Nonprofit organizations exist to serve and uplift communities. But behind the mission-driven work, power imbalances and limited oversight can sometimes create environments where harassment goes unchecked. When harassment occurs in a nonprofit, whether by a leader, donor, or volunteer, it undermines trust and crosses legal boundaries.
Understanding who can be held accountable is the first step toward protecting employees, volunteers, and those who depend on these organizations.
At Betts Law Group, we represent survivors of workplace and institutional harassment with care and integrity. Our attorneys help clients navigate complex cases where compassion, confidentiality, and justice must go hand in hand.
Defining Sexual Harassment in a Nonprofit Setting
Sexual harassment includes unwanted sexual advances, requests for sexual favors, verbal or physical conduct of a sexual nature, or any behavior that creates a hostile or intimidating work environment.
In a nonprofit, this misconduct can take many forms:
A supervisor or executive making inappropriate comments or advances toward staff
A board member using their influence to pressure or manipulate
A donor or volunteer engaging in harassing behavior without accountability
Repeated comments or jokes that make someone uncomfortable
Just like in the corporate world, nonprofit workers and volunteers are protected by California’s Fair Employment and Housing Act (FEHA) and Title VII of the Civil Rights Act.
Who Can Be Held Liable?
Responsibility for sexual harassment in a nonprofit can fall on several parties depending on the situation.
The Harasser – The individual who engages in harassment (whether an executive, board member, coworker, or volunteer) can be personally liable under California law. Intent and power dynamics often determine how the law applies, but inappropriate conduct is never excused by status or position.
The Organization – A nonprofit can be held liable if it knew (or should have known) about the harassment and failed to take action. This includes ignoring complaints, not providing proper training, or lacking clear reporting procedures. Nonprofits have a legal duty to maintain a safe workplace and to protect employees and volunteers from foreseeable harm.
Supervisors and Managers – If a supervisor engages in harassment, the organization is automatically liable for their conduct. If they fail to act on a complaint or retaliate against the person reporting, that can also result in serious legal consequences.
The Board of Directors – Boards play a critical role in governance and accountability. If they neglect to implement policies or investigate credible allegations, they may share in the liability for the harm caused under claims of negligent supervision or retention.
Steps Nonprofits Should Take to Prevent Liability
To prevent harm and legal exposure, nonprofits should:
Provide annual harassment prevention training for all staff and volunteers
Establish clear reporting policies that protect complainants from retaliation
Document all complaints and investigations carefully
Take swift, appropriate action when misconduct occurs
Foster a culture where respect and boundaries are non-negotiable
When nonprofits fail to uphold these standards, they can face not only lawsuits but also loss of funding and reputational damage.
What Survivors Can Do
If you experienced sexual harassment within a nonprofit organization, you have the right to take action. You can:
Document what happened, including dates, times, messages, and witnesses
Report the behavior through the organization’s internal process or to an outside agency
Consult with an attorney to discuss your options under California law
Even if you are unsure about your next steps, reaching out to a trauma-informed attorney can help you feel more in control.
Moving Forward with Support
Every survivor deserves to be heard and protected. Nonprofits have an obligation not just to serve the community, but to protect those within it from harm. Accountability helps prevent future harm by keeping integrity and safety at the heart of every organization’s mission.
If you believe you’ve been harassed while working or volunteering at a nonprofit,contact Betts Law Group for a confidential consultation. Our attorneys understand how painful and personal these cases can be, and we’re here to help you move forward with compassion and confidence.
FAQs
Can volunteers experience sexual harassment under California law? Yes. Even though volunteers are not always classified as employees, they are still protected under California’s Fair Employment and Housing Act (FEHA) when it comes to harassment and discrimination.
Is a nonprofit responsible if a donor or board member harasses staff or volunteers? Yes. Nonprofits have a duty to provide a safe environment for everyone involved in their operations. If a donor, board member, or executive engages in harassment and the organization fails to act, the nonprofit may be held liable.
