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Out-of-court (pre-litigation) gross settlement for female client whose DWI attorney engaged in sexual relations with her, coercing her to engage in sexual relations with him by promising client he could get her a better deal with County Attorney on her criminal case. Client’s net recovery: $57,000. Yes, we happily accept cases against unethical predatory attorneys and assist clients in filing complaints against them with the State Bar of Texas. Always a contingency fee, never an hourly fee. I don’t get paid unless I get a recovery against the predator. Free consultations, always.
Attorney Kevin Madison has unique credentials of having been a Police Chief, Criminal Investigator, and Assistant District Attorney of Travis County, Texas. This short video discusses what to do when you are a victim of sexual harassment or groping (assault) by your boss.
The Law Offices of Kevin R. Madison recently obtained a $350,000 gross settlement for two women who were groped and sexually molested by their physician. In addition to the perpetrator having to liquidate a large amount of his assets to fund this settlement he relinquished his license to practice medicine.
We are honored to represent victims of sexual abuse and sexual exploitation throughout the State of Texas. We believe that the overwhelming majority of physicians are honorable and ethical doctors, as my father was, whose sole interests are to care for and heal their patients. My wife is a licensed Registered Nurse. I, too, am a Healthcare Provider as a volunteer Firefighter and EMT. We all have an ethical duty to weed out predators that we find in any profession, whether they be mental health professionals, therapists, clergy, rabbis, teachers, or attorneys who sexually abuse, molest, or harass women, men, or children.
I use my police investigative skills and prosecution skills that I honed as a Criminal Investigator and as an Assistant District Attorney to pursue these predators. We never charge an hourly fee or retainer. We only get paid if we get a settlement for our client. Thus, there is no financial risk for our clients. I am always honored to review all cases with no charge or any legal obligation to hire me. Strict Confidentiality of all prospective clients. Most cases settle without a public lawsuit being filed. Please call (512) 708-1650 or email me (email@example.com) for a free consultation anytime. Female nurse available to discuss your case for female callers, if desired.
Just settled a case against a Church Minister in Houston for sexually exploiting a member of his congregation. Case settled for $50,000. My law firm has successfully settled dozens and dozens of Sexual Exploitation cases against Doctors, Psychiatrists, Family Therapists, Ministers, Rabbis, and Priests, similar to this. All of our sexual exploitation, sexual abuse, and sexual harassment cases are handled on a contingency fee basis. If we obtain a settlement for our client then we are paid a percentage of that settlement. If we are unable to obtain a settlement, our clients don’t pay us a penny. In short, our attorney’s fees are paid by the defendants. There are no retainer fees or hourly fees. Call or email us for a free confidential consultation. Call (512) 708-1650 or email me at firstname.lastname@example.org. We accept cases throughout the State of Texas and Tennessee. www.kevinmadison.com.
Check out my You Tube video on what patients should do when they are sexually molested or exploited by their doctors, psychiatrists, or therapists. We also sue lawyers, priests, and others who abuse their positions of trust in our community and prey on women and men.
Even if Your Employer is not Subject to the EEOC You May Still Have a Claim!
What can you do if you are the target of unwanted sexual advances or groping by your employer and you work for a sole proprietor or a small business? A business that clearly does not fall within the jurisdiction of the federal or state Equal Employment Opportunity Commission (EEOC) administrative agencies that pursue sexual harassment claims against employers who have 15 or more full-time employees. I receive several calls a month from women who have been groped or relentlessly harassed by their boss at small businesses or sole proprietorships.
Many of these women have been turned away by EEOC sexual harassment law attorneys after being told, “I’m sorry, we can’t take your case because your employer has less than 15 full-time employees, so you can’t assert a EEOC claim against them.” This is a very sad situation because many of these women have unnecessarily waived their legal right to assert a claim against a predatory employer, after being told that they had no right to assert a sexual harassment claim under the EEOC laws. Many of these egregious acts of harassment, assaults, and even sexual assaults are being committed by the owner of these businesses. No matter what size entity you work for, you have the legal right to sue an individual personally for assault, groping, or repeated lewd and lascivious behavior that borders on intentional and extreme outrageous conduct!
