We can end harassment and assault at work.
We can stop workplace sexual violence.
This is how to stop the offenders.
at Work Policy
Insurance protects business owners, not employees
Insurance has one job - it protects a company's income. But today, companies that buy insurance are starting to recognize that their success is tied to the well-being of the people and things they affect: their communities, the environment, their customers, and especially their employees.
For employees and for companies, insurance needs to step up and protect employees from harm, including sexual harassment and assault. Today, insurance works against assault survivors in an effort to protect companies.
WE CAN FIX THIS BROKEN SYSTEM.
Most often, when an employee is harassed or assaulted in the workplace, the system in place causes the employee to be doubly victimized. Here's how:
As soon as a Human Resources team determines that an employee has been attacked, corporate leaders need to fire the harasser every time, and insurance needs to empower this decision, not hinder it. Insurance has the potential to align a company - its brand and its reputation - with the safety and wellbeing of its employees.
The insurance that protects companies against exposure from incidences of workplace sexual assault is called Employment Practices Liability Insurance, or EPLI. By adding the endorsement below to EPLI policies, companies will be aligned with their employees:
On a mission to fix the workplace.
Let's say you're a CFO, and the
Head of Human Resources tells you an employee has reported being assaulted by a supervisor. HR investigates and finds the claim to be viable. After providing notice to your insurance policy, what do you do? >>
In consideration of the premium charged, it is hereby understood and agreed that:
If, after an internal investigation and upon the recommendation of the senior human resources executive [or third party advisor], the Organization determines that an Individual Insured must be terminated for committing Employment Practices Violation 2.(f)(i) [harassment (including sexual harassment whether ‘quid pro quo’, hostile work environment or otherwise) against another Individual Insured:
Exclusion 3(1) shall presumptively apply to the Individual Insured prior to a final adjudication, and the Individual Insured’s conduct shall not be imputed to the Organization;
If, after a final adjudication it is determined that the Individual Insured did not commit Employment Practices Violation 2.(f)(i), the Individual Insured will be reimbursed for reasonable Defense Costs;
The person alleging the harassment shall be covered for any amounts they personally incur due to notifying, bringing, sustaining and resolving the Claim, including but not limited to hiring independent counsel, attending meetings or hearings associated with the Claim, reasonable compensation for time spent gathering evidence, and counseling, provided that the Insurer has consented (reasonable consent not to be withheld) in advance to the framework for such compensation;
This Policy shall pay Loss arising from Claims, Third Party Violations and/or Crisis Loss arising out of the following:
Allegations by the terminated Individual Insured that their termination itself constituted an Employment Practices Violation;
The cost of recruiters to replace the Individual Insured;
The cost of training an internal replacement or temporary consultant to replace the Individual Insured while a search is being conducted;
Reasonable out-of-pocket expenses associated with the replacement of the Individual Insured;
Claims alleging Third Party Violations that arise out of the Individual Insured’s termination or resulting publicity;
Adverse publicity prompted by the Individual Insured or relating to the Individual Insured’s termination, or
Criminal or civil investigations arising out of the Individual Insured’s Employment Practices Violations or termination.