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... 1990 to 1993- the Equal Opportunity Commission (EEOC) and the Fair Employment Practices Agencies (FEPAs) have recovered over $735 million from employers for violations of employment law. In 1994, a California State court in Los Angeles awarded nearly $90 million to two former Hughes Aircraft engineers because of discrimination. Even the largest law firm in the world found itself the target of an embarrassing sexual harassment suit. Today's businesses face not only the traditional obstacles of competition and keeping up with advances in technology, but must now face a whole new breed of potential adversary: one's own workforce. Even the best-run of companies are experiencing an explosion of employment-related claims. These can include: Wrongful discharge litigation Discrimination and sexual harassment claims Allegations of negligent hiring, retention, and supervision Wage and hour investigations ... benefit claims Increased unemployment, disability and Workers Compensation claims Unintended violations of Federal and state leave-of-absence laws Human resource professionals have known for years that communication of the employer's rules, policies, and procedures to the employees, as well as an early intervention in employment disputes or complaints, are effective in limiting both the frequency and severity of suits. Now employment practices liability insurance (EPLI) can augment these traditional preventive tactics. Combined with insurance, loss prevention, post-incident investigation, and thorough follow-up can act to form a three-legged stool of protection against employment-related claims. Here are a few tips to consider when developing your own defensive strategies. LEG ONE: PREVENTION TECHNIQUES While the incidence of employment-related claims has increased dramatically in recent years, one encouraging aspect regarding such claims is that both frequency and severity of ...

... parties can hold the employer accountable and liable. As is often the case with such suits, the employer might be found as guilty as the perpetrator of such conduct if they do nothing to help mitigate the problem once they become aware that a problem exists. Examine the claim scenarios described above, and you'll see that they all involve employees and a third party. In the case of the sexually harassed receptionist, the perpetrator is the letter carrier - a third party, not an employee. If the employer was informed of these incidents and didn't take immediate corrective measures, the receptionist could bring a sexual harassment suit against the employer. In a 1992 sexual harassment case, a casino worker alleged that a hostile environment existed when customers told her that she had a nice body, ' stared at ... Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back Tis The Season - For Epli Claims 4/30/2013 12:00:00 AM by CompleteMarkets Editor , Wayne Berstein This content has not been rated yet. Today's sizable workforce means that people from all walks of life interact with one another in the course of a workday. As a result of this interaction, people on many different levels develop working relationships. From employees to vendors and salespersons to customers, these ...

...arget of an embarrassing sexual harassment suit. Today's businesses face not ...g through the application process for EPLI coverage. This often involves compl...

...t could bring a sexual harassment suit against the employer. In a 1992 sexual harassment case, a casino worker alleged that ...