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... or just have some general conversation. From an employer's perspective this interaction might seem innocent enough, and in most situations there's no need to be concerned. However, under certain circumstances, this socializing might have a negative effect, which could spell trouble for the unsuspecting employer. To help illustrate what might go awry, consider these employment-related claim scenarios. The daily letter carrier has been making suggestive remarks or unwanted sexual advances to your receptionist. One of your salespersons told ethnic or racial jokes that offended a number of your customers at ... to be an intentional act, the CGL policy won't respond, because it specifically excludes intentional acts from coverage. The CGL policy doesn't cover damages or awards and in the best-case scenario will only advance defense costs until a final determination of coverage is made. The Employment Practices Liability insurance policy addresses these types of claim exposures. However, the basic policy isn't enough to provide protection for third-party claims. Most insurance companies now offer a Third Party Coverage endorsement, which you must specifically request when negotiating the coverage. As with any coverage ... there are types of businesses, such as airlines and entertainment risks, that underwriters will avoid. However, this enhancement can provide a great benefit to any organization's Employment Practices Liability policy, so consider adding it if the insurer grants it. This endorsement doesn't amend the definition of the named insured. Instead, the insurer generally modifies the language of wrongful acts' to broaden coverage with wording such as customers, clients or other natural persons, other than the employee of the insured entity. In a third-party, or vicarious liability, ' claim ...

...t might go awry, consider these employment-related claim scenarios. T... In a third-party, or 'vicarious liability,' claim, it's very like...