowing for greater transparency and accountability.

Why Arbitration Can Be Problematic for Survivors

Even though the law now gives employees more control, arbitration clauses can still cause confusion and delay. Survivors may feel pressured not to speak up, or they may think their case can only be handled in private.

Arbitration often:

• Limits access to discovery and evidence that might strengthen a case
• Keeps the outcome confidential, preventing other victims from learning about misconduct
• Favors repeat employers who regularly use arbitration services
• Restricts a survivor’s right to appeal unfair decisions

This lack of transparency can discourage reporting and make it harder to expose systemic workplace harassment.

California’s Worker Protections

California already has strong worker protection laws under the Fair Employment and Housing Act (FEHA), which prohibits harassment and retaliation based on sex, gender, or other protected categories.

Even when arbitration is part of a contract, California courts carefully review whether it is enforceable, especially in cases involving sexual harassment or discrimination. Some agreements may be invalid if they are overly broad, coercive, or violate public policy.

Survivors still have the right to file a complaint with the California Civil Rights Department or the Equal Employment Opportunity Commission (EEOC), regardless of arbitration language in their contracts.

What to Do If You Signed an Arbitration Agreement

If you believe you have a valid sexual harassment claim but signed an arbitration agreement, you still have options. You can:

• Review your agreement with an experienced attorney to determine if it is enforceable
• Decide whether to move forward in court under the federal arbitration exemption
• File a complaint with state or federal agencies while your case is being reviewed
• Gather evidence and witness statements while preserving your rights

Many arbitration agreements are written to favor the employer, but that doesn’t mean they are always valid.

Taking the Next Step

For survivors, understanding these agreements is the first step toward reclaiming control. Arbitration may be written into a contract, but it cannot erase your rights under state and federal law.

If you experienced sexual harassment and are unsure whether an arbitration clause applies to you, Betts Law Group can help you review your contract, explain your legal options, and guide you toward a resolution that prioritizes your safety and voice.

You deserve clarity, protection, and a team that stands beside you every step of the way.

Frequently Asked Questions About Arbitration Agreements Affecting Sexual Harassment Claims in California

1. What is forced arbitration?
   Forced arbitration is when an employer requires employees to handle disputes privately, instead of going to court. It often limits transparency and the survivor’s right to appeal.
2. Can I still sue my employer if I signed an arbitration agreement?
   Yes. Under federal law, employees who experience sexual harassment or assault can choose to go to court, even if they previously agreed to arbitration.
3. Does California law protect against forced arbitration?
   Yes. California has additional worker protections, and courts frequently strike down arbitration clauses that are unfair or violate public policy.
4. What if my employer retaliates after I report harassment?
   Retaliation is illegal under the Fair Employment and Housing Act. You may be entitled to compensation for lost wages and emotional distress.
5. Should I talk to an attorney before signing an employment contract?
   Absolutely. An attorney can review the agreement, explain any arbitration clauses, and help you understand how they may affect your rights in the future.

What Is Institutional Negligence in Sexual Assault Cases?

May 27, 2026 | Sexual Assault in California, Sexual Harassment in California

Experiencing sexual assault within an institution can leave lasting wounds. The pain isn’t only from what happened, but from being failed by a place that was supposed to protect you. This kind of failure is known as institutional negligence, which occurs when an organization’s actions or inaction allow abuse to happen or continue without intervention.

At Betts Law Group, we’ve seen how institutional negligence can alter the course of a survivor’s life. Understanding what it looks like and knowing your legal options is an important step toward accountability, healing, and reclaiming your voice.

What Does Institutional Negligence Mean?

Institutions have both a legal and ethical duty to create safe environments for those under their care. Negligence occurs when they fail to meet that duty. This may happen when administrators ignore complaints, fail to perform background checks, neglect proper supervision, or dismiss reports of misconduct.

In the context of sexual assault, institutional negligence can include:

• Failing to investigate credible allegations of abuse.
• Allowing staff or volunteers to remain in positions of authority after complaints.
• Not enforcing policies for reporting or preventing misconduct.
• Creating a culture where survivors are silenced or discouraged from speaking up.

