Within a few months of graduating with honors from college, “Luis” (not a real person) landed a job as a junior programmer with a big tech firm. By the end of his first year, he’d found his groove and was whizzing through routine tasks – and handling difficult ones – like a 10-year veteran, drawing raves from his co-workers.
When his yearly review rolled around, Luis was hoping his good performance would earn him a raise and maybe a promotion. To his surprise and disappointment, he was denied any rewards for his hard work; his supervisor pointed out minor flaws, such as when he’d once come into work 15 minutes late – a day after working three hours of overtime to tackle a stubborn bug the night before. Luis was also told that the company’s profits were down and they just couldn’t afford to hand out raises this year.
Frustrated, Luis vented to his friends and co-workers over lunch the next day. Like Luis, they were all young and had come aboard during a hiring period for the company last year. All of them looked up to Luis and often asked for his help, so they were surprised to learn he hadn’t gotten a raise. Several of them had gotten small raises, despite, by their own admission, not being as good as Luis.
One of them had another, distressing, detail to share. During his meeting, he said that the supervisor had congratulated him on being a “good, hard-working white boy.” Luis noticed that everyone who had gotten a raise was white; by contrast, no African-American, Asian, or Hispanic employees had received raises.
Luis went to the company’s HR manager to express his concerns and received assurances that the matter would be looked into. Instead, two months later, the company downsized and laid off 10 percent of its workforce – including Luis, who allegedly was dismissed for disciplinary reasons, which he suspected were related to his conversations with HR.
Despite his skills, Luis found it difficult to find a new job, seeing as how he couldn’t get a recommendation from his old company. He explained his case to a lawyer, who helped him file a discrimination lawsuit against his former company. In the meantime, he needed some way to make ends meet while he was looking for new work. His lawyer suggested he contact USClaims to secure pre-settlement funding to help him cover his daily living expenses while the suit worked its way through the court system. If you’re having trouble meeting your expenses while waiting for a legal settlement or a judgment related to an employment discrimination suit, USClaims can help provide the financial support you need.
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.