Employment Practices Liability
As Human Resources has become more complicated with laws and regulations changing on a daily basis at all levels of government, it's no wonder the number of EEOC complaints and suits filed has been on the rise. Currently employers are tackling compliance with immigration laws and new overtime rules, all while still adjusting their businesses to comply with the Affordable Care Act.
Many small and medium size businesses do not have an HR Department, let alone an Employment Practices Law firm to assist. As such, mistakes can happen or allegations, founded or not, that require time and assistance to resolve. Coverage is available for allegations of:
- Discrimination (including not being ADA compliant)
- Wrongful Termination / Demotion / Discipline
- Failure to Hire
- Wrongful infliction of Emotional Description
Since this coverage has been in the marketplace for decades now, many companies offer affordably low minimum premiums and deductible options. Coverage can also be shared with Directors & Officers Liability, as well as Fiduciary Liability which reduce the overall cost of coverage.
Optional Coverage Includes:
- Immigration Liability
- Wage / Hour (exempt & non-exempt matters)
- 3rd Party Liability (clients, vendors, & other non-employees)
Company name, legal structure (llc, corp etc), contact info, # of full time, part time employees, as well as temps, independent contractors and volunteers. Nature of operations. Any policies & procedures re: harassment, discrimination etc.