Whether it happens in a hospital, school, correctional facility, or religious organization, the responsibility lies with leadership to act, and their failure to do so can make them legally liable.

Where Institutional Negligence Commonly Occurs

While abuse can happen anywhere, certain institutions have a higher duty of care because of the vulnerable populations they serve. Examples include:

• Hospitals and healthcare facilities — When patients depend on medical professionals for treatment, consent and safety must be protected. Failing to monitor staff or respond to misconduct puts patients at risk.
  
• Rehabilitation centers — Individuals in recovery may be especially vulnerable to manipulation or coercion. When facilities ignore reports or fail to train staff properly, they can be held responsible for abuse that occurs inside their walls.
  
• Schools and universities — Administrators must act on reports of harassment or assault. Neglecting to do so, or covering up incidents to protect reputations, is a breach of duty.
  
• Workplaces and nonprofits — When employees, volunteers, or donors misuse their power and leadership looks the other way, the organization itself can be held accountable.

Places meant to protect rely on trust. When that trust is lost, the institution’s actions or inaction often play a defining role in what follows.

How Survivors Can Hold Institutions Accountable

Holding an institution accountable is about more than seeking compensation; it’s about changing systems that allowed abuse to continue. Survivors may be able to file a civil claim against the organization for failing to protect them. This type of case can involve damages for:

• Emotional and psychological trauma
• Medical expenses
• Loss of income or employment
• Pain and suffering

In some cases, punitive damages may also apply if the institution’s behavior was particularly reckless or harmful.

At Betts Law Group, we work to uncover what went wrong,  whether policies were ignored, warning signs missed, or complaints silenced. Our goal is to ensure that survivors are heard, supported, and empowered to seek justice.

The Role of Trauma-Informed Representation

Legal action after institutional sexual assault is deeply personal. Survivors often carry feelings of guilt, fear, or confusion about coming forward, especially when the institution holds significant power or influence.

A trauma-informed attorney understands that legal strategy must be balanced with compassion. That means:

• Listening without judgment.
• Prioritizing survivor safety and comfort.
• Allowing clients to make informed choices at their own pace.
• Advocating fiercely while respecting emotional boundaries.

When to Seek Legal Help

If you or someone you care about has experienced sexual assault in a setting where someone should have been protecting you, it’s important to understand your rights. Institutional negligence claims can be complex, especially when large organizations try to minimize their responsibility or hide evidence.

A sexual assault attorney can look into whether the institution’s failures led to the harm you suffered. They can help protect your privacy, gather evidence, and make sure your voice is heard throughout the process.

Moving Toward Accountability and Healing

Institutional negligence cases are not just about identifying what went wrong; they are about building a safer future for others. Every survivor who comes forward helps shine a light on the gaps that allowed abuse to occur.

If you believe an organization failed to protect you, contact Betts Law Group to discuss your situation confidentially. You do not have to face this alone, and your story deserves to be taken seriously.

Frequently Asked Questions About Institutional Negligence in Sexual Assault Cases

1. What is considered institutional negligence in a sexual assault case?
   Institutional negligence occurs when an organization fails to protect individuals from foreseeable harm. This can include ignoring complaints, failing to supervise staff, or allowing known abusers to remain in positions of authority.
2. Can I sue both the abuser and the institution?
   Yes. Survivors can file civil claims against both the individual responsible for the assault and the institution that enabled or failed to prevent the abuse.
3. What kinds of institutions can be held accountable?
   Hospitals, schools, rehabilitation centers, religious organizations, and workplaces can all be held responsible if they neglect to act or enforce safety measures.
4. How do I prove that an institution was negligent?
   Evidence may include prior complaints, lack of background checks, internal reports, or testimony showing that leadership ignored warning signs or failed to follow safety procedures.
5. Is there a time limit to file an institutional negligence claim in California?
   Yes, but timelines vary depending on the case and the survivor’s age at the time of the assault. California law allows extended filing periods for survivors of sexual assault, especially when institutions concealed the abuse.
6. Why should I contact a lawyer for institutional sexual assault?
   An attorney can help uncover evidence, identify all liable parties, and ensure the institution is held accountable. At Betts Law Group, we approach every case with compassion and determination to help survivors rebuild their lives and pursue justice.