At my law firm, we do not handle cases that are subject to the strict rules and regulations of the Equal Employment Opportunity Commission (EEOC). We pursue sexual harassment cases against directly against the individuals who commit these atrocious acts- the business owners and high-level supervisors. We utilize long-standing state laws that prohibit unwelcome touching (“assault by contact”) and outrageous conduct that causes serious emotional distress (“intentional infliction of emotional distress”), rather than using federal Equal Employment Opportunity laws that prohibit sexual harassment. In cases that involve groping, touching, or outrageous intentional lewd conduct, we can file civil charges of Assault by Contact and Intentional Infliction of Emotional Distress are utilized to pursue those who sexually harass their employees.
Here’s a question I hear a lot from prospective clients, “Do I have to use my real name if we file a lawsuit?” The answer is, “no.” In many cases, when we file lawsuits involving perpetrators for sexual assaults, we use using a pseudonym, such as “Jane Doe” instead of using the client’s real name, to protect their identity.
All calls or emails are held in the strictest of confidence. I have a female R.N. on staff to accommodate women who are more comfortable speaking with another woman. All cases that we accept are accepted on a percentage fee basis- there is never a retainer or hourly fee. If we are unable to obtain a settlement for a client, the client does not pay us a penny for our time or costs.
Please call for a consultation (512-708-1650) or email me (email@example.com) for an appointment or free confidential telephone consultation. Also, please check out my website at https://texassexualharassmentattorney.com.
Attorney Kevin R. Madison
Sexual Harassment at Work (copyright 2017)
Sexual Harassment occurs when an employer, supervisor, or co-employee makes unwelcome sexual advances, requests for sexual favors, or unwanted physical contact that is offensive or lewd.
Employees have the legal right to assert sexual harassment claims against their employer based on sexual harassment and sexual discrimination at the workplace if the employer fails to take corrective action or violates a mandate contained in federal or state regulations.
These cases are brought under the 1964 Civil Rights Act, Title VII. The complaint is filed by an individual or their attorney with the Texas Workforce Commission or the Federal Equal Employment Opportunity Commission (EEOC). Claims pursued against employers under the 1064 Civil Rights Act can only be investigated and pursued if your employer has 15 or more full-time employees. The first question a labor law attorney will probably ask you is, “how many full-time employees does your employer have.”
What do employees do when they work for a small business or just one boss? At my law firm, we do not handle EEOC cases. We do not have to worry about the onerous time reporting limitations, some as short as 180 days, and 15 employee threshold requirements of federal and state civil rights laws.
We pursue sexual harassment cases against employers, business owners, and high-level supervisors using Common Law (case law not statutes). Case law that comes from our English Justice system. For hundreds of years, England and America have recognized the legal right of an assault victim (physical assault with bodily injury and even offensive touching) to sue their assailant.
In cases that involve groping, touching, or outrageous intentional lewd conduct, we assert a claim of “civil assault” against the offender. Civil charges of Assault by Contact and Intentional Infliction of Emotional Distress are utilized to pursue business owners and upper level management (President, Vice President, CEO, Directors, etc.) who sexually harass and physically assault an employee. Some examples of illegal conduct by an employer or a high-level supervisor include:
• Repeated unwelcome comments of a sexual or lewd nature to an employee
• Sending lewd or pornographic emails, text messages, or voicemail to an employee
• Unwelcome groping or touching of an employee
• Unwelcome kissing of an employee
• Sexual assault of an employee
• Requesting sexual acts from an employee
• Describing sexual fantasies about an employee to that employee
In Texas, it is illegal for an employer to even touch an employee in a manner that would be considered offensive or provocative by a reasonable person.
We have obtained monetary damage recoveries against doctors, lawyers, business owners, and others who have molested their employees by kissing their employees, touching their employees’ buttocks or breasts, and even lewd and lascivious behavior, such as making repeated and unwelcome lewd comments of a sexual nature.
Send any questions you want answered to: firstname.lastname@example.org. There is never a fee for a confidential telephone or email consultation at my law firm.
Attorney Kevin R. Madison