Sexual Harassment Lawsuit Loans

Have a Workplace Sexual Harassment Case? Need Money?

TriMark Legal Funding provides 24-hour cash advances on sexual harassment lawsuit settlements.

Pre-Settlement Funding on Sexual Harassment

TriMark Legal Funding is one of America’s best lawsuit funding companies. Sexual harassment lawsuit loans are a fast, low-cost solution for plaintiffs who want to regain control of their finances before their case settles. You could get cash from your sexual harassment lawsuit in as little as 24 hours after approval.

At TriMark Legal Funding, we provide pre-settlement and post-settlement lawsuit funding advances to plaintiffs involved in pending and settled legal claims, often in 24 hours or less.

In 2019, there were 12,739 sexual harassment claims filed with the EEOC (Equal Opportunity Employment Commission). Many of these people may have lost their jobs and been left to face dire financial consequences.

On the other hand, companies may be looking at multi-million-dollar sexual harassment settlements to defend their businesses and employees.

Getting caught in the middle of this legal tussle can feel test the patience and endurance of plaintiffs. It can also exhaust their resources. Who will they turn to when faced with the threat of financial disaster?

Pre-settlement and post-settlement sexual harassment lawsuit loans may be the solution to these woes. 

Let’s Talk!

Call us at (877) 932-2628 or send us your details & we’ll call you.

    This is a contact request form, not an application. If you would like to apply for funding, please click here.

    What Is a Sexual Harassment Lawsuit Loan?

    Employment-related discrimination charges may take a year to settle, longer if you go to court. The wait may be worth it, but it can become impractical at some point. There are medical bills, mortgage, car loan, daily expenses, and many other things to think about. Add to these the burden of losing your job and the difficulty of finding another.

    When the pressure becomes unbearable, you could use some financial assistance. How about a low-rate sexual harassment settlement loan?

    Technically not a loan, this cash relief is an advance you’ll make on your future settlement money. A sexual harassment lawsuit loan is a non-recourse solution to your current situation. You can have cash in your hands right now, all without creating additional debt.

    Here are the great reasons why you should take advantage of a sexual harassment lawsuit loan today:

    • Fast: You can receive your funds as quickly as tomorrow.
    • Risk-free: No upfront costs, monthly payments, and background checks on income, employment, and credit statuses.
    • Economical: It does not come with skyrocketing advance fees. 

    How Do You Qualify for Sexual Harassment Pre settlement Funding?

    If you want to apply for a sexual harassment lawsuit loan, 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.

    How Does It Work?

    Our fast and efficient sexual harassment lawsuit loan 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 for a sexual harassment lawsuit loan:

    1. Fill out our online form or give us a call. You must provide your attorney’s contact number and ALL of the following documents:
    • 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
    1. Give us 24 to 72 hours to review your case.
    2. Wait for our call or email about the result of your application. If your application is approved, you’ll receive further instructions from us.

    Then, in one to 24 hours, you can get your funds through your chosen channel:

    a). Wire transfer, or ACH

    b). FedEx Overnight

    c). Western Union or MoneyGram

    d). US Mail

    What Is Sexual Harassment?

    The EEOC defines unlawful acts directed at a person based on their sex. It often comes in the form of unwelcome sexual advances or verbal or physical harassment of a sexual nature.

    However, other forms are not necessarily of a sexual nature, such as being passed over a promotion because of their gender. It can happen to both women and men.

    You may find prohibitions against sexual harassment in state and federal laws protect. Title VII of the Civil Rights Act of 1964 treats sexual harassment as a form of sexual discrimination. By the way, state laws tend to be more stringent.

    There are two types of sexual harassment claims, according to Title VII:

    • Hostile work environment: When workplace sexual harassment becomes pervasive that the environment becomes hostile, intimidating, or offensive to a reasonable person. Examples of this type of sexual harassment include fondling, sexually suggestive remarks, or off-color jokes.

    The validity of the claim will be based on various factors, including the frequency of the conduct, if the conduct was verbal/physical/both, whether the harasser was a supervisor or coworker, whether others joined in the conduct, and whether the perpetrator/s directed the harassment at one or more individuals.

    • Quid pro quo: A supervisor or higher-ranking individual requests sexual favors in exchange for work benefits, such as pay increases, promotions, continued employment, or time off.

    You may also file an employment liability claim over retaliation if you are unfairly demoted or discharged after reporting a sexual harassment incident.

    How to Tell If You’re a Victim of Sexual Harassment at Work

    Sometimes, it may be difficult to tell sexual harassment from innocent workplace behavior. As comedy writer Daley Haggar put it on Lenny Letter:

    “Being sexually harassed by a sitcom writer is like being sexually harassed by your gynecologist. It can be hard to tell if the guy’s being a pervert or just doing his job.”

