If you are an employer in New York, you may be facing a new legal challenge: the Adult Survivors Act. This law, which took effect on November 24, 2022, allows survivors of sexual abuse that occurred after they turned 18 to file civil lawsuits against their abusers, regardless of when the abuse occurred. The law also allows survivors to sue the employers or institutions that enabled or ignored the abuse. The law provides a one-year window, from November 24, 2022, to November 24, 2023, for survivors to bring claims that were previously time-barred by the statute of limitations. If you’re currently facing a claim brought under this Act, please don’t hesitate to contact a seasoned New York Adult Survivors Act defense lawyer from Bell Law Group today.
Claims Brought Under New York’s Adult Survivors Act
Although this law aims to empower survivors and hold abusers accountable, as well as to recognize the impact of trauma and the difficulty of coming forward, it can also have a significant and negative impact on employers, and may potentially make them a target for unwarranted claims of sexual harassment or assault. Any employer facing such a claim should not do so without a competent New York employer defense & consulting lawyer in their corner. Fortunately, if you’re reading this, you are in the right place.
What the Act Means for Employers
As an employer, you may be liable for sexual abuse that occurred in your workplace, even if it happened years or decades ago. You may also be liable for sexual abuse that occurred outside your workplace if you had some responsibility or control over the abuser or the survivor. For example, if you hired, supervised, trained, or retained an employee who sexually abused another employee or a customer, you may be sued under the Adult Survivors Act.
The law does not require survivors to prove that they knew or should have known about the abuse; it is enough that the abuse was related to your employment or business relationship with the abuser or the survivor. The law also does not limit the amount of damages that survivors can seek. They can claim compensation for medical expenses, lost wages, pain and suffering, emotional distress, punitive damages, and attorney fees. Rather obviously, this can put significant hurt on your business, and these claims are absolutely to be taken seriously.
Why You Need an Adult Survivors Act Defense Lawyer
If you are facing a lawsuit under the Adult Survivors Act, you need an experienced and aggressive employment defense lawyer to protect you and your business. An employment defense lawyer can help you investigate the allegations made against you and challenge their credibility, negotiate a favorable settlement (in some cases), present a persuasive case at trial, and more. An employment defense lawyer can also help you prevent future lawsuits by advising you on how to create and enforce policies that promote a safe workplace environment.
Contact Bell Law Group Today
The Adult Survivors Act is a serious threat to employers in New York. If you are facing a lawsuit under this law, or if you want to avoid one in the future, you need an employment defense lawyer in your corner. Contact Bell Law Group today for a free consultation.
