Employment Practice Liability
Your staff could be 5 or 500, in today's environment,
every business is at risk. Employment practice liability
concerns will touch virtually every single business in
the U.S. The increase in employment-related lawsuits appearing
in the media is just the tip of the iceberg - there are
thousands more that you'll never hear about. What do these
suits cost? The average suit will cost the average company
hundreds of thousands of dollars, internal employee unrest
and public relations damage that can take years to undo.
The amount of wrongful employment
practices charges received by the Equal Employment Opportunity Commission
(EEOC) was over 82,000 in 2007. The fact is that the
tide of employee-related laws keeps rising and employees are more savvy
than ever about pursuing legal action. Miller Insurance & Financial
Services protects your exposures with EPL coverage that is uniquely adapted
to a volatile marketplace.
Q: Who needs Employment Practices Liability coverage?
Corporate entities or organizations with at least 1 employee.
Q: What can EPL Insurance cover?
- Failure to promote
- Unwarranted discipline
- Invasion of privacy
- Wrongful dismissal faulty evaluation
- Emotional distress
- Misrepresentation
- Defamation
- Harassment
- Discrimination
- Ill-directed discipline
- Breach of employment contract
Q: What Federal Laws Affect Employment Liability?
- Civil Rights Act of 1964 - Title VII Prohibits discrimination by employers
based on color, race, religion, sex or national origin. The law applies
to all employers with 15 or more employees.
- The Family and Medical Leave Act - Requires that all employers with
50 or more employees provide up to 12 weeks of paid leave per year for
an employee due to: birth of a child, placement of a child with an employee
for foster care or adoption, or the need to care for oneself, a child,
spouse or parent with a serious health condition.
- The Age Discrimination in Employment Act (ADEA) - The ADEA prohibits
employment discrimination against persons aged 40 and older based solely
on their age. ADEA applies to employers with 20 or more employees.
- Civil Rights Act of 1991 - This act amends Title VII of the Civil
Rights Act of 1964 to include additional recoveries for a claimant and
also allows a claimant the right to demand a jury trial.
- Americans with Disabilities Act (ADA) - The ADA prohibits discrimination
on the basis of disabilities and also requires an employer to make reasonable
accommodations in the workplace for disabled employees. This law currently
applies to employers with 15 or more employees.
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