    So, here are ways to help any employee – man or woman – tell if they’re being sexually harassed on the job:

    • The action is unwanted and makes you uncomfortable, intimated, and threatened;
    • You’re unable to make it stop, and it’s getting more frequent and intense;
    • It affects your work in many ways, among the subtle signs being:
    • Decline in work performance;
    • Missing work or rescheduling regular shifts to avoid the perpetrator;
    • Rejecting promotions or quitting your job altogether;
    • It continues outside the office through text messages or phone calls;
    • It has a negative impact on your health or wellbeing;
    • At the same time, if you’re given a different work, assigned a different shift, or passed over for promotion because of your gender, it is also considered sexual harassment.

    Employer’s Liability for Harassment

    Aside from sexual harassment, the broader category of harassment for which an employer may be automatically liable involves:

    • Age (40 or older)
    • Color
    • Disability or genetic information
    • National origin
    • Race
    • Religion

    The EEOC also details the extent of an employer’s liability for harassment done by supervisors or non-supervisory employees and non-employees. 

    Any form of harassment by a supervisor resulting in negative action, such as failure to hire or promote, loss of wages, and termination, is the responsibility of an employer by default. An employer may avoid liability if the supervisor’s harassment leads to a hostile work environment, and the following occurs:

    • The employer tries within reasonable means to stop and correct the harassing behavior; and
    • The supervisor unreasonably fails to seize the preventive or corrective opportunities offered by the employer.

    Meanwhile, the employer may be liable for harassment by employees with non-supervisory roles and non-employees over whom it has control, such as independent contractors and customers, provided that:

    • The employer knows or should have known about the harassment; and 
    • Fails to stop or correct the behavior.

    You may file an employer’s liability claim with the EEOC. Investigations of alleged sexual harassment claims by the EEOC are individually based on the nature of the conduct and the context in which it occurred.

    How to File a Workplace Sexual Harassment Complaint

    You may have a hard time talking about the sexual harassment you’re experiencing, but it’s important to report it immediately to your employer. 

    For guidance, you may check your company’s anti-harassment policy on its website or your employee handbook. Ask your supervisor or Human Resources (HR) to give you access if it’s not readily available either way.

    If there is a policy, the steps on filing a complaint are detailed in the document. Follow the directions while ensuring you’ve kept the date, time, and location of the incident. Preserve evidence of the harassment, especially if it occurred via digital channels, such as emails and text messages. 

    List the names of possible witnesses as well. Don’t forget to ask the HR to include the harassment report in your employee file.

    If there is no policy, you may seek help from your supervisor, the supervisor of the person harassing you, or any supervisor in the organization. For example, if your harasser turns out to be the HR administrator, talk with their boss or any higher-ranking officer instead. Explain to them what has happened and how you need their assistance in getting the behavior to stop.

    It is within your employee rights to report about this act. By extension, labor laws also protect you from retaliation or punishment for filing a discriminatory or harassment complaint. Even those who want to participate in the investigation are covered by these laws.

    Likewise, you have an option to file a discrimination charge with the EEOC. Take note of the time limits allotted to your case. If you’re unsure about how to proceed, contact the EEOC promptly. 

    Federal employees and job applicants follow a different process and time limits. 

    Go to this page to see how you can file a legal claim online, in an EEOC office, and other channels nationwide.

    Time Limits For Filing A Charge

    If you intend to file a claim with the EEOC after following your employer’s anti-harassment policy, be wary of the time limits that apply to your case.

    In general, discrimination charges need to be filed within 180 calendar days from the time the alleged incident happened. 

    If there is a state law prohibiting discrimination on the same basis, e.g. sexual harassment, and a state or local agency enforcing it, the time limit goes up to 300 days. Meanwhile, the deadline for age discrimination in employment charges cannot be extended to 300 days if there’s a state law prohibiting it and a state agency or authority enforcing it.

    When the time limit elapses, unfortunately, you forfeit your right to take legal action over the harassment with the EEOC. So make sure to file your claim as soon as possible. Take note that holidays and weekends are counted. But should the deadline fall on a holiday or weekend, you can still file until the next business day.

    If your complaint involves more than one discriminatory event, the EEOC usually applies the deadline per event. For instance, if you believe you were sexually harassed and then demoted three months after reporting it to the HR, you may file claims for sexual harassment and retaliation within 180/300 days from the time each incident occurred. 

    In case of ongoing harassment, filing is allowed within 180 or 300 days of the last incident. However, EEOC will look at all incidents, including earlier ones, during its investigation.

    Meanwhile, if you are a federal employee or job applicant, you must contact an EEO Counselor within 45 days.

    What’s Next?

    Employers must strengthen their screening process with a proper background check on individuals to prevent sexual harassment cases. The execs and HR must also review the policy on harassment or set up one if they don’t have it yet.

