“Carmen” (not a real person) was, without a doubt, the top sales person at her car dealership. She closed difficult deals without being pushy, winning praise from both satisfied customers and other staff and garnering many repeat buyers.
When her manager announced that he was moving away, he suggested Carmen to the district sales manager to take his place. Carmen interviewed with the man, presenting him with her numerous qualifications and sterling track record. He seemed impressed, but admitted that Carmen might need to clear a final hurdle to get the promotion she desperately wanted.
When she asked for clarification, the district sales manager was vague and evasive, using terms like “extra effort” and “showing initiative.” She said she’d do anything to get the promotion, which elicited a wide grin from the manager.
That lasted for only a second, though. As soon as Carmen mentioned how her she could really use the extra income, due to her husband recently losing his job, the interview came to an abrupt end. Carmen left the office a little confused but still certain she’d nab the higher post.
Two weeks later, the news came down from corporate: Carmen didn’t get the job. One of her co-workers did instead. He was a fine salesman, but even he admitted that Carmen was his better. She was bitter about being overlooked, and her work suffered.
It wasn’t until she brought up the strange interview with her husband that they realized what had really been asked of her: The district sales manager had expected sexual favors from Carmen in exchange for her promotion. When he learned she had a husband, he backed off and handed the job over to a male colleague.
An enraged Carmen did a little research and found that the sales manager had had two other sexual harassment suits filed against him over the past five years. She quit her job and filed a lawsuit against the sales manager and her former employer, alleging discrimination and negligence in allowing the sales manager remain at his position despite the numerous reports against him.
While she and her husband both looked for new jobs, her lawyer suggested she contact USClaims to help with funding for their sexual discrimination lawsuit. If you’re having trouble meeting your expenses while waiting for a legal settlement or a judgment related to an sexual discrimination suit, USClaims can help.
At USClaims, we offer pre-settlement funding, if a case is qualified for pre-settlement funding then we would purchase a portion of the proceeds of the anticipated court judgment or settlement for some cash now. USClaims only gets paid if a case is won or has reached a settlement! Apply now or call us today at 1-877-USCLAIMS to learn more.