Orlando Commercial Insurance and EPLI Coverage

Business insurance, or Orlando commercial insurance is vital coverage that most companies need to purchase. Employment Practices Liability Insurance (EPLI) is becoming an increasingly important policy to have because of the huge risks that businesses face with employees who feel wronged and ultimately decide to file a claim.

Unfortunately, many people who end up being laid off, fired, or otherwise removed from their jobs are angry, and their first thought is to file a lawsuit. While some claims may be legitimate, others are not. The process of having to fight these types of claims is often a costly process, which is why the best option is to take steps now to reduce EPLI claims before they happen.

Claims of discrimination are on the rise

One of the number one complaints levied in discrimination cases is of racial discrimination. These cases account for approximately one-third of all such suits. Gender-based complaints account for around 30 percent of cases and disability-related complaints for between 20 and 25 percent. Some employees view transfers or departmental moves as demotions. Retaliation is another common claim, which is cited in EPLI cases where employees feel as though employers retaliate after accusations of discrimination or harassment have been made.

Companies need policies in place

It’s important to build a corporate culture that does not tolerate acts of discrimination or harassment and every employee needs to know about it. In addition to any public policies you should establish an auditing procedure to ensure the policies of your business are in keeping with the laws regarding workplace discrimination and harassment and included in employee handbooks, posted online, posted in break rooms, and taught to all employees who work for you.

Documentation is vital

In addition to having Orlando commercial insurance, because of the litigious nature of some people, it’s also important to document all complaints, compliments, and challenges companies face with each and every employee. The good, as well as the bad, should be noted in order to provide a complete picture of the employee’s tenure.

Include everything, from the contract that was initially signed, to any reports where the employee has violated policies or otherwise committed offenses that resulted either in part, or entirely, in the employee’s dismissal from the company. This must be included in order to provide a verifiable paper trail leading up to any firing or disciplinary action given to the employee by the employer or company supervisor or manager.