What should I do if I was harassed by someone in a leadership position at a nonprofit? Document what happened, report the misconduct internally if it feels safe to do so, and contact a sexual harassment lawyer experienced with nonprofit and institutional cases to help protect your rights.
Are nonprofit organizations required to have harassment training and reporting policies? Yes. California law requires employers, including nonprofits, to provide harassment prevention training and establish clear complaint procedures for all staff and volunteers.
Can I take legal action if the nonprofit retaliates after I report harassment? Absolutely. Retaliation for reporting harassment or participating in an investigation is illegal. Survivors may have the right to pursuelegal recourse for workplace retaliation.
How can an attorney help me with a nonprofit harassment claim? An experienced attorney can investigate your case, identify all responsible parties, and pursue justice through civil claims while ensuring you’re treated with compassion and respect.
Sexual harassment in a California workplace can turn a place where you earn a living into a place you dread. It can leave you feeling unsafe, disrespected, and powerless, especially when the person responsible holds authority over your job or your future. Many people try to push through it, telling themselves it’s “not serious enough” or that speaking up will only make things worse. But sexual harassment is more than uncomfortable behavior, it can deeply affect your mental health, your professional reputation, and your long-term career.
Unwanted sexual advances, whether repeated or a single serious incident
Requests for sexual favors tied to job benefits or continued employment
Sexual jokes, comments, or gestures that make the workplace uncomfortable
Displaying explicit images, messages, or materials at work
Harassment based on gender identity or sexual orientation
Under California Government Code § 12940(j), sexual harassment is unlawful when unwelcome conduct based on sex or gender creates a hostile, intimidating, or offensive work environment, or when submission to such conduct is made a condition of employment or workplace benefits.
Importantly, harassment does not have to come from a supervisor. Coworkers, clients, customers, vendors, and contractors can all be sources of unlawful harassment. What matters is the impact. If the behavior alters the conditions of employment or interferes with your ability to work safely and effectively, it may violate California law.
The Three Main Types of Workplace Sexual Harassment
California generally recognizes three common forms of sexual harassment in the workplace.
1. Quid Pro Quo Harassment
This occurs when someone with authority links job benefits or consequences to sexual conduct. This might include promises of promotion, raises, or favorable treatment in exchange for compliance, or threats of demotion or termination if advances are rejected.
2. Hostile Work Environment Harassment
This involves repeated or severe conduct that interferes with your ability to work. This can include ongoing comments, jokes, messages, or behavior that makes the workplace feel intimidating or unsafe, even if no single incident seems extreme on its own.
3. Unwanted Physical Touching
This ranges from seemingly minor contact, such as unwanted hugs or shoulder rubs, to more serious conduct like groping or sexual assault. Physical contact is never required for harassment to be unlawful, but when it occurs, the legal consequences can be severe.
Title VII of the Civil Rights Act of 1964: This federal law prohibits discrimination and harassment based on sex for employers with 15 or more employees.
California’s Fair Employment and Housing Act (FEHA): This state law offers broader protections. It covers smaller employers, protects against harassment based on gender identity and sexual orientation, and sets a lower burden of proof than federal law.
Lost wages (both back pay and future earnings if your career was impacted)
Compensation for emotional distress and psychological suffering
Punitive damages in cases involving egregious misconduct by employers or harassers
Reimbursement for attorney’s fees and other legal costs
Each case is unique, and outcomes depend on the specifics of what happened, the employer’s response, and how the harassment affected your ability to work and your well-being.
What to Do If You’re Experiencing Sexual Harassment at Work
Taking action can feel overwhelming, especially when your job or livelihood is at stake. But protecting yourself starts with a few important steps.
Document everything. Write down dates, times, what happened, who was involved, and any witnesses. Save messages, emails, or images that support your experience.
Report the harassment in writing if possible, following your employer’s reporting procedures or going directly to HR.
You may also file a complaint with the California Civil Rights Department or the Equal Employment Opportunity Commission (EEOC).
