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TriMark Legal Funding has provided lawsuit loans and pre settlement and post settlement employee discrimination funding nationwide since 2003. We offer fast, low-cost cash advances to plaintiffs before or after their job discrimination lawsuit has been settled. If you filed a lawsuit for discrimination in the workplace and need financial help now, TriMark can help.

Did you file a charge of discrimination against a current or former employer with the EEOC (Equal Employment Opportunity Commission)? If so, the amount of time it is taking to resolve might be cramping your style in a big way.

Generally, the EEOC requires 180 days to investigate your complaint. If they decide in your favor, they will issue a Notice of Right to Sue. Once they do, you must file your employment discrimination lawsuit within 90 days.

If you still work for the same company, it has undoubtedly disrupted your work environment. If you quit or were terminated, it also probably disrupted your financial situation as well. The mandatory, nationwide COVID-19 quarantine might have even made things worse.

Discrimination itself may already have brought you untold pain and suffering, especially in intangible ways like emotional and psychological. Some may have experienced physical harm. But economic damages tend to exacerbate all the others.

Fortunately, you can turn to an option called lawsuit settlement funding if you are searching for financial assistance while your attorney negotiates your lawsuit settlement.

Those with an EEOC case, active or on standby for settlement, may be eligible for EEOC lawsuit funding.

Go ahead and check if it’s compatible with your case and situation.

What Is Employment Discrimination Pre-settlement Funding?

Offering funding options to plaintiffs is one of the trends that emerged in the law landscape in the late 90s. It remains today at your service in case you are strapped for cash but don’t want to create additional debt. 

It’s important to understand what it is to know if it’s the right solution for you before you sign an application form.

  • Fast and reliable: This has got to be one of the quickest ways to access liquid funds in times of urgent or emergency needs.
  • Affordable: It features low rates, which are often difficult, or impossible, to expect from the bank or payday loans.
  • Non-recourse cash advance: A litigation financing firm will base their approval of your application on your claim’s merits. When you pass, they will advance you a portion of your settlement money’s net value. So it only makes sense if you’re asked to pay the advance once you receive your settlement check.
  • Risk-free: In connection with the above, you won’t have to even get anxious about where to source your monthly payments. You’ve already suffered enough, and you need a kind of breather.

What if your case does not settle or lose in a final trial? You can keep your advanced money. There’s no need to pay it back.

Types of Cases Funded by TriMark

Here are the different types of discrimination prospective and current employees may file a claim for:

  • Age
  • Disability
  • Equal Compensation (not filed with the EEOC)
  • Genetic Information
  • Harassment
  • National Origin Discrimination
  • Pregnancy Discrimination
  • Race/Color Discrimination
  • Religious Discrimination
  • Retaliation
  • Sex
  • Sexual Harassment

Click on the individual links to learn more about each type, and how TriMark helps by providing EEOC lawsuit funding.

What Is Discrimination in the Workplace?

Different types of harassment, retaliation, and bias in hiring, job assignment, promotion, termination, and compensation constitute what we consider work-related discriminatory practices. 

They are illegal. Federal and state laws exist to protect job applicants and employees from these acts.

When these rights are violated, a person or group can file a claim with the Equal Employment Opportunity Commission (EEOC). The agency, created based on the Civil Rights Act, is in charge of investigating allegations, settling confirmed cases, and filing a lawsuit for unsuccessful ones.

Unfortunately, race claims are still the most common among those filed with the EEOC. Yet, they also have the lowest success rate.

That says a lot when those who get their desired result, such as money or change in work conditions, make up only 18% of the total yearly cases of 100,000.

Some have confidence in the EEOC and chosen to pull out their case and go to trial on their own.

It’s not a problem of fairness, however, but a lack of budget and manpower that makes the EEOC less effective in its job. Still, if the fundamental issues are addressed, it can assign more resources to every case. More allegations can be confirmed. 

Equal Employment Opportunity Commission

The EEOC enforces anti-discrimination laws, including Retaliation, the Equal Pay Act, Age Discrimination in Employment Act, and American with Disabilities Act

Filing a charge with the agency can be done online or in person. If your case involves the Equal Pay Act, you can go directly to court without seeking aid from the EEOC.

The rest must take note of the filing deadline based on where the discrimination happened. In general, you have 180 days from the last time of incident before forfeiting your right to take legal action.

Some nuances exist, such as follows:

  • The time limit is extended to 300 days if there is a state law prohibiting discrimination on the same basis and a state or local agency enforcing it.
  • Age discrimination can only be extended to 300 days if there’s a state law prohibiting this workplace discrimination basis, as enforced by a state agency or authority.

Filing as soon as possible is recommended, of course. Weekends and holidays are counted toward the 180 or 360 days. But you have until the next business day if the deadline falls on a weekend or holiday.

How to File an Employment Discrimination Charge with the EEOC

You have several options to take when filing for a discrimination charge with the EEOC:

  • Online: Fill out the form here.
  • In person: Go to the closest or any EEOC field office. A staff member can listen to and assess your complaint, helping you file a claim based on the information you provide.
  • State or local FEPA: Find a nearby Fair Employment Practices Agency, which is a state or local agency enforcing employment discrimination laws. Both the FEPAs and the EEOC practice protection of charging party rights at federal and state levels through dual filing, which is governed by worksharing agreements.
  • By mail: You may send a letter containing all the information stated here to the EEOC.

