An HR professional in a 1,000-person company supports purchasing employment practices liability insurance (EPLI) to protect against worker claims that their legal rights have been violated. An operations manager suggests that the insurance is not needed because the company already has general business liability insurance. In what ways might the HR professional respond? And, which of these would you recommend? Please discuss.
Employment Practices Liability insurance is relatively new and "it provides protection for an employer against claims made by employees, former employees, or potential employees" (InsurePro, 2013, para 1). This type of insurance protects an organization against discrimination (such as age, race, and disability), wrongful termination of employment and sexual harassment and other types of allegations of this nature. It also covers the directors and officers of the organization.
General Business Liability insurance ...
A discussion regarding Employement Practices Liability Insurance including whether or not it is needed within a specific scenario. 251 words, 2 references.