Employment Practice Liability

Employment Practices Liability Insurance insures against liability arising from employment practices.

The staff could be 5 or 500 in today's environment every business is at risk. Employment practice liability concerns in 1999 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. Just how bad is it?

The amount of wrongful employment practices charges received by the Equal Employment Opportunity Commission (EEOC) increased from 59,000 in 1989 to over 80,000 in 1997. Have we got your attention yet? The fact is that the tide of employee-related laws keeps rising and employees are more savvy than ever about pursuing legal action. Gillman Insurance Group 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 Gillman's 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.