Employee Practices Liability: minimize your risk!


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Today's workers compensation claims continue to rise and it's important--now more than ever, to make sure you take the steps necessary to avoid a future workers comp claim. Your Problem Solvers give you steps to reduce this risk and information about this policy.

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Employee Practices Liability: minimize your risk!

  1. 1. Employee Practices Liability<br />Hire Better,Do Better!<br />Steps to Minimize Your Risk! <br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  2. 2. Potential Employee ClaimsYour Problem Solvers bring you ways to minimize the risk<br />What is Employee Practices Liability?<br />How to Avoid It<br />10 Action Steps:<br />2<br />3<br />4<br />5<br />6<br />7<br />8<br />9<br />10<br />1<br />What it means to THE BOSS<br />The <br /> Boss’s<br /> Guide<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  3. 3. What is Employment Practices Liability?<br />Employment Practices Liability insurance (EPLI) will provide protection for you the employer from claims made by employees, former employees, or even potential employees. This coverage may also protect directors and officers of your firm.<br />EPLI Coverage includes:<br />discrimination (age, sex, race, disability, etc.)<br />wrongful termination of employment<br />sexual harassment<br /> other employment-related allegations<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  4. 4. Today’s claims are as much about how people feel about their boss or employer as they are about a specific injury or wrong.<br />If your employees trust your company and leaders, they are more likely to work smarter and safer.<br />Minimize your risk by improving<br />your hiring practices!<br />How to Avoid It<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  5. 5. CREATE A MEANINGFUL JOB DESCRIPTION<br />A great (free) resource to assist you with this step can be found online at www.onetonline.org<br />IMPROVE YOUR HIRING PROCESS by…<br />10 <br />Action Steps:<br />1<br />2<br />3<br />4<br />5<br />6<br />7<br />8<br />9<br />10<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  6. 6. IMPROVE YOUR HIRING PROCESS by…<br />10 <br />Action Steps:<br />1<br />2<br />3<br />4<br />5<br />6<br />7<br />8<br />9<br />10<br />CONDUCT A THOROUGH INTERVIEW<br />Do not make a hiring decision based on first impression or personal feelings you acquire during the interview process. <br />Ask the candidate the question, “Have you ever felt you were being treated unfairly at your current/previous jobs?” <br />Inquire the same question to his/her references, asking “What did ___ tell you felt unfair to him at his last job?”<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  7. 7. ADMINISTER SKILL TESTS<br />Can your job candidate really perform? Does he/she have the knowledge it takes to jump-start into the position?<br />Test your candidate with measurable objectives.<br />IMPROVE YOUR HIRING PROCESS by…<br />10 <br />Action Steps:<br />1<br />2<br />3<br />4<br />5<br />6<br />7<br />8<br />9<br />10<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  8. 8. MAKE A CHARACTER ASSESMENT <br />Determine if your applicant will be a good<br />emotional fit for the job. <br />www.ZeroRiskHR.com provides pertinent <br />questions to ask during the interview process<br /> to provide insight.<br />IMPROVE YOUR HIRING PROCESS by…<br />10 <br />Action Steps:<br />1<br />2<br />3<br />4<br />5<br />6<br />7<br />8<br />9<br />10<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  9. 9. CONDUCT AN EXTENSIVE BACK-GROUND CHECKUndoubtedly, an unclean record isn’t something to overlook or consider when selecting an applicant to represent your business.<br /> Suggestion: Visit GlobalResearchHR.com<br />IMPROVE YOUR HIRING PROCESS by…<br />10 <br />Action Steps:<br />1<br />2<br />3<br />4<br />5<br />6<br />7<br />8<br />9<br />10<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  10. 10. IMPROVE YOUR HIRING PROCESS by…<br />10 <br />Action Steps:<br />1<br />2<br />3<br />4<br />5<br />6<br />7<br />8<br />9<br />10<br />REQUIRE A PRE-PLACEMENT PHYSICAL EXAM<br />You may want to make a conditional job offer. As it applies to your business model, a qualified local occupational medicine clinic may supply a pre-hire physical, including a drug test.<br />Consider mentioning this in your job ad—you’ll end up saving your time by deterring questionable candidates.<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  11. 11. REQUIRE EACH EMPLOYEE TO SIGN “DECLARATION OF NO INJURY” ON A REGULAR BASIS<br />Anytime an employee is injured, immediately refer him to your company’s occupational medicine physician.<br />It’s wise to consider paying all first-aid related expenses directly rather than submitting small claims to the workers compensation carrier.<br />IMPROVE YOUR HIRING PROCESS by…<br />10 <br />Action Steps:<br />1<br />2<br />3<br />4<br />5<br />6<br />7<br />8<br />9<br />10<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  12. 12. BE SURE EACH EMPLOYEE IS IN THE CORRECT JOB CLASSIFICATION TO ENSURE WORKERS COMP CLAIMS ARE COVERED<br />Too often, misclassifications are discovered at the point of no return—after an incident. Minimize your risk by double-checking this before a claim.<br />IMPROVE YOUR HIRING PROCESS by…<br />10 <br />Action Steps:<br />1<br />2<br />3<br />4<br />5<br />6<br />7<br />8<br />9<br />10<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  13. 13. QUICKLY SEND A POSITIVE MESSAGE TO AN EMPLOYEE INJURED AT WORK, EXPRESSING HOPE THAT HE/SHE HEALS RAPIDLY AND RETURNS TO WORK SOON<br />Send Get-Well cards, flowers or <br />even meals as appropriate to the <br />employee’s home to let them <br />know you’re wishing him/her <br />a successful recovery.<br />IMPROVE YOUR HIRING PROCESS by…<br />10 <br />Action Steps:<br />1<br />2<br />3<br />4<br />5<br />6<br />7<br />8<br />9<br />10<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  14. 14. SEND OUT A FMLA NOTICE IF AN INJURED EMPLOYEE IS ABSENT FOR WORK FOR MORE THAN THREE DAYS<br />Even if it looks like a workers <br />comp claim, you want to make <br />sure the 12-week period for <br />FMLA will start it’s course as <br />soon as possible. Don’t wait!<br />IMPROVE YOUR HIRING PROCESS by…<br />10 <br />Action Steps:<br />1<br />2<br />3<br />4<br />5<br />6<br />7<br />8<br />9<br />10<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  15. 15. Workers Compensation claims continue to rise, especially in today’s economy where safety procedures become secondary to performance.<br />Make sure you’re prepared with adequate Employee Practice Liability Coverage, as questionable comp claims are an ever-present possibility<br />What it means to THE BOSS<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  16. 16. Contact us if you have any question,<br /> concerns or would like a FREE quoteto secure the proper insurance for your business: <br />http://www.gillmanins.com/business-insurance/employment-practices-liability/<br />We’ll find you the BEST coverage for LESS,<br /> and give you the peace of mind that every<br /> business owner needs!<br />GEORGIA BUSINESS INSURANCE<br />Click here:<br />Visit your Problem Solvers<br />www.gillmanins.com<br />
  17. 17. Thank You for Watching!<br />We wish you the best with your hiring decisions.<br />Feel free to contact us anytime if we can offer assistance or answer your questions!<br /> Sincerely,<br />Your Problem Solvers<br />at GILLMAN INSURANCE GROUP<br />888.869.6509<br />Visit your Problem Solvers<br />www.gillmanins.com<br />