Employment Practices Liability Insurance
Specialized EPLI Insurance!
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SCS Agency is uniquely qualified to help you protect your business through the procurement of insurance while helping you implement preventive measures that stop EPLI claims before they happen!
EPLI Insurance
Business owners depend on employment practices liability insurance to help protect their business from potential employment-related claims or lawsuits. These claims can be: discrimination, wrongful termination, harassment, sexual harassment, retaliation, etc. Some employers may not even be aware that they need EPLI insurance, if that coverage is available, or if they need to take out separate policies for these types of employment claims.
Many employers do not realize that they have a gap in their insurance coverage that leaves them vulnerable to discrimination and harassment lawsuits from customers, clients, vendors and suppliers. Standard EPLI policies only provide coverage for lawsuits brought about by employees or prospective employees, and most commercial general liability (CGL) policies specifically exclude coverage for harassment and discrimination. That’s where third-party EPLI comes in.
Third-party EPLI fills this gap between EPLI and CGL, and offers protection against allegations of wrongful acts made by customers, clients, vendors and suppliers. In general, covered claims include the following: race, religion, sex, age, national origin, disability, pregnancy, sexual orientations, unwanted sexual advances, unwanted requests for sexual favors, and other verbal or physical actions that create a hostile or offensive work environment.
Third-party EPLI is vital for businesses that deal with customers on a daily basis. However, even if your company doesn’t have a lot of interaction with the general public, you may still benefit from third-party EPLI coverage if your operations involve clients, suppliers or vendors. To learn more about EPLI coverage and how SCS Agency Inc can help protect your business, contact us today at (516) 466-6007.
