Program Benefits Employment Practices Liability Insurance
Employment Practices Liability Insurance provides protection for an employer against claims made by employees, former employees, potential employees and guests. It covers discrimination (sex, age, disabled guests, race etc.), wrongful termination, sexual harassment, refusal of service, and other employment-related allegations.
Can you imagine any of the following situations
• A disabled guest is unable to access the shower and files suit for humiliation and ADA violation. Average defense cost $75,000 - verdicts $30,000. An employee, who had a consensual relationship with another employee, asserts a claim for sexual harassment when the relationship sours? Average defense and verdict $85,000. A staff member claims a guest “hit on her” and you, as the employer, did nothing to stop it? Average defense cost $25,000 verdicts $25,000 An employee asserts he or she was discriminatorily discharged, even if you had documented and justifiable reasons for the termination? Average defense cost $55,000 A job applicant claims he or she was denied a job because of legal status, gender, race, ethnicity or disability? Average defense cost $45,000 An injured employee, who files for workers’ compensation benefits and is later terminated, asserts a claim for retaliatory discharge? Average defense and verdict $218,000
EPLI Facts
For ALL Businesses
Statistics confirm an employer is more likely to have an employment claim than a property or general liability claim.
The average amount paid for out-of court settlement is $40,000 Defense of the average EPLI case, through trial, costs over $45,000 The median compensatory award in EPLI cases is $218,000 67% of all employment cases that litigate results in a judgment for the plaintiff. 10% of awards in cases involving discrimination and wrongful termination are in excess of $1,000,000. Six out of ten employers have faced employee lawsuits within the last five years.
Society for Human Resource Management
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41% of all EPLI claims are brought against small employers consisting of 15 to 100 employees EEOC
If you can, then you need Employment Practices Liability Insurance (EPLI). EPLI is fast becoming a critically important coverage for Hotel owners to properly protect their business and assets. Six out of 10 employers have faced employment lawsuits within the past five years, with smaller businesses least able to afford the financial burden of litigation.
That’s why the Edgewater Program not onlyoffers protection against judgments and for the cost of defending against such allegations, but also provides insureds and their staffs with the proper training to help avoid being the subject of litigation.
Program Benefits
Superior Coverage from an “A Rated Carrier. Unique “All Risk” coverage for violation of any state, federal or local civil rights or anti-discrimination law including USERRA, FMLA, ADA, ADEA.Covers all Common Law Tort violations in the course of employment.“Wrongful Termination” includes constructive discharge.Vicarious liability coverage for intentional acts.Coverage available for all employee types (i.e. Independent Contractors, Temporary Employees, Leased Employees, Volunteers, fulltime, Part-time, Seasonal, etc.) This product is competitively priced and Our Helpline is manned by the attorneys who also will conduct the initial charge response should a claim arise. Their business is to handle trouble when it arises. This service is confidential. The insurance company does not know who calls or what they talk about. Most calls involve questions about specific employment situations in the workplace and how best to handle those situations. If your inquiry requires legal advice and consultation, the Helpline attorney will inform you of this and may refer you to an employment law attorney.The service is brought to you by Burke Warren MacKay and Serritella under the direction and supervision of Martin LaPointe. Mr LaPointe or a designated attorney from his firm will assist you with your inquiry. Any manager, officer, owner, principal, supervisor or designated employee of an EPRMA member may call the Helpline at the number above. There is no charge and you can call as often as you like Protect your Managers, Protect your Business For the first time, California now mandates that employers with fifty (50) or more employees provide sexual harassment prevention training. After January 1, 2006, employers must provide the two-hour training to all supervisors at least every two years. The new law does not impose any monetary penalties for violating the statute. If the employer fails to provide the training, however, the real “penalty” will occur in the undermining of an employer’s defenses in the event of a sexual harassment claim. Suffice it to say, employers must heed the warning and take immediate steps to ensure they comply with this statute. The mandate applies with equal force to insurers providing Employment Practices Liability (“EPL”) coverage in California. Comply America's interactive compliance training program is a program that has been reviewed by the EEOC and endorsed by a federal court. After reviewing demonstrations of our courses, I feel confidant that you and your colleagues will agree that we provide the finest discrimination and harassment prevention training programs available today. It is used by American express, Hitachi, the largest Law firm in Florida and is available to you at no extra charge.