Contact Our California Workplace Sexual Harassment Lawyers Today
At Betts Law Group, we guide clients through every stage of this process. We help you understand what to do, what to avoid, and how to protect yourself from retaliation while asserting your rights. Our role is to stand beside you, and fight for the justice you deserve.
Contact us at (858) 201-2424 to schedule a confidential consultation.
FAQs
1. Who is protected from sexual harassment under California law?
Most employees are protected, including full-time, part-time, temporary workers, interns, and independent contractors, regardless of immigration status.
2. What behaviors count as sexual harassment at work?
Sexual harassment includes unwanted advances, sexual comments or jokes, requests for favors tied to job benefits, and inappropriate physical contact or visual materials.
3. When should I report sexual harassment in the workplace?
You should report harassment as soon as possible, especially once it becomes recurring or severe, to protect your rights and preserve evidence.
4. Where can I report sexual harassment in California?
You can report it internally to your employer or externally to the California Civil Rights Department or the Equal Employment Opportunity Commission.
5. Why is sexual harassment considered unlawful even without physical contact?
Because verbal, visual, or psychological conduct can still create a hostile or intimidating work environment that interferes with your ability to do your job.
6. How can a sexual harassment attorney help with my case?
An attorney can guide you through reporting, protect you from retaliation, gather evidence, and pursue compensation for the harm you’ve experienced.
If you’ve experienced sexual harassment in the workplace or anywhere in California, you may feel angry, ashamed, humiliated, and afraid to speak up. These feelings may feel overwhelming, but they shouldn’t stop you from taking steps to protect yourself. You don’t have to stand alone.
If you’ve been harassed at work, knowing what not to do can be just as important as knowing what to do. Here’s what not to do if you’ve been harassed in the workplace:
1. Do Not Delete or Destroy Evidence
California has some of the strongest laws in the country to safeguard employees from sexual harassment, and you don’t have to face this alone. Isolating victims into believing they don’t have rights is a common tactic used to intimidate and keep people from asserting their rights.
You may feel a strong urge to erase offensive messages, inappropriate images, or texts, especially if they feel triggering. However, this evidence could be essential to your legal claim.
Keep the following:
Emails or messages containing inappropriate comments or requests
Screenshots of social media messages
Photos of offensive workplace displays
Notes or journals detailing incidents
Calendar confirmations of meetings where incidents occured
Store everything securely, either in a cloud folder or printed and dated, and back it up if possible.
2. Don’t Wait Too Long to Speak Up
California law, under Gov. Code § 12960, gives you three years from the last act of harassment to file a complaint with the Civil Rights Department (formerly DFEH). Federal timelines with the EEOC are even shorter. Even if you are not sure you want to take legal action, consulting with an attorney quickly can help guide you so you can make the best decisions for yourself in the short and long term.
If you delay:
Key evidence may be lost
Witnesses may forget or move on
Your legal options could expire
Act quickly, not only to protect your rights but also to help stop the behavior from escalating or affecting others. While what happened to you is never your fault or obligation to fix, you can empower yourself and others by letting Betts Law Group fight for you.
3. Don’t Accept Excuses for Inaction
Many employers try to minimize harassment or deflect blame. Be cautious if you hear things like:
“He didn’t mean anything by it.”
“That’s just how she jokes.”
“They’re not our employee, so it’s not our responsibility.”
Hence, employers must take action even if the harasser is a client, vendor, or third party. Be bold. Ask them how it is a joke, or how it is funny. Harassment has no logical legal excuse in a majority of instances.
4. Don’t Assume You’re the Only Victim
Many people stay silent because they think they’re alone, but harassers often target multiple people. If something feels wrong, there’s a chance others have experienced similar treatment.
Even if:
The harassment was directed at a coworker
You were a witness, not a target
No one else has spoken up
You still have the right to report it. Your report may be the key to uncovering a pattern of misconduct.
