SilverLink - Spring/Summer 2008 - (Page 4)

ﬁrst few months of employment—can help new employees acclimate to the organization’s culture. When employees know what is expected of them, confusion is avoided, which can substantially reduce the possibility of conﬂict. a more engaged employee and, potentially, a better work relationship for the supervisor. There are, of course, other issues which are potential hot spots for EPLI claims. Organizations need to examine their policies and ask questions like these: • Are the employee handbook and other documents written in clear, concise language that is nondiscriminatory? How does our organization handle charges of sexual harassment or other situations related to a hostile work environment? Is there a procedure in place in case of retaliation against an employee? Performance Review—Once the employee is on-board and productive, reviewing his or her performance is a personalized method of staying in touch. Reviews that communicate organizational policies effectively are an important means of reducing employment practices risk. Corporate Culture—Every company has its own set of rules and regulations driven by its beliefs and values. Supervisors who don’t understand that culture may have trouble effectively communicating to employees. Inadequate communication may increase the potential for misunderstanding in the workplace, thereby increasing the possibility of an EPLI claim. Corrective Action—Disciplining employees is never easy. Knowing the proper procedures for employee discipline or termination can reduce the possibility of claims exposure. Likewise, helping a worker get “back on track” may present a real challenge, but if handled properly, the process can create • • While EPLI coverage is an important part of risk reduction, it does not replace the inﬂuence that educating company leaders can have on this critical issue. Becoming aware of employee relations issues—and then taking action to mitigate and protect your organization from claims—can result in positive outcomes: enhanced leadership skills of management, improvement of the overall work environment and lowered potential exposure to EPL claims. Some content of this article was inspired by Business Insurance Information—“What is Employment Practices Liability Insurance (EPLI)?,” accessed March 26, 2008 at www.iii.org/individuals/business/optional/epli/. CONTACT STEVE NARANS AT SNARANS @ SSGI.COM OR JOHN MARSHALL AT JMARSHALL@ SSGI.COM 4 http://www.iii.org/individuals/business/optional/epli/

Table of Contents Feed for the Digital Edition of SilverLink - Spring/Summer 2008

SilverLink - Spring/Summer 2008 Contents Risk Management: Mitigate & Educate Disastrous Distractions Accounts Receivable BoomerCare Risk Reduction, What’s Your Function? Time Out! Double Down Employee Benefits: Who’s Paying Whom for What? Time to Reconcile Keep Your Eye on the Pension Prize Show Me the Money Private Client Services: A Generous Strategy Is There Any Good News Left? Special Insurance for Special Times Client Spotlight: Omaha Performing Arts Internal Happenings: SilverStone Group Wellness Activities Group

SilverLink - Spring/Summer 2008

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