https://completemarkets.com/Article/article-post/2270/FIRING-WITHOUT-FEAR/
...r>FIRING WITHOUT FEAR: AVOIDING WRONGFUL TERMINATION LAWSUITS by Beth Schroe...ncerned with the possibility of the wrongful discharge lawsuit, and are not in...
https://completemarkets.com/Article/article-post/971/AVOIDING-ADVERSE-LEGAL-DECISIONS/
...void legal action. Lawsuits for wrongful termination, discrimination, defamat...new people several weeks after the terminations are certainly calling into que...
https://completemarkets.com/company/CompleteMarkets/Articles/content-package/IMMS-Library/TabCategory/article-post/1405/Avoid-Trouble-With-Employment-Offer-Letters/
... be the beginning of a long and profitable relationship. That sentence was part of a warm welcome letter that a Los Angeles-based firm sent to a new employee. It cost the firm almost $1 million. Here's what happened: After receiving the letter, the new hire moved his family to LA. Two and a half years later, he was terminated. Upon termination, he sued the company for wrongful discharge, claiming that the congratulatory letter- including the sentence above-constituted an employee agreement. The company settled out of court for the near-million-dollar figure. On the East Coast, a woman was hired by a firm and was given a company procedures manual before going to work. She read the manual as directed. It was written entirely in male pronoun: He will be expected to . .. ... be joining our team. We are confident this will be the beginning of a long and profitable relationship. That sentence was part of a warm welcome letter that a Los Angeles-based firm sent to a new employee. It cost the firm almost $1 million. Here's what happened: After receiving the letter, the new hire moved his family to LA. Two and a half years later, he was terminated. Upon termination, he sued the company for wrongful discharge, claiming that the congratulatory letter- including the sentence above-constituted an employee agreement. The company settled out of court for the near-million-dollar figure. On the East Coast, a woman was hired by a firm and was given a company procedures manual before going to work. She read the manual as directed. It was written entirely in male ...
https://completemarkets.com/Article/article-post/816/Who-Owns-Your-Life-Business/
...eds in the event of the agent's termination. Each producer's contract should be carefully studied for termination clauses and the consequences of termination.
Many P/C agencies have Life busin...l commissions after a Life agent's termination, but ownership should clearly b...
https://completemarkets.com/Article/article-post/1405/Avoid-Trouble-With-Employment-Offer-Letters/
...ination, he sued the company for wrongful discharge, claiming that the congrat...greement with or without cause. At termination, too often Life agents lose all...
https://completemarkets.com/company/CompleteMarkets/Articles/content-package/IMMS-Library/TabCategory/article-post/935/EPL-BUILDING-A-THREE-LEGGED-STOOL-OF-PROTECTION/
... E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back Epl: Building A Three-Legged Stool Of Protection 4/30/2013 10:35:25 PM by CompleteMarkets Editor , Gary Griffin This content has not been rated yet. EMPLOYMENT PRACTICES LIABILITY INSURANCE: BUILDING A THREE-LEGGED STOOL OF PROTECTION by Gary Griffin, ARM, and Rachel McKinney As the incidence of wrongful employment practice suits increases, savvy employers are taking proactive steps to control both the frequency and severity of claims. But even the most aggressive prevention measures won't completely insulate employers and others from loss. New insurance products covering employment-related liability can provide the backstop protection many employers need to avert catastrophe. Over the last 20 years, wrongful employment practice claims have risen at a rate 18 times faster than ... defend the insured even if some of the allegations are in dispute or are not covered by the policy. An early defense is often crucial in resolving employment-related claims, and any disruption or conflict with the insurer over what is or is not covered can drive the claims process into low gear. Covered Practices EPLI policies usually cover a wide range of wrongful acts. Under most EPLI policies these include wrongful termination, discrimination, sexual harassment, and other employment torts. But the definitions of these terms varies, and subtle differences in wording can limit coverage. Discrimination In its everyday usage, the term "discrimination" can encompass a wide variety of acts. In an EPLI policy, though, the definition is more focused and can be narrowly defined. Under some policies, the ...
https://completemarkets.com/Article/article-post/471/Follow-Smart-Hiring-Practices/
...on
Sexual Harassment
Wrongful discharge
Wage and hour disput...misrepresent the reason for their termination. Amendments to the FCRA apply i...
https://completemarkets.com/Article/article-post/2546/Employment-Practices-Liability-Insurance-Occurrence-Forms-versus-Claims-Made-Forms/
...individual claims-to allege that wrongful conduct occurred over the course of ...scrimination, sexual harassment, or wrongful discharge.
[2] Tail coverage is u...
https://completemarkets.com/Article/article-post/546/Recent-Cases-Clarify-Employer-Liabilities/
...to pursue common-law grounds for wrongful termination, stating that discrimina...missed Dillon's cause of action for wrongful discharge.
JOHNSON V. STATE OF OR...
https://completemarkets.com/company/CompleteMarkets/Articles/content-package/IMMS-Library/TabCategory/article-post/1872/DEALING-WITH-THE-THREAT-OF-VIOLENCE-IN-THE-WORKPLACE/
... determine whether she was still disabled. During the exam, she made the threats against her supervisor, saying, I hate the bitch, ' She is living on borrowed time and doesn't know it, ' I have killed her a thousand times in my mind, ' and the most significant threat of blowing her away. The psychiatrist's report led the company to fire the employee. She then sued for wrongful termination under the ADA. The company countered that she was fired because of her threats, not because of her disability. But the court linked her statements to her disability in its statement: The statements made by the plaintiff did not disqualify her from employment . . . and terminating her on the basis of the statements was equivalent to terminating her because of her disability. (From the court case ... v. Blue Cross Blue Shield of Michigan, No. 95-CV-72192-DT.) No-Win Situation? This ruling may put employers in a no-win situation. If an employer fires an employee because she threatens to kill a co-worker, the employer might be successfully sued. However, if the employer does not fire the employee for fear of being sued and then the employee makes good on the threat, the employer may be liable for the homicide. Even this seemingly absurd ruling provides leeway for companies in dealing appropriately with a mentally disabled employee. Knowing how much leeway exists requires a basic knowledge of the ADA, including these key areas: The requirement that employers make reasonable accommodations' for disabled employees The criteria for establishing a mental disability The employer's options in rejecting or dismissing problem ...