You might think confronting the harasser or HR privately will resolve the situation. But these informal attempts can backfire if:
HR is biased toward management
The issue is downplayed or not documented
The harasser retaliates before a formal complaint is filed
Instead, you should opt doing the following:
Follow your company’s official reporting procedures
Document everything
Contact an attorney as early as possible
California employers are legally obligated under 2 CCR § 11023 to provide written anti-harassment policies, complaint channels, and a safe reporting process. Betts Law Group can help assess if your employer’s policies are legally compliant, potentially finding additional legal theories you can recover on.
Quid pro quo harassment: When job benefits (or threats) are linked to sexual conduct.
Hostile work environment harassment: When unwanted sexual behavior is pervasive or severe, and interferes with your ability to do your job.
FEHA applies to employers with five or more employees, and even broader protections are in place for workers who might not be fully covered under federal law.
Contact Our Sexual Harassment Lawyers at Betts Law Group Today
You deserve to feel safe, respected, and protected at work. If you’ve experienced sexual harassment in the workplace, don’t let fear, shame, or confusion keep you from asserting your rights. At Betts Law Group, our employment lawyers believe in standing up for those who’ve been mistreated, and we do it with compassion, strength, and purpose.
Contact us today to schedule a confidential consultation. We’ll help you understand your options and take the next step forward on your terms.
FAQs
1. What qualifies as sexual harassment under California law?
Sexual harassment includes unwanted sexual advances, inappropriate comments, requests for sexual favors, or conduct that creates an intimidating or offensive work environment. California law recognizes both quid pro quo harassment and hostile work environment harassment, even if the behavior does not involve physical contact.
2. Do I still have a claim if the harassment came from a coworker or non-employee?
Yes. Employers in California can be held responsible for harassment committed by supervisors, coworkers, clients, vendors, or other third parties if they knew, or should have known—about the conduct and failed to take appropriate action.
3. What if I never formally reported the harassment to HR?
Not reporting internally does not automatically prevent you from taking legal action. Many victims delay reporting due to fear or confusion, and California law recognizes these realities. Speaking with an attorney can help determine whether your claim is still viable.
4. Can I be fired or punished for reporting sexual harassment?
No. Retaliation for reporting harassment is illegal in California. If your employer demotes you, reduces your hours, terminates you, or treats you differently after you report misconduct, you may have an additional retaliation claim.
5. How long do I have to file a sexual harassment claim in California?
In most cases, you have three years from the last act of harassment to file a complaint with the California Civil Rights Department. Federal claims may have shorter deadlines, which is why it’s important to seek legal guidance as soon as possible.
6. How can Betts Law Group help with a sexual harassment case?
Betts Law Group helps clients evaluate their options, preserve evidence, navigate agency filings, and pursue accountability through settlement or litigation when appropriate. Their approach is compassionate, strategic, and focused on protecting your rights at every stage of the process.
When parents send their children to school, they expect them to be safe, supported, and guided by trusted adults. But for some students, the very people tasked with protecting them become the source of unimaginable harm.
That’s what happened to C.M., a former wrestler at Patrick Henry High School in San Diego, who is now bravely pursuing justice against both her former coach and the San Diego Unified School District (SDUSD). Her case highlights the urgent need to hold institutions accountable when they fail to protect children from abuse.
AtBetts Law Group, we represent survivors of sexual abuse across California, whether it occurs in schools, healthcare settings, or workplaces. We believe no survivor should have to face these battles alone, and every institution must be held to its duty of care.
What Happened at Patrick Henry High School?
The defendant, Eduardo “Eddie” Hernandez, served as a wrestling coach at Patrick Henry High and other schools in the district for decades. According to the lawsuit, Hernandez groomed C.M. beginning at age 13 and ultimately raped her at 17. Tragically, Hernandez had already assaulted at least one other student before abusing C.M., yet SDUSD continued to employ him for years.
Hernandez was arrested in November 2024 and has since pled guilty to sexual abuse of a minor. Despite this, C.M. and her legal team allege that the district’s failure to properly supervise, investigate, and remove Hernandez made the abuse possible.