The federal agency does not take charges through calls. But you may contact them at 1-800-669-4000 to discuss your situation and get advice on how to proceed with your case.

Employment Discrimination Litigation and Settlements

Here are a number of active settlements and lawsuits filed with EEOC. See if you may have been affected by the discriminatory acts involved in these claims:

How Do I Apply for a Workplace Discrimination Lawsuit Loan?

Our fast and efficient EEOC lawsuit funding application process is the product of more than 17 years of working with plaintiffs and lawyers to understand their pain points and challenges. Thus, it’s fast, simple, and convenient.

Here’s how to apply:

  1. Choose between two options. Fill out our online EEOC lawsuit funding form or give us a call. Provide your attorney’s contact number for a quicker way to confirm your case details. He or she must have ALL of the following:
  • Police reports
  • A theory of liability
  • The extent of your injuries
  • X-Ray and MRI reports
  • Medical and surgical procedures performed.
  • Insurance coverage limits for the defendant
  • Photo, video, or audio evidence
  • Witness statements

The information you’ll provide will help us determine the amount of money we would expect you to receive after a settlement or a trial verdict.

We’ll also base the amount of EEOC lawsuit funding we can advance you on these papers, which is up to 20% of your estimated net settlement. 

  1. Allow us 24 to 72 hours from the time of application to review your case.
  2. Wait for our call or email about the result of your application. We’ll send further instructions, including an employment discrimination lawsuit funding agreement via DocuSign, to set up the release of your funds.

When all is said and done, you can finally get your funds through your chosen channel:

a). Wire transfer, or ACH

b). FedEx Overnight

c). Western Union or MoneyGram

d). US Mail

Apply for Employment Discrimination Litigation Funding Now

Apply for employment discrimination lawsuit funding now

Breaking free from the oppressive effects of discrimination at work is one of the most urgent needs of many of our citizens and immigrants.

If this cancer in our culture remains, we are enabling the continuation of lack of privileges and opportunities for people based on their race, age, gender, etc.

At TriMark, we are doing our best to change the situation where we can. We extend workplace discrimination funding  to victims of discriminatory acts, knowing that it may transform the lives of EEOC plaintiffs while they wait for their case to settle.

If you fall into this category, applying for EEOC lawsuit funding with us may be one of the smartest moves you can do to beat your way much bigger defendant.

So, do you think there’s a match between you and our EEOC lawsuit funding?

Don’t just think. Do.

Apply via our online form. Or call us at (877) 932-2628 speak with one of our friendly legal financing experts.

So why wait?

Apply Now!

FAQs About EEOC Cases

A total of 80,806 cases were closed in 2019. This does not mean, however, that all of them ended with merit resolutions. In fact, only 15.6% of the total were resolved with favorable outcomes.

Favorable outcomes include negotiated settlements, withdrawals with benefits, successful conciliations, and unsuccessful conciliations. See what these terms mean here.

Others were closed for administrative reasons (14.8%) and without reasonable cause (69.5%).

Your actual chances of winning may be slim, with the highest success rate placed at 25% for pregnancy discrimination claims. If you think you have a strong case, you may continue filing with the EEOC. But you may also hire your own lawyer and take it to court.

To backtrack a little, this means you and your employer did not reach a settlement agreement, and the EEOC filed a lawsuit in court on your behalf. A win also means that you’re awarded compensation. But it may or not be what you initially expected, probably lower.

On the average, an out-of-court EEOC settlement may cost $40,000. About 10% of discrimination and wrongful termination claims get paid out $1 million each.

Each year, the EEOC snags deals worth $404 million with employers each year.

While the EEOC process can last about 10 months, your settlement check isn’t likely to be sent right after that time frame. Compared to that of personal injury cases, the release of workplace discrimination settlement checks may take longer.

Take note that the check will be deposited to your lawyer’s trust account first (if you went with a lawsuit) before it’s disbursed to you.

You can file a personal injury claim if someone else is liable for your condition. It can be another person on the road, an employer, a healthcare professional, or a property owner.

Those with pending or settled cases involving this may qualify for personal injury lawsuit loans. Also, you must satisfy the following criteria:

You have a contingent-fee attorney;

You have sustained serious physical injuries and financial losses.

You have established a clear liability against a sufficiently insured defendant.

Your settlement check will pass through your attorney's trust account.

As the plaintiff, you will have to prove that the defendant's negligent action was the proximate cause of your injury.

Negligence is often not intentional. So a personal injury suit is filed to seek monetary compensation for damages. Sometimes, punitive damages may be awarded if the jury or judge finds the conduct willful or intentional.

In establishing that a deed was unintentional but reckless, you may have to grasp the duty of reasonable care. Let's say a store owner noticed that the second-floor handrail was defective. He thought nothing of the loose screw on one post. The following week, a customer leans on the handrail, falls, and gets injured when the structure gives in.

The store owner could have prevented the accident had he repaired the handrail or warned guests about the problem.

The customer can file a personal injury claim. It can get tricky, though. In some cases, she must also prove to the judge or jury that the store owner had prior knowledge of the danger.

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