Make No Mistake: Best EPLI Coverage Gained as a Standalone Policy

You can’t be kind of pregnant.  You can’t be kind of deceased.  With some of life’s developments, you really don’t have a choice.  It’s all or nothing.

But in others, the choice remains open – yet, it might be best to go all-in anyway.  Such is the advice of professionals when it comes to Employment Practices Liability Insurance, or EPLI.

The International Risk Management Institute defines EPLI as: “A type of liability insurance covering wrongful acts arising from the employment process. The most frequent types of claims covered under such policies include: wrongful termination, discrimination, sexual harassment, and retaliation. In addition, the policies cover claims from a variety of other types of inappropriate workplace conduct, including (but not limited to) employment-related: defamation, invasion of privacy, failure to promote, deprivation of a career opportunity, and negligent evaluation. The policies cover directors and officers, management personnel, and employees as insureds.”

Coverage can be issued through an addendum to a General Liability policy or as a separate endorsement.  EPLI also typically carries a warranty covering whether the policyholder is aware of any workplace issues related to harassment, discrimination, or any of the other issues cited in the definition above.

EPLI issued as a full standalone policy remains the preferred method, since the policy is designed to provide a more robust coverage with separate limits from the General Liability form.  Regardless of how you purchase it, having EPLI coverage is highly recommended.

There are some instances where it’s smart to go all-in, even when you have the option to take a smaller, easier course.  But don’t be fooled.  Be smart.  Be covered fully.  EPLI is one of those instances.

Contact the team of professionals at the Reschini Group for more information on how an EPLI policy can help protect your organization.


Copyright 2019 The Reschini Group

The Reschini Group provides these updates for information only, and does not provide legal advice.  To make decisions regarding insurance matters, please consult directly with a licensed insurance professional or firm.

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