This is not an isolated issue.Institutional sexual assault occurs when organizations like schools, hospitals, or sports programs ignore warning signs or allow predators continued access to vulnerable individuals.
The Claims Against SDUSD
C.M.’s lawsuit names both Hernandez and SDUSD as defendants. The allegations include:
Sexual abuse of a minor
Sexual harassment and gender violence
Intentional infliction of emotional distress
Negligent hiring, supervision, and retention of an unfit employee
Breach of mandatory duty to report suspected child abuse
Negligent failure to warn, train, or educate staff
Negligent supervision of a minor
These claims echo the pattern we often see in cases ofsexual harassment in California, where institutions prioritize reputation or convenience over the safety of those in their care.
Why This Case Matters
C.M. is now 39 years old, but the trauma she endured as a teenager is lifelong. Her willingness to step forward is about more than her own healing – it’s about preventing other students from being harmed.
Cases like this shine a light on systemic failures. Schools have a duty to protect children, investigate complaints, and remove predators immediately. When they don’t, they not only endanger their students but also break the trust of families who expect schools to be safe spaces.
Unfortunately, silence and inaction are common in institutional abuse cases. Survivors often hesitate to report due to shame, fear of retaliation, or the belief that no one will believe them. Institutions sometimes exploit that silence to avoid accountability.
At Betts Law Group, we know how important it is to break that cycle. By filing this case, C.M. hopes to encourage other survivors to come forward and to push SDUSD (and other school districts) to adopt stronger protections for students.
How Betts Law Group Supports Survivors
Pursuing a case against an individual abuser is difficult enough. Holding an entire institution accountable adds another layer of complexity. That’s where an experienced legal team matters.
Conduct thorough investigations into institutional negligence.
Work with trauma-informed care to support survivors at every step.
Pursue both accountability and compensation for the harm done.
Push for policy changes that can protect future students.
Our team, led byWhitney Betts andThomas Betts, is dedicated to fighting for survivors and ensuring their voices are heard.
Taking the Next Step
C.M.’s case was filed on August 13, 2025, at the start of a new school year. For some children, returning to the classroom is exciting. For others, it can mean returning to an unsafe environment. Cases like this are so important because they not only seek justice for one survivor but also aim to create safer systems for future generations..
If you or someone you love has experienced abuse in a school, workplace, or healthcare setting, know that you are not alone.Contact Betts Law Group for a confidential consultation. We are here to listen, support, and fight for the justice you deserve.
Frequently Asked Questions
What is considered institutional sexual abuse? Institutional sexual abuse occurs when someone in a position of authority within an organization (such as a teacher, coach, doctor, or employer) exploits that power to abuse someone under their care.
Can I still file a claim if the abuse happened years ago? Yes. California law provides extended timelines for survivors of childhood sexual abuse to pursue justice. Even if the abuse occurred decades ago, you may still have a valid claim. Our team can help you understand your rights andexplore your legal options.
What types of claims can be brought against a school district or institution? Claims may include negligent hiring, supervision, or retention of staff, failure to report suspected child abuse, and direct liability for harassment or assault. Each case is unique, which is why consulting with anexperienced attorney is so important.
How do I prove negligence in a case like this? Evidence may include prior complaints about the abuser, witness testimony, or patterns of misconduct ignored by the institution. Our attorneys have extensive experience building strong cases that hold institutions accountable.
What support is available for survivors outside of legal action? Survivors often benefit from counseling, peer support groups, and advocacy services. While we focus on the legal side, we also connect clients with resources to support their healing.
How can Betts Law Group help if I’ve been harmed? We provide confidential consultations, trauma-informed guidance, and representation against both abusers and the institutions that enabled them. Whether through settlement or trial, we fight for accountability, justice, and policy change.
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.
AtBetts Law Group, we represent clients who have experiencedinstitutional 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 Dental Sexual Abuse?
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 investigates complaints against licensed dental professionals. You can submit a complaint online or by mail. Visit their official site for more on how to report unprofessional conduct.
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 withprofessional 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.
