A former employee has filed a lawsuit against a major software company, alleging severe workplace discrimination and retaliation. On November 21, 2025, Tricia Lane lodged her complaint in the United States District Court for the Southern District of New York against Salesforce, Inc. The case underscores serious allegations of gender, age, and disability discrimination, as well as retaliation under various federal and state laws.
Tricia Lane’s career with Salesforce began promisingly in July 2017 when she joined as an Account Executive in Strategic Enterprise Sales. Her territory was notoriously challenging but through her efforts, she became the top Account Executive in North America within a year. In August 2019, Lane was promoted to Regional Vice President (RVP), where she transformed her team from the lowest to the highest performing group within the nonprofit business sector. However, things took a turn for the worse in February 2024 when Salesforce restructured its teams and territories. Lane alleges that her high-performing team members were reassigned to younger male peers while she was left with underperforming employees and problematic accounts.
Lane’s complaint details how her new supervisor, AVP Rebecca Temple, subjected her to discriminatory treatment compared to her younger male colleagues. Temple allegedly criticized Lane unjustly, excluded her from key communications, and imposed unrealistic performance expectations on her. The stress from this hostile work environment severely impacted Lane’s health leading to medical leave advised by her doctor.
Upon attempting to return from medical leave in December 2024, Lane faced further obstacles from Salesforce regarding accommodation requests made by her doctor. Despite being ready to resume work by January 2025, administrative hurdles delayed her return until late January. Even then, she encountered continued resistance and unsupportive behavior from Temple.
Lane claims that these actions violated several laws including Title VII of the Civil Rights Act of 1964 for gender discrimination; Age Discrimination in Employment Act (ADEA); Americans with Disabilities Act (ADA); New York State Human Rights Law; New York City Human Rights Law; New Jersey Law Against Discrimination; and equal pay laws under both New York Labor Law and New Jersey Equal Pay Act.
In response to these alleged violations, Lane seeks injunctive relief to prevent further unlawful practices by Salesforce along with compensatory damages for emotional distress and professional harm caused by their actions. She also demands punitive damages for willful misconduct exhibited by Salesforce representatives.
Represented by Anne L. Clark of Vladeck, Raskin & Clark P.C., Tricia Lane is determined to hold Salesforce accountable for what she perceives as blatant disregard for fair employment practices. The case is being overseen under Case ID: 1:25-cv-09707 at the Southern District Court of New York.
Source: 125cv9707_Tricia_Lane_v_Salesforcer_Complaint_Southern_District_of_New_York.pdf
