Your organization could consistently rank at the top of a “Best Places to Work” list and still be blindsided by an employee lawsuit claiming discrimination, sexual harassment or some other employment practice misdeed. Even if the charge is without merit, the cost in legal fees, management time and reputational damage can be staggering – particularly to mid sized and smaller enterprises.
When it comes to protecting your organization against any such legal claims, as the old saying goes, an ounce of prevention is worth a pound of cure. And another bit of timeless wisdom applies: better safe than sorry. That’s where employment practices liability insurance (EPLI) comes into play – not to be confused with general liability insurance, which covers third-party liability exposures other than to employees. Organizations should evaluate if they need such a policy. And if you have EPLI in place, but haven’t reviewed it in more than two or three years, it's a good idea to take a fresh look at your coverage.
This paper will describe important steps to minimize litigation risk related to employment practices liability and how the right insurance coverage can protect you if you incur a claim.
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Insurance products and services offered through McGriff Insurance Services, Inc., a subsidiary of Truist Insurance Holdings, Inc., are not a deposit, not FDIC insured, not guaranteed by a bank, not insured by any federal government agency and may go down in value.
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