We understand that coming to terms with sexual assault is incredibly difficult, especially when the abuser was someone you trusted. The sense of betrayal, confusion, and shame can be overwhelming. It’s important to remember that what happened was not your fault, and you deserve support and justice.
It’s a hard truth to accept, but sexual assault can occur even in the places we consider safe. When the perpetrator is a trusted professional like a therapist, doctor, or other professional, the violation cuts even deeper. If you’ve experienced this kind of abuse, know that you’re not alone and there are steps you can take to protect yourself and seek justice.
The experienced sexual assault attorneys at Betts Law Group understand the courage it takes to come forward after such a betrayal. Our attorneys have years of experience advocating for survivors of sexual abuse, and we’re committed to providing compassionate legal representation to get you the justice you deserve.
Understanding Grooming and Its Impact
Grooming is a manipulative process abusers use to gain trust and exploit vulnerabilities in a person.
In a professional setting, it can be especially insidious because it often intertwines with the guidance or medical care you’re seeking.
Signs of grooming by a doctor, therapist, or other professional may include:
Special attention or favors: The professional may make you feel like you’re their favorite patient or offer gifts and special privileges.
Boundary violations: They might share personal information, initiate contact outside of appointments, or engage in inappropriate physical touch.
Isolating you from support systems: They may discourage you from talking to friends, family, or other professionals about your relationship.
Normalizing inappropriate behavior: They might make excuses for their actions, suggest that their behavior is acceptable, or make you question your own perceptions of how they are treating you.
The Lasting Effects of Grooming From a Doctor, Therapist, or Other Professional in California
Being groomed into sexual assault can leave lasting psychological and emotional scars, especially if it is done by a professional that you trust. Survivors often experience:
Shame, guilt, and self-blame: You may feel responsible for what happened, even though the abuser is the only one at fault.
Difficulty trusting others: The violation of trust can make it hard to form healthy relationships.
Anxiety, depression, and PTSD: The trauma of the abuse can lead to mental health challenges.
It’s important to remember that these feelings are a normal response to an abnormal situation, and healing is possible with time and support.
What to Do if You’ve Been Sexually Abused by a Professional in California
If you’ve been groomed and sexually abused by a therapist, doctor, or other professional in California, it’s essential to prioritize your safety and well-being. Here are some steps you can take:
Document everything: Keep records of appointments, any communication (emails, texts, etc.), and detailed notes about what happened. This documentation is important if you decide to take legal action against your abuser.
Report the abuse: You can report the abuse to the professional’s licensing board (e.g., the Medical Board of California for doctors, the Board of Behavioral Sciences for therapists) and/or to law enforcement.
Seek professional support: A therapist specializing in trauma and abuse can provide you with the tools and support you need to heal. Support groups can also be a valuable resource to process your experience.
Consult with an attorney: An experienced sexual abuse attorney can help you understand your legal options and guide you through the process of seeking justice.
What California Laws Protect Patients and Clients?
California has specific laws in place to protect patients and clients from sexual exploitation by healthcare providers and therapists. These laws recognize the inherent power imbalance in these relationships and the vulnerability of individuals seeking care.
For example, Civil Code Section 43.93 allows survivors of sexual exploitation by a psychotherapist to sue for damages, including emotional distress, pain and suffering, and loss of earnings. Business and Professions Code Section 726 makes it a crime for a physician to engage in sexual misconduct with a patient. Civil Code Section 51.9 allows survivors of sexual harassment in relationships such as client and doctor, lawyer, dentist, real estate agents, or therapists where a power imbalance exists due to the professional relationship involved.
These laws provide a legal way to hold abusers accountable and obtain compensation and justice for survivors. Our experienced team of lawyers can help you understand how these laws apply to your situation and guide you through the legal process.
Contact The California Sexual Abuse Attorneys at Betts Law Group
The compassionate attorneys at Betts Law Group are committed to supporting survivors of sexual abuse. We offer confidential consultations to discuss your case and help you understand your legal options. Contact us today to take the first step towards healing and justice.