    Such measures can reduce the physical, emotional, and psychological toll the situation brings to victims. At the same time, it preserves the health and wellbeing of the entire organization.


    Latest Developments in Sexual Harassment Litigation…

    The Harvey Weinstein scandal, which was exposed by early October reports published in The New York Times and The New Yorker, opened the floodgates for women, and men, to come forward and share their stories of sexual misconduct, harassment and assault. Despite their claims being leveled against some of the most powerful figures in Hollywood and media — from celebrated stars to high-ranking agents and executives — the alleged victims have collectively claimed to be empowered by the changing tide, spirit of the #MeToo movement and of once-dismissed voices now being heard.  The Hollywood Reporter takes a look at the most notable of the accused figures who have been hit with misconduct allegations in the wake of the Weinstein allegations, and what the response has been to the claims. This is… Read more
    Gretchen Carlson is both extraordinary—in her cultural visibility, in her multimillion-dollar career, in her personal accomplishments—and utterly ordinary. When she filed a lawsuit in July alleging sexual harassment during her tenure at Fox News, she became part of a disturbing statistic: at least 25% of American women say they have experienced sexual harassment in the workplace, according to a 2016 report from the Equal Employment Opportunity Commission. She also faced an obstacle that blocks an untold lot of them: an arbitration clause in her employment contract. There is no reliable data on how many Americans have ceded their rights to a court hearing through arbitration clauses; one academic study estimates, using projections based on narrow data sets, that as many as a quarter of nonunionized American workers may be subject… Read more
    For Gesche Haas, 30, a tech entrepreneur in New York, it was an out-of-the-blue, late-night e-mail from a male coworker: "Take off your underwear, put it in a bag, and leave it on my desk." For Tiffany Kirk, 25, a bartender in Houston, it was a comment from a male customer: "I know where to get some really good coke if you want to do a line off my dick." And for Joanna Garcia, 28, a bank teller at a Wells Fargo branch in Reno, Nevada, it was a female supervisor allegedly talking nonstop about breasts and penises and graphically describing sexual encounters. "It didn't feel like a bank," says Garcia. "It felt almost like a nightclub." … Read more
    The Equal Employment Opportunity Commission identifies industries that tend to attract employees age 15 to 21. Those industries may feature more casual work environments that can lead to higher incidents of sexual harassment, according to the EEOC. The agency lists fast food, retail, entertainment, hotels and businesses with a seasonal or high-turnover workforce. An 18-year-old woman alleges her 42-year-old male boss cornered her in a booth at a Tigard tanning salon, stripped off her clothes and took pictures. She asked him to stop, finally pushing him away as he reached for her genitals. Desperate for a paycheck to cover her rent, the teen later asked police, “What was I supposed to do?” A 17-year-old hostess at an Ashland restaurant alleges a male co-worker constantly asked… Read more
    Soon after joining New Jersey's corrections officer academy, Gina Marie DiPasquale was taken aback by what she saw as blatant harassment of female trainees. DiPasquale, an instructor at the Sea Girt academy, complained to her superiors about sexually offensive cadences used in training, verbal obscenities, inappropriate touching of female trainees by male instructors and other issues, according to court documents. As a result, she was called a "psycho-b—" and "snitch" by co-workers. She was also subject to on-the-job retaliation, sex and gender discrimination, sexual harassment and a hostile work environment, according to court documents. Fed up, she filed suit against the state in 2005 and resigned. Last year, she agreed to accept $415,000 from the state to settle the case. As part of the settlement,… Read more
    One of the women who accused Herman Cain of sexual harassment while at the National Restaurant Association received a $45,000 settlement. A second accuser settled for $35,000. What’s the going rate for sexual harassment claims? It’s about what the National Restaurant Association paid to these women. Many litigants reach a confidential settlement before completing a trial, so tabulating statistics about sexual harassment claims is very difficult. One study looked at 50 sexual harassment settlements (PDF) in cases before Chicago magistrate judges, and found that amounts average around $53,000, with a median of about $30,000. Employees who take their case to trial—and win—fare significantly better, averaging more than $217,000, according to a separate study. That ratio is normal in employment litigation: Settlements are typically around one-quarter the size of trial verdicts. (The plaintiff… Read more

    See More

    Still have questions?

    Call (877) 932-2628 and speak with one of our legal funding experts.

    * Word-Use Disclaimer

    Legal funding is not a loan. It is the non-recourse purchase of an equitable lien in plaintiffs’ legal claims. Words such as ‘loans,’ ‘lending,’ ‘borrow,’ etc., are used for marketing purposes only.
    More info

    TriMark Legal Funding LLC
    1056 Green Acres Rd #102
    Eugene, OR 97408