EMPLOYMENT PRACTICE LIABILITY (EPL) INSURANCE

Protection against employment related claims such as wrongful termination, discrimination, or sexual harassment.

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What is Employment Practice Liability (EPI) Insurance?

Employment practices liability insurance, known in the profession as EPL insurance or EPLI, provides coverage to employers against claims made by employees alleging wrongful termination, discrimination, harassment, and other employment-related issues. The cost for EPL insurance coverage depends on the type of business, the number of employees, employee job duties, financial statements, prior claims, employee turnovers and years in business.

EPL Insurance Coverage

Employment practice liability insurance include the following:

Wrongful Termination Claims

An employee files a claim against an employer alleging he/she is wrongfully terminated from their position.

Discrimination Claims

An employee files a claim against an employer alleging and employment-related discrimination on the basis of any federal, state or local law such as race, color, gender, pregnancy, military service, sexual orientation, religion, age or disability.

Harassment

An employee files a claims against an employer for sexual, physical, or verbal harassment by the employer, co-workers, or management. It may cover the categories of harassment as currently defined by the Equal Employment Opportunity Commission.

Other Employment-Related Action

Employee alleges and employer for any of the following (Libel, Slander, Mental Anguish, Emotional Distress, Breach of Contract or Promotion)

Note: EPLI does not cover wages laws governed by Department of Labor such as minimum wages and overtime requirements.

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How to Protect your Facility from EPL Claims?

Every facility needs to review its company's employment practices and enforce rules and procedures to reduce EPL claim. Below are some recommendations:

  • Develop a good screening and hiring program. Check on references.
  • Perform background checks such as criminal, credit or substance abuse.
  • Develop an employee handbook detailing employment policies and procedures of disciplining and terminating an employee (Note: Make sure employee sign a statement)
  • Conduct periodic reviews such as 90 days, 6 months and annual reviews.
  • Document all written up situation (Note: Make sure employee sign acknowledgment)

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