Independent agent Warner Phelps used to be “able to use the absence of EPLI coverage to open conversations with prospects,” he says. “Now, insureds already have the coverage in force. Therefore, the conversation turns to coverage, limits and understanding
Between 1991, when Clarence Thomas’s U.S. Senate confirmation hearing was dominated by talk of sexual harassment, and 2017, which saw the birth of #MeToo, the EPLI market evolved enormously.
Independent agent Mary Pursell has observed major changes in the EPLI market. “Originally, EPLI policies covered sexual harassment, discrimination and wrongful termination,” she says. “Now, coverage definitions are expanding.”
As accounts of inappropriate workplace behavior continue to be shared on a national scale, more employers are beginning to recognize their employment practices exposure—and are seeking information on managing potential risks.
As accusations and harassment cases continue capturing headlines in 2018, a new best practice for businesses and organizations is emerging: investing in an employment practices liability insurance policy.
Wage and hour is now the fastest-growing type of employment practices claim. But with rare exceptions, D&O and EPLI policies do not provide wage and hour coverage—nor do they provide coverage for personal liability arising out of wage and hour.
Employment practices liability insurance is just as important as workers compensation coverage, says independent agent Tim Clarke. But most clients don’t understand how much they need it.
Sexual harassment is just one of many common issues that arise in a restaurant workplace—and it’s also one of multiple risks covered by an employment practices liability insurance policy.
Can your small commercial client afford $25,000 to defend against an employee complaint?
Property owners and managers are struggling to keep up with modifications to Department of Housing and Urban Development regulations—and finding themselves unprotected when it comes to discrimination suits.
