What the claim involves
Survivors deserve privacy, respect, and a careful legal review.
Sexual harassment, assault, and abuse can involve a workplace, school, church, medical setting, youth organization, or another institution. A civil claim may examine not only the individual conduct but also whether an employer or institution failed to screen, supervise, respond, protect, or act on prior warning signs.
These matters require sensitivity and disciplined preparation. Kyle Scott Law has handled significant sexual-abuse and institutional-liability claims, including published school and clergy matters. The firm limits public details where confidentiality protects the client.
Confidential review
Begin with a private discussion focused on what happened, potential defendants, and the client’s immediate concerns.
Institutional responsibility
Investigate hiring, supervision, reporting, prior complaints, policies, and failures to protect.
Documented harm
Present psychological, medical, educational, employment, and other effects with appropriate privacy protections.
Cases the firm reviews
Common sexual harassment & abuse matters.
Information that can matter
A strong claim starts with preserved evidence.
The useful records vary by case. The initial review identifies what exists, what may need to be requested, and what should be preserved before it is lost.
Legal guides
Answers to common sexual harassment & abuse questions.
Common questions
Questions about sexual harassment & abuse claims.
What conduct may qualify as sexual harassment?
Potential harassment can include unwelcome sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature. A workplace claim depends on the full facts, including severity, frequency, context, employer size, notice, and response.
How is child sexual abuse different from workplace harassment?
Child sexual abuse concerns sexual conduct involving a minor and may include physical contact, exploitation, exposure, or grooming. Workplace harassment arises under employment and civil-rights laws. The defendants, deadlines, evidence, and available claims can be very different.
Will my information remain confidential?
The firm treats the initial consultation as private. Some claims or filings may later require disclosure, but strategy can include appropriate confidentiality protections and careful handling of sensitive information.
Can an institution be responsible for abuse by an employee?
Potential responsibility depends on the facts, including hiring, supervision, prior notice, reporting, response, and the relationship between the person and institution.
Is a civil case separate from a criminal case?
Yes. A criminal case is brought by the government and addresses punishment. A civil claim is brought by the survivor or other authorized claimant and may seek compensation and accountability from individuals or institutions. The two processes can overlap but serve different purposes.
What resources are available before speaking with a lawyer?
Immediate danger should be reported to emergency services. Survivors may also contact law enforcement, local support organizations, 211 Orange County, RAINN, counselors, or other trusted resources. A civil consultation can occur alongside those support options.
What if the abuse happened years ago?
Time limits in abuse and employment matters can be highly specific and may change. The date, age of the survivor, defendant, and type of claim all matter, so prompt legal review is important.
Do I need every document before calling?
No. A concise account of what happened, who was involved, approximate dates, reports made, and the institution involved is enough to begin a confidential review.
This page provides general information, not legal advice. A consultation is needed to evaluate the facts, deadlines, parties, and law that may apply to a specific matter